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Human Resource Management

Notes (iv) Laboratory training
(v) On-the-job training.

7.5 Inputs in Training and Development

Inputs in training and development programme are those which enable the participants to gain
skills, learn theoretical concepts and help acquire vision to look into the distant future. The
inputs of training and development are as follows:

Skills: Training is imparting skills to the employees. A worker needs skills to operate machines,
and use other equipments with least damage and scrap. This is basic skills without which the
operator will not function.

There is also a need of motor skills or psychomotor skills as they are refer to performance of
specific physical activities. These skills involve learning to move various parts of their body in
response to certain external and internal stimuli. Employees particularly like supervisors and
executives, need interpersonal skills mostly know as people skills. These skills helps a person
understand oneself and others better and act accordingly. Examples of interpersonal skills include
listening. Persuading and showing an understanding of others feelings.
Education: The purpose of education is to teach theoretical concepts and develop a sense of
reasoning and judgment. That any training and development programme must contain an
element of education is well understood by the HR specialist. Education is more important for
managers and executives than for lower-cadre workers.
Development: Another component of a training and development programme is development
which is less skill-oriented but stress on knowledge. Knowledge about business environment,
management principles and techniques, human relations, specific industry analysis and the like
is useful for better management of a company.
Development programme should help an employee to be a self-starter, build sense of
commitment, motivation, which should again helps him being self generating. It should make
their performance result oriented and help them in being more efficient and effective. It should
also help in making the employee sensitive towards the environment that is his work place and
outside. This programme should keep the employee aware of him i.e. his potentials and his
limitations. Help him see himself as others see him and accept his self image as a prelude to
change. It helps teach an individual to communicate without filters, to see and feel points of
view different from their own. Also helps them understand the powers in their hands and
thereby develop leadership styles which inspire and motivate others.
Ethics: There is a need for imparting greater ethical orientation to a training and development
programme. There is no denial of the fact that ethics are largely ignored in businesses. They are
less seen and talked about in the personnel function this does not mean that the HR manager is
absolved if the responsibility. If the production, finance or marketing personnel indulge in
unethical practices the fault rest on the HR manager. It is his/her duty to enlighten all the
employees in the organization about the need for ethical behavior.
Attitudinal Changes: Attitudinal represents feelings and beliefs an individual towards others.
Attitudes affect motivation, satisfaction and job commitment. Negative attitudes needs to be
converted into positive attitudes. Changing negative attitudes is difficult because:
1. Employees refuse to change

2. They have prior commitments and
3. Information needed to change attitudes may not be sufficient.

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