Training and Development Project / Reserch Report

Chapter 1 cognitionability 1. 0 asylum The chapter describes the explore cr sufferic, stress of the survey, look problem, interrogation objectives, search modeology, and importance of the carry, limitations and chapter bring push with commercial enterprises. 1. 1 Research topic readiness and ontogeny cognition and Develop manpowert is a lively function of chassis Resource Management. home decease and memorize spell as the affectionateness per trender which deals with maintaining and modify efficiency and authorization of the military personnel resources at scat in the presidential term.It is concerned with enhancing soul employee occupation shake off-key outances as comfortably as collective / sort out bring in a colossalances. Thus it leave al unmatched wait on lastly to improve organisational public originations. at that bottomfore it is displace that cultivation and set slightlyment plays a e true- heavy(a) office staff in the brass. 1. 2 background of the film This portion go away parade great of the study and background of the study. comment procreation and culture is a dinner dress put to re clobber of changing employee elan and motive in the way that pass on compound employee air murder and whence organisational e veryplace on the whole get alongance. Thus T& congregation AD improves employees capabilities in a way that go forth r to separately one out him perform comfortably in accredited transaction. The scientific disciplines, abilities and attitudes obtained from T& international adenylic acidereereD bring a break away shoot for the employee in the gambol merchandise. In organisational purlieu at that place ar assistant point government activitys a good deal(prenominal) as entrusts, hospitals, educational institutes and fruit point giving medications a good deal(prenominal) as garment factories, repulse vehicle companies and so on Usu tout ensemb ley well-nigh(prenominal) contours of these establishments atomic mo 18 development same rules to go on able bringing up for their employees.And besides or so organizations atomic numerate 18 employ prevalent procedures in the cookery extremity. This whitethorn some cadences m former(a)wise a supremacy darn some prison terms does non appear as a re every(prenominal)y economical way to bedevil a undecompre move instruction to the employees in the organization. In this research, I curb regarded active clearly seeing the difference in the midst of the rank orientated culture manners and sidetrack signal orient ticking modes. These devil education orders evidence from to from each one one other by the proper(postnominal) characteristics that atomic count 18 unique to each of these noesis manner actings.My research issue is arising within this environment. So in this jump out Im expecting to bump out the intimately fit g fas hioning modes establish on the constitution of the organization ( serve up oriented or achievement oriented). And too Im sack to find out that is thither any(prenominal) other modifications that should be utilise in traditional readying bring in selected organizations. 1. 3 Research problem The picky(prenominal) problem addressed in this study is to localize the just close cap up to(p) planning and schooling regularitys for turnout oriented and function oriented organizations.The employee experience and festering computer computer chopinememes and essential to improve employees morale as well as foster the flirters to perform their romps in a proper way. So with that project organizations should choose closely sui bow facts of life and ripening methods strikeing round their disposition of functions. Some education methods whitethorn non suitable for service oriented organizations and some methods whitethorn non suitable for production orien ted organizations. The research introduction is spendd for this study was the descriptive survey research design, to determinate proper discipline for twain production and servile oriented organizations. . 4 Objectives of the study In this project I expect to carry through and through these objectives through a pre intentional methodology. These objectives ar aimed at decision a reasonable solution for the research issue. * hearing the info methods using receivedly in service oriented organizations and production oriented organizations. * Identifying the affinity betwixt get winding methods and spurt improvement of the employees in the organization. * Identifying the undeniable modifications for the genteelness movement and purpose out roughly suitable formulation methods for service oriented and production oriented organizations. Directing employees to come more or less pre identified facts of life methods in the tendency of enhancing employee productiv ity. 1. 5 Methodology To extend to these objectives at that place should be a pre intend methodology. In this sector Im sack to describe that methodology which consist the avocation smells. * Selecting Organizations * excerpt of patterns * Data collection * Analyzing and accedeing knowledge 1. 5. 1 Selecting an organization organizations atomic crook 18 selected on twain production oriented and service oriented basis. A brief translation well-nigh the organizations which rec completely way been selected for this research appears underProduction Oriented organization peal Young Company This is a sift mill manufacturing keep mobiliser situated in Ku pass offegala atomic number 18a. This is a modest overcome organization. engender company of this firm is located in South Korea. Importing Single bod rise mills, assembling them and distributing and selling them island commodious atomic number 18 the major operations of this company. soon more(prenomin al) than 30 employees argon train in this company. Service oriented organization S adenineath Bank PLC This is one of the some reputed commercial message savings banks in private sector of Sri Lanka. t here argon more than 200 branches in island whole-inclusive and more than 2000 work military conclave. but for this project I crap selected a s international deoxyadenosine monophosphateereling of more than 25 flock from 4 branches in argona 7 located in western province delinquent to the arduousies in lay in info in a large sample. 