UNIT – I Lesson 1 HRM – AN OVERVIEW Lesson Outline Nature of ...

Training is also referred to as a process by which any person designated to be a trainer
imparts new knowledge, sharpens and strengthens skills and redefines attitudes. Training
involves more than just teaching people how to use tools or complete assigned tasks. Good
training seeks to make people understand how they feel about themselves, about their
work and their contribution to the well-being of those they serve. The basic objective of
training is to establish match between employees and their jobs. This is achieved by
helping them to bridge gaps between expected and actual performance levels. Training has
to help to prevent obsolescence of employees by updating their competencies. Thus, a firm
is like an educational institution and continuous learning becomes an integral part of its
vivacity.
After the candidates have been selected and placed in appropriate jobs they usually
receive orientation training to help them learn about the company. This is also known as
‘induction’ and is the first training an employee has to go through in each organization of
his or her employment. However, training in organizations is an unending process. The
training needs of employees get continually assessed based on their own requests and their
superiors’ feedback in the performance appraisal reports. The top management of an
organization would also direct the training department to prepare the employees to face
various organizational changes.
In the present context, one may surmise that the individual who feels he is through
learning is through in his job also. Jobs today grow faster than the people in them. Helping
people to keep up with the pace of this growth is the obligation of training. No program or
method would fit all types of needs. Programs and methods should be selected on the basis
of how effectively and efficiently they satisfy personal needs and accomplish the
developmental objectives of managers and the enterprise.
The choice of a method or a mix of method is a function of a number of
considerations such as the nature, size and capabilities of the target group, the aims of the
program, the costs involved and whether the program is to impart knowledge, skill,
techniques or attitudes. The methods could be sub classified into traditional and modern
methods, on-the-job and off-the-job methods, instructor-based and self-learning methods,
simulated and real situation based methods. Different combination of methods would fit
into each of the above classifications. Based on the stage of a job during which the training
is provided, the program may be classified as preparatory training, induction training, midterm
training, refresher training, development centers and re-training. Each method of
training has its own strengths and weaknesses. A judicious combination of the following
methods alone would help to maximize the effectiveness of programs.