Training

 

Figure 01

What is Training- 

Training is a process by which skills, talents, and capabilities of employees of an organization are increased and updated. This helps employees to grasp new skills and utilize the knowledge provided from new trends and tools available. Itis not a one-time thing which is applicable fresher but it is necessary for all employees of any organisation and is continuous process of learning which helps increase the performance of employees and prepares them for new challenges which they will have to face jobs and keeps them updated on their present status. This short-term systematic approach that guides employees and teaches them how to handle their responsibilities. It is also a essential practise as employees need to be updated on technological advances and the latest development in their industries. Training is the most basic function of human resources management. It is the systematic application of formal processes to help people to acquire the knowledge and skills necessary for them to perform their jobs satisfactorily (Armstrong, 2020).

Methods of Training

There are several methods of training, but they are mainly categorized into two main groups: On-the-Job and Off-the-Job methods.

(i). On-the-Job methods - Generally the methods that are applied to the workplace during the working of the employee. It means learning while working. On-the-job training is a hands-on technique for learning new competencies and abilities for a profession in a genuine, or nearly actual, working setting (Grobler ,2011).

Figure 02

-         Apprenticeship Programs - Working under & learning from a senior, skilled employee.

-   Coaching - Analyses the trainees progress from time to time and suggests changes necessary in the attitude and performance.

-      Internship Training - a joint programme between educational institutions and business entities where selected students who continue to pursue their studies regularly and also work in a factory or office to gain the practical knowledge and skills required for a job. 

-      Job Rotation - Involves shifting trainees from one job to another or from one department to another. Which allows them to gain a better & broader understanding of the working of the organization and all its parts. Such training of employees makes it easier for the organization at the time of promotions, replacements or transferring of an employee.

(ii). Off-the-Job methods -Refer to methods that are used away from the workplace. It means learning before working and are mainly theory-based programmes. Outdoor training is learning by movement, mostly solved collectively. A case study analyses a specific or complex topic in depth. Most methods are off-the-job (Martin , 2014; Ahadi & Jacobs, 2017) 

Figure 03

 - Refer to methods that are used away from the workplace. It means learning before working and are mainly theory-based programmes.

-        Classroom Lectures or Conferences – a common method used for conveying specific information, rules, procedures or systems.

-          Films – This being a very effective method is the supply of information on a definite display of skills that are not easily represented by other techniques.

-          Case Study - Trainees study these real-life cases and analyse them sincerely to find out the problems and their causes and come up with possible solutions and select the best solution and systems to implement them. 

-          Computer Modelling – program that copies a few of the realities of the job and enables learning to take place securely and enables organisations to quantify losses made by employees if made in real-life.

-          Vestibule Training – employees are given training on the equipment that they will be using during their jobs.

-          Programmed instructions - In this method, the information is divided into meaningful units, and these units are arranged in a proper way to form a logical and consecutive learning.

Conclusion- 

Figure 04

Training being is an essential factor in modern day business as it will keep both employees and the organisation Up-To-Date with the advancements of technology and in line with the outside completions which would give the competitor advantage in the business sense. 

References

Armstrong, M. (2020). Handbook of human resource management practice. Kogan Page.

Available at : https://www.koganpage.com/hr-learning-development/armstrong-s-handbook-of-human-resource-management-practice-9781398606630

[Accessed 25 March 2024]

 

Grobler, P. A. (2011). Human Resource Management in South Africa 4th ed., Andover. Hampshire, United Kingdom: Cengage Learning EMEA.

Available at : file:///C:/Users/Roshan%20Pelpola/Downloads/2248+edt+90-98.pdf

[Accessed 27 March 2024]

 

Martin, O. B., Kolomitro, K., & Lam, T. (2014). Training Methods. Human Resource Management Review, 13(1), 11–35

Available at : . https://doi.org/10.1177/1534484313497947

[Accessed 29 March 2024]

 

Ahadi, S., & Jacobs, R. L. (2017). A Review of the Literature on Structured On-the-Job Training and Directions for Future Research. Human Resource Development Review, 16(4), 323–349.

Available at : https://doi.org/10.1177/1534484317725945

[Accessed 29 March 2024]