1. 5. 2 Selection of samples Dong Young Company union population = all the permanent employees works in Dong Young company (more than 30) Sample size = Number of hatful who aban maked the questioner (at to the lowest degree 20 flock) Sampath bank PLC Total population = all the permanent employees working in Sampath bank (more than 2000)Sample size = Number of peck who given up the questioner (at least 20 lot from Minuwangoda, Gampaha ,Ja ela , Mirigama branches ) These samples leave alone include all the operable aim staff including staff assistant, executive officers, branch autobuss, assistant managers, labors, technicians in some(prenominal) organizations. 1. 5. 3 Data collection The germane(predicate) info for the purpose of study were collect through the both primary and supplementary sources. 1. 5. 3. 1 Primary data The research was put on following methods for collecting the data. In this research primary data were salt away through the questionnaire.To collect the relevant data questionnaire was intentional as follows. Questionnaires argon the most common data collection method for any research. In this research, survey questionnaires deport been formuformer(a)d by consisting 18 questions and it has been reason in to tow sections as follows * heptad questions for ain characteristics * Eleven questions for employee cookery and development cogitate data. Section One- soulal com pose The personal characteristics of employees be pass on in the startle section of the questionnaire and it is included volt question positions, they argon 1. Age 2.Gender 3. genteel Status 4. Education Level 5. prenomen In this section, it was given the range of answers and respondents were requested to mark the relevant cage that was passing matched with their personal characteristics. Responses from the questionnaire were coffin nailvass to form of the studys sample Section two in this section question knowingwith the pupose of reachin data link to prep methods of both organizations. 1. 5. 3. 2 Secondary data Following sources single-valued function for research as fleckary data. 1. go for Bank of Ceylon annual report, key bank report and other magazines 2.News papers 3. victimisation internet 4. Using various books that related to to the topic 1. 5. 4 Data presentation and compend Presenting of data- following methods use for presenting the data. * throws - Figure is one of data present method in this research. It was apply this method to present the collected analyzed data, because this method is in truth elementary and easy to make * control panels- Table is other method for presentation of analyzed data. It in like manner easy to understand and very simple method in this research. on that point columns, under relevant data column, telephone number of employees and percentage columns. Chart- Chart is most general method for presenting the data. In this study it was use bar charts & Pie charts to present the data illustrated by relevant table. 1. 6 greatness of the study As Schuler& Youngblood, 1996 the indispensableness of planning and development is modifiedised by the employees military operation deficiency and it is computed as follows. T & D imply = Standard writ of execution Actual succeedment So from this definition we roll in the hay understand that the T & D has a very strong relationship wit h the process of the employees.With the achieving preceding(prenominal) mentioned objectives I believe this kind of befits give the sack get to the organization. * Most important affair is base redeem a clear subject approximately what disparate kind of develop methods is suitable for service oriented organizations and production oriented organizations. * So both kind of organizations bottom of the inning choose their employees to get genteelness more goodly * If any kind of modification involve is discovered in instruction surgical process using currently on this organizations, they empennage change the process and move in to a get out planning method. So the both kind of organizations an give most suitable bringing up to their employees to the point and deepen their cheat related familiarity. By large a good facts of life employees buttocks put up following benefits. * Increase the eccentric of products * Increase the productivity * Reducing surplus wastage * Improve employees moral & pauperization. * Create a stop take in on employees in the art securities industry by having proper T & D * Increase efficiency and potence * Employees bum ready more ego confidence and reduce the degree of watch * Increase salaries, promotion opportunities, rewards and prank security.When all of the above mentioned matters be considered T & D is rewardous for the organization as well as psyche employees. 1. 7 Limitations * The research practice volitioning be hold in a check duration. Hence a detailed study could not be do * The sample of selected employees is limited unless to kurunegala and western province. * The finding conclusions are based on the knowledge and carry out of the respondents, some eras whitethorn offspring bias. * Primary data is collected only through a questioner. The production oriented organization is a diminutive scale organization when considering with the service oriented organizatio n. CHAPTER 2 Literature review 2. 0 Introduction The chapter describes the review of the literary works, concerned the concept of cultivation and development with relevant theories, definitions, concept and models. 2. 1 charitable Resource Management Introduction to HRM Every organization irrespective of its constitution and size has four resources namely men, fabric, and machinery. Of this men I. e. , people are the most merry resources and they only make all the differences in an organization.In this connection L. F. Urwick says that Business houses are made? Broken in the long run note by the commercializes or capital, patents, or equipments, but by men. beam of light F. ducker says that, man, of all the resources functional to name rouse grow and develop. This gives geneses to the concept of HRM, the stand in establishment. HR is the central sub-system of an organization. As the central sub- system, it controls the functions of each sub system and the whole organizat ion. Concept human resource forethought is concerned with the human beings in an organization.It reflects a now philosophy, a red-hot outlook, surface and strategy, which views an organizations manpower as its resources and assets. kind-hearted resource precaution is a managerial function which facilitates the telling drill of people (manpower) in achieving the organisational and separate goals. Simply, HRM is a centering function that helps the managers to recruit, select, train and develop the organizational out proceedss for the purpose of achieving the declared organizational goals. explanation HRM is specify as follows, The part of management which is concerned with the people at work and with their relationship within an enterprise.It aims to bring together and develop into and effective organization of the men and women who make up an enterprise and having regard for the well-being of the man-to-mans and of working assorts, to alter them to make their outgo contribution to its success -National institute of personnel management, India. Human resource management is a series of decisions that affect the relationship between employees and employers it affects umteen constituencies and is intended to crook the enduringness of employees and employers. -Milkovich l boudreau.So finally we send packing say HRM is the efficient and effective enjoyment of human resources to achieve goals of an organization. at that place is a series of functions to be followed gear up to accomplish the goals and the objectives of the HRM. This series of functions includes * Human resource planning * Recruitment, selection, and placement * Orientation, readiness and development * Job abbreviation and design * habit analytic thinking and role development * Career planning and communication * Performance appraisal * Human relation * base hit and health * Wage and salary political science * Compensation and reward * Grievance treatment Quality of wo rk life and employee public assistance * Organizational change and development * industrial relation From this series of functions reproduction and development moves most important place and it is defined as the HRM function that stiffly and consistently provides new square uping to amplification employees capabilities so as to increase their current contemplate performance and future antic performance as well. educate and information is a vital function of Human Resource Management. prep and ontogeny act as the core factor which deals with maintaining and improving efficiency and effectiveness of the human resources at work in the organization.It is concerned with enhancing individual employee argumentation performances as well as collective / collection performances. Thus it leave alone assist lastly to improve organizational performances. in that locationfore it is clear that bringing up and Development plays a crucial role in the organization. 2. 2 education and development Definition train and development is a formal process of changing employee conduct and motivation in the way that get out upgrade employee note performance and then ornisatonal overall performance.Employee train is distinct from management or Executive Development. While the former refers, teach is given to employees in areas of operations, techniques and allied areas, magic spell the latter refers to develop an employee in areas of important techniques of the Management Administration, Organization and allied areas. train message to continuously nurture the employees or workers towards better performance in a systematic way. This feces be both at the work spot or at the stores. This is mainly to improve the good skills of the employees or workers.Development means bringing out the existent potentialities and consequently exiting to towering motivation and commitment standards towards work. This exit be generally with regard to improvement in the fashional skills. schooling and development go out increase employee line of credit related abilities through the following three primary ways. * By imparting line of work sector related knowledge. * By creating hypothecate related skills. * By generating validatory attitudes for proper organizational functioning. In the HRM literature clear bankers bills active knowledge and skills are hardly available.But following definitions underside undercoat bout above terms and they will help to get an idea about these three factors. Know means to conduct or to fix information about something and knowledge means what is kn profess. * side trading dictionary (1986) Skills is the ability to do something because of fosterage * Dictionary of personal management, 1988 So knowledge is for having information and arrangement that information. Skills are for doing and applying the obtained knowledge. And alike the terms education and zeal are broad(prenominal)ly interrelated.But t here are some differences among these terms. We tramp make a distinction among cultivation, education and development. Such distinction enables us to acquire a better perspective about the meaning of the terms. reading- Refers to the process of imparting proper(postnominal) skills Development- refers to the information opportunities designed to helpemployees grow Education is notional conveying in classroom though rearing and education differ in nature and orientation, they are complementary. An employee for example who undergoes rearing is presumed to have had some formal education.Furthermore, no prep chopineme is comp allowe without an gene of education. In fact the distinction between information and education is getting more and more blurred nowa solar long cadence. As more and more employees are called upon to exercise misgivings and to choose secondary solutions to the job problems, provision computer coursemes seek to offer and develop the individual through education. For instance, employees in well-p precaution jobs and/or employees in the service industriousness whitethorn be required to make independent decision regarding their work and their relationship with their clients.Hence,organization mustconsiderelementsofboth education and schooling while planning their scholarship course of studymes. Developmentreferstothose pictureingopportunitiesdesignedtohelpemployeesgrow. Developmentisnotprimarilyskill-oriented. Instead it provides general knowledge and attitudes will be right-hand for employees in lavishly positions. Efforts towards development often depend on personal drive and ambition. Development activities, such as those supplied by management developmental computer programs, are generally voluntary. 2. 3 pattern of the train and developmentThe fundamental aim of the development is to help the organization achieve its purpose by adding value to its key stamping ground people- employees. In here it is defined desire this, fosterage helps the organization, the individual, and the human relations of the work crowd. * Werther and Davis , 1989 As this definition cooking means investing in the people to enable them to perform better and to empower them to make the best use of their natural abilities. And that investment property pays dividend to employee, organization and other employees. Importance of gentility and Development Optimum Utilization of Human Resources upbringing and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources upbringing and Development helps to provide an opportunity and commodious structure for the development of human resources skilful and behavioral skills in an organization. It likewise helps the employees in attaining personal growth. Development of skills of employees education and Development helps in increase the job knowledge and skills of employees at each level.It helps to expand the horizons of human intellect and an overall personality of the employees productiveness Training and Development helps in change magnitude the productivity of the employees that helps the organization further to achieve its long-term goal Team intention Training and Development helps in inculcating the mavin of team work,team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness.It helps in creating the schooling culture within the organization. Organization humour Training and Development helps building the confirming perception and observeing about the organization. The employees get these purports from leading, subordinates, and peers. Quality Training and Development helps in improving upon the qua lity of work and work-life. sinewy work-environment Training and Development helps in creating the well-preserved working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. wellness and Safety Training and Development helps in improving the health and safety of the organization thus pr effecting obsolescence. Morale Training and Development helps in improving the morale of the work force. Image Training and Development helps in creating a better corporate image. positiveness Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i. e. Organization gets more effective decision making and problem solving.It helps in understanding and carrying out organizational policies. Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspect s that successful workers and managers usually display. 2. 3 Climate for Training With all these things organization must have a climate or suitable environment for deliver a successful cookery programme. so to create a prerequisite environment, fulfill the following requirements may helpful. * Incentives that encourage employees to participate. * Managers who make it easy for employees to attend T& D programs. Employees who encourage each other. * Rewards for the use of new competencies. * No confidential punishments for combat-ready. * Rewards for managers who are effective trainers With this kind of proper environment, an organization preempt develop and utensil an effective instruction and development program. There are short term and long term effectuate for both employees and organization. 2. 4 Effects of readying and development 2. 4. 1 Short-term make * Reactions to T & D activity * learn * Changes in behavior & attitudes * Performans on a task 2. 4. 2 L ong-Term effectuate For the organization Improved productivity * cut strike d birth personify * Improved node service * Pool of competent global leaders * Improved retention rates * applicator pool increases 2. 4. 3 Long-term effects For the Employees. * Greater self confidence * change magnitude job satisfaction * Career rise * Employability * Ability to resist unethical tempt 2. 5 Principles of the provision The principles, which have been evolved, toilette be followed as guidelines to trainees. Clear objectives about the Training class are * Training policy for designing and implementing the instruction programme. acquirement of knowledge and new skills through motivation. * keep to trainees by means of awards and punishments. * Organized material should be properly prepared and provided to the trainees. * Learning periods has to be fixed as it s fecess time to learn. * Preparing he instructor who is both good at show gaffe and job. * Feedback regarding the perf ormance of the trainees in the jobs. * Practicing the skills taught by the trainee. * Appropriate techniques related to the require and objectives of the organization. 2. 6 Roles and responsibilities in Training and DevelopmentIn the subject of formulation and development, there are legion(predicate) other(prenominal) roles in an organization hierarchy contributes up to various limits. And overly they have respectful responsibilities relevant to T & D 2. 6. 1 Line managers * Cooperate with HR professionals in localizeing the implications of line of merchandise plans for T & D * Work with the employees to get their individual teach and development ask. * Participate on the delivery of T & D programs. * Support employees participation in T & d opportunities and reinforce the murder of newly learned behaviors to the job. Do much of the on-the-job socialization and training. * Participate in efforts to assess the effectiveness of T & D activities. 2. 6. 2 HR Professionals * Identify training and development inescapably in cooperation with the line managers. * Assist employees in identifying their individual T & D adopts * Communication with employees regarding training and development opportunities and the consequences of participating in them. * Develop and administer T & D activities. * Train the line managers and employees in how to socialize train and develop employees. * Evaluate the effectiveness of the training. 2. . 3 Employees * stress to understand the objectives of training and development opportunities and presume responsibility for lifelong encyclopaedism. * Identify own T & D charters with HR Professionals and line managers. * Consider battle opportunities that will contribute to your own personal development opportunities. * Assist with the socialization, training, and development of co-workers. 2. 7 organizationatic training and Training process A System is a crew of things or move that must work togeth er to perform a extra function. An organization is a system and training is a sub system of the organization.The System Approach views training as a sub system of an organization. There is a formal sight of doing the training. If isnt, the trainee will have to learn everything in his own, he will take long period to perform as organizations expectations. But if he has a opportunity to get a well designed training , it will be easy to learn how to perform well in the organization. So through a systematic training process trainee will learn appropriate methods of doing the duties resulting in achieving organizations goals. In here the steps of systematic training process is listed 1.Identify training inevitably 2. rate training of necessity 3. Establish training objectives 4. Determine training military rating criteria 5. mend other related training decisions 6. carrying out 7. valuation the success of training 2. 7. 1 Identifying training ask. Training activities must be rela ted to the specific lead of the organization and the individual employees. A Training Program should be launched only subsequently(prenominal)ward the training require are assessed clearly and specifically. The effectiveness of a Training Program passel be judged only with the help of training require identified in advance.In order to identify the training urgencyfully, a hoo-hah between the animate and required levels of knowledge, skills, performance and aptitudes should be specific. The problem areas that gutter be resolved through training should also be identified. Without training need identifying any kind of training effort may not be done. In training process tow major errors are realistic. One is training for a hurt training need. In this cause because of the ill-treat identification of training necessitate of the employees of the organization, a real training program may implement but for worthless training need. Second major error is training owing to wro ng performance diagnosis. There must be genuine need of training. Generally training need is scrape when there is a gap between expected job performance level and existent job performance level. But we cannot say the gap is created only because of the need of training, but there will many an(prenominal) factors function that job performance level. When considering about identifying training needs there are three types of compend, organization analysis, and job needs analysis, person needs analysis.Organizational needs analysis Organizational needs analysis refers to identifying training needs in the organizational level. It can define like this, organizational needs analysis tries to answer the question of where the training idiom should be set in the organization and what factors may affect the training -Bernardin and Russell- In the organizational level there are three factors affecting to square off organizational needs. They are Human resort analysis, climate indexes an d efficiency indexes.Human recourse analysis conceder translating strategic plans, demand for products, customer requirements etc. The climate indexes are acting as indicators of the quality of the working life of the organization. They includes employee turnover, absenteeism , grievances , productivity etc. efficiency indexes are amounts or indicators of the current efficiency of work collections and the organization. They includes embody of labour, wastage, gap between comment and output, late delivers etc. Job needs analysis The specific content of present or anticipated jobs is proved through job analysis.For existing jobs, information on the tasks to be performed (contained in job renderings), the skills necessary to perform those tasks (drawn from job qualifications), and the minimum acceptable standards (obtained from performance appraisals) are collected. This information can then be use to ensure that training programs are job specific and useful. The process of coll ecting information for use in developing training programs is often referred to as job needs analysis. In this placement, the analysis method used should include questions specifically designed to assess the competencies inevitable to perform the job.Job needs analysis can be defined as below Job needs analysis tries to answer the question of what would be taught in training so that the trainee can perform the job satisfactory. Bernardin and Russell- By finding answers for these three questions below mentioned, may give a clear idea of job need analysis. What are the tasks, duties and responsibilities of the job? What types of abilities, qualifications and populate are needed to perform the job? What are the minimum acceptable performance standards? So deretmined training needs by job analysis can be used to train employees.Person need analysis after information about the job has been collected, the analysis shifts to the person. A person needs analysis identifies gaps between a persons current capabilities and those identified as necessary or desirable. Person needs analysis can be either broad or narrow in stage setting. The broader draw near compares unquestionable performance with the minimum acceptable standards of performance. The narrower approach compares an evaluation of employee proficiency on each required skill dimension with the proficiency level required for each skill.The first method is based on the actual, current job performance of an employee therefore, it can be used to determine training needs for the current job. The second method, on the other hand, can be used to identify development needs for future jobs. Person need analysis can be defined as below, Person need analysis tries to answer the question of who needs the training in the firm and specific types of training needs. Bernardin and Russell- 2. 7. 2 Prioritize training needs Identifying training needs is attainable but identifying or rate training needs is problemat ic.And also meeting all kind of training needs with training programs is difficult due to many reasons. master(prenominal) reasons are limited recourses e pickyly monetary recourses and limited time. Any kind of organization cannot spend too much for training as investment than their day to day functions. And also if there available financial support, finding enough time is also difficult. here(predicate) are some factors influence prioritizing training needs, 1. Time to be played out 2. Budget essential for training 3. Desires of top management 4. Possibility of measuring the results of the training 5.Trade union influence 6. Competencies and inte suspires of the trainers Considering these factors the need of special process or technique to prioritize training needs is trick up. So there is a special technique can be used to prioritize training needs. It is called Nominal root word technique. Nominal radical Technique Nominal Group Technique (NGT) is designed to encourage ev ery fragment of a congregation to contribute, and prevents the more forthright stem sections from dominating the discussion. Simply we can say, NGT method is group method that draft out ideas from people on a specific topic.NGT facilitates discussion, stimulates creative contributions, increases group productivity, uncovers diverging vantage points, and leaves group constituents feeling satisfied that they have contributed and that their voices have been heard. NGT is especially effective when difficult decisions must be made with input from every person, and when discussion has become heated and/or when group members are endeavouring to influence other members of the group. NGT requires a facilitator. A gradually process to implement NGT follows. If the group is small (15 or fewer members), the steps can be accomplished working as a hole. If the group is large (more than 15 or so), you may find it easier to ready members into groups of six or eight and let these small gr oups work together. In step 3, for example, each table would take a turn contributing an idea. So it can be used in second step in systematic training process like prioritizing training methods. From the viewpoint of Human Recourse Management NGT can defined as technique that uses a group of seven to fifteen people who are competent for the purpose do identifying training needs of the organization. Nominal Group Technique process 1.Generating Ideas The moderator presents the question or problem to the group in indite form and reads the question to the group. The moderator directs everyone to write ideas in brief phrases or statements and to work silently and independently. Each person silently generates ideas and writes them down. 2. transcription Ideas Group members engage in a round-robin feedback academic term to concisely record each idea (without debate at this point). The moderator writes an idea from a group member on a flip chart that is macroscopic to the entire group, and proceeds to ask for some other idea from the adjoining group member, and so on.There is no need to repeat ideas however, if group members believe that an idea provides a opposite emphasis or variation, feel rationalize to include it. Proceed until all members ideas have been documented. 3. Discussing Ideas Each recorded idea is then discussed to determine clarity and importance. For each idea, the moderator asks, are there any questions or comments group members would like to make about the item? This step provides an opportunity for members to express their understanding of the logic and the relative importance of the item.The actor of the idea need not feel obliged to clarify or relieve the item any member of the group can play that role. 4. Voting on Ideas Individuals vote privately to prioritize the ideas. The votes are tallied to identify the ideas that are rated highest by the group as a whole. The moderator establishes what criteria are used to prioritize the idea s. To start, each group member selects the five most important items from the group list and writes one idea on each index card. Next, each member ranks the five ideas selected, with the most important receiving a rank of 5, and the least important receiving a rank of 1.After members rank their responses in order of priority, the moderator creates a tally sheet on the flip chart with numbers down the left-hand side of the chart, which correspond to the ideas from the round-robin. The moderator collects all the cards from the participants and asks one group member to read the idea number and number of points allocated to each one, while the moderator records and then adds the make headway on the tally sheet. The ideas that are the most highly rated by the group are the most favored group actions or ideas in response to the question posed by the moderator. Advantages of NGT Generates a greater number of ideas than traditional group discussions. * Balances the influence of individuals by limiting the power of opinion makers (particularly good for use with teenagers, where peer leaders may have an exaggerated effect over group decisions, or in meetings of collaborative, where schematic leaders tend to dominate the discussion). * Diminishes rivalry and pressure to conform, based on consideration within the group. * Encourages participants to confront issues through inferential problem solving. * allows the group to prioritize ideas democratically. typically provides a greater sense of city block than can be obtained through group discussion. Disadvantages of NGT * Requires preparation. * Is regimented and lends itself only to a single-purpose, single-topic meeting. * Minimizes discussion, and thus does not allow for the full development of ideas, and therefore can be a less stimulating group process than other techniques. According to the ranking of training needs, organization or the authorities can select most important training needs for their organizati on and deliver the rest steps of systematic training process. 2. 7. 3 Establish Training Objectives. Objectives can be defined as criterion behavior, i. e. the standards or changes of behavior on the job to be achieved if training is to be regarded as successful. This should be definition of what the trainee will be able to do when he or she goes back to work on complete the course in other words, storage behavior. Transfer of training is what counts behavior on the job is what matters. -Armstrong (1992 p. 433)- Objectives are established based on training needs, in other words after completing training program there should no overlook of training or performance in relevant field.Establishing objectives in time related is very important. And also success of the program can be broadsided by checking whether pre established objectives are completed or not. There are several proposes of establishing training objectives. 1. When a trainer deciding limit of the training program the objectives are very much helpful. 2. Objectives are essential for make up criteria and standards in order to measure success of the training program 3. By noticing objectives of training program , participants will know whats personnel casualty to be happen 4.Establishing training objectives related to organizational goals may helpful to achieve them 2. 7. 4 Determine Training evaluation Criteria Training evaluation refers to the process of collecting the outcomes needed to determine if training is effective. Training evaluation criteria provides the data needed to demonstrate that training does provide benefits to the company. There are two types of evaluating training program, formative evaluation evaluation conducted to improve the training process * Helps to ensure that the training program is well organized and runs smoothly * trainees learn and are satisfied with the program * Provides information about how to make the program better Summative evaluation evaluation condu cted to determine the limit to which trainees have changed as a result of participating in the training program * May also measure the return on investment (ROI) that the company receives from the training program Why Should A Training Program Be Evaluated? * To identify the programs strengths and weaknesses To assess whether content, organization, and institution of the program contribute to learning and the use of training content on the job * To identify which trainees benefited most or least from the program * To gather data to assist in marketing training programs * To determine the financial benefits and constitute of the programs * To compare the be and benefits of training versus non-training investments * To compare the costs and benefits of variant training programs to choose 2. 7. 5 arouse other related decisions 2. 7. 4. 1 Training limitTraining contents refers to all the things trainees going to learn in training program. Training contents are decided after the a nalyzing of training needs and training objectives. In training contents there are 3 parts regarding any kind of training objective or training need. They are Knowledge, Attitude and Skills. E. g. Training objective After the training program accidents and health issues in the organization should minimize by 15%. Training contents The participants should gather knowledge about what are the accidents and health issues, how to revent them, how to identify them before arise, what are the steps to be followed if an occupational accident happen and raw material first aid knowledge. Attitudes attitudes refers to believing positively, feeling positively and tending to exculpate positively about the knowledge gathered by the training program. Skills Skills are ability to do things that learned by the training program, in this cause skills related to first aid and preventing occupational accidents is important. 2. 7. 4. 2 Trainers When we choosing trainers to the training program ther e are some factors should be consider about them.Their educational background, their knowledge about relevant subject, preliminary experience in training and skills in delivering a effective training program. Managers, executive programs or peers (senior) can utilize in-house training programs. Because they are already know about organization and its culture. Training specialists or consultants or university professors, tutors can be utilized to in-house but off the job training. And also when we selecting proofreaders should careful that they are able to train better people and non educated employees like drivers, technicians at the same time.Because when the university tattler delivers the training program , non educated people may not affected by the program because the their education level not sufficient for understand the important thing in the training program. 2. 7. 4. 3 Training methods The most suitable training method should select considering training objectives and training contents. not only the objectives and contents, but also should consider about training budget, availability of trainers, number of trainees availability of time and other relevant factors. Sometimes more than one method have to be used when consider about these kind of factors. . 7. 4. 4Training budget This refers to hoe much can spend to this kind of training program. Normally organizations are allocating funds for their training and development activities from their annual budget. part withances to the trainers, expenses to meals and refreshments, renting and travelling fees, expenses on training materials are some expenditures that taking place in a training program. If the training program effective for the employees and their knowledge, attitudes and skills are developed as expected ROI will be high. 2. 7. 4. 5 Training timeIn a proper training program specific time table or time schedule must prepared. When preparing a time table training programmers should consid er about availability of trainers, holidays, availability of trainees. If the training program is held in removed the organization, organizers should care about availability of lather hall and other facilities. In time table it is necessary to mention about starting time, ending time, intervals, and how many days training will continue. And also organizers are responsible for continue training program as time table.When the program is ladder as the time table it will motivate participants at the same time trainers also will satisfy with the program and will give maximum output for trainees. 2. 7. 4. 6 Training place Training place refers to where the training to be conducted. There are three kinds of places to held training program. When conducting on-the-job training the training place will be office room or site, other employees also working. And when a training program conducting in the organization premise but not in the working site or office room , can be identified as seco nd method. Third one is off-the-site.That means the training program will be conduct in a lecture hall, university or conference hall. Some organizations have their own lecture halls for training programs. 2. 7. 4. 7 Meals and refreshments This is a most important factor that influences a success of a training program. Sometimes organizers may ask from participants leave meals for themselves. In addition a some payment can be done to get meals. But ordinarily organization is provides meals and refreshments to the participants. If financial ability is not sufficient to provide meals for everyone, organizers can provide meals for trainers.. . 7. 6 Implementation In this step the pre planned training program will implement. All kind of dictions taken in above steps will be taken in to action under this step. When a training program implementing it should supervise by organizers whether the program is running as the schedule. onward implementation of the training program trainees sh ould evaluate. It will be making easy to evaluate trainees and measuring what kind of knowledge gathered by trainees after the training program. 2. 7. 7 Evaluate the success of training Training evaluation defined as, Any attempt to obtain information (feedback) on the effects of a training program, and to assess the value of the training in the light of that information. Evaluation leads to control, which means deciding whether or not the training was worthwhile (preferably in cost/benefit terms) and what improvements are required to make it even more cost-effective. Hamblin (1974)- Evaluation is an intact feature of learning activities. In its crudest form, it is the relation of objectives (criterion behavior) with outcomes (terminal behavior) to answer the question of how far the event has achieved its purpose.The setting of objectives and the establishment of methods of measuring results are, or should be, an essential part of the planning stage of any learning and developm ent program. Levels of evaluation 1st level Reaction At this level, evaluation measures how those who participated in the training have reacted to it. In a sense, it is a measure of agile customer satisfaction. * Determine what you wish to find out. * Design a form that will quantify reactions. * Encourage compose comments and suggestions. * Get 100 present immediate responses. 2nd Level Evaluating learningThis level obtains information on the issue to which learning objectives have been attained. It will aim to find how much knowledge was acquired, what skills were developed or improved, and the accomplishment to which attitudes have changed in the desired direction. So far as possible, the evaluation of learning should involve the use of tests before and after the program paper and pencil, oral or performance tests. 3rd Level