Page 116 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Unit 7: Training, Development and Career Management

6. E-learning: It allows trainees to improve their skills and knowledge at their own Notes
comfortable pace. The trainee participates actively and is able to upgrade skills in a time-
bound manner. Of course, e-training requires top management support, uninterrupted
internet access, investments in establishing learning portals and is not suitable for imparting
behavioural skills to trainees. Technology barriers like bandwidth will restrict and hamper
the effectiveness of e-learning. Learning effectiveness might never match the level of
classroom for a long time.
7. Behaviourally Experienced Training: Some training programmes focus on emotional and
behavioural learning. Here employees can learn about behaviour by role playing in
which the role players attempt to act their part in respect of a case, as they would behave
in a real-life situation. Business games, cases, incidents, group discussions and short
assignments are also used in behaviourally-experienced learning methods. Sensitivity
training or laboratory training is an example of a method used for emotional learning.
The focus of experiential methods is on achieving, through group processes, a better
understanding of oneself and others. These are discussed elaborately in the section covering
Executive Development Programmes.

7.2 Objective of Training and Development

1. To Increase Efficiency
2. To Increase Morale of Employees

3. To Establish Better Human Relations
4. To Reduce Supervision
5. To Increase Organizational Viability and Flexibility.

7.3 Need for Training

1. Newly recruited employees require training so as to perform their tasks effectively.
Instruction, guidance, coaching help them to handle jobs competently without any wastage.
2. Training is necessary to prepare existing employees for higher-level jobs (promotion).
3. Existing employees require refresher training so as to keep abreast of the latest development
in the job operations.
4. Training is necessary when one moves from one job to another (transfer).
5. Training is necessary to make employee mobile and versatile. They can be placed on
various jobs depending on organisational needs.
6. Training is needed to bridge the gap between what the employee has and what the job
demands.

Notes Training Needs Assessment
Training needs are identified by following types of analysis:
1. Organizational Analysis: It involves a study of the entire organization in terms of
its objectives, its resources, the utilization of these resources, in order to achieve
stated objectives and its interaction pattern with environment.
Contd...

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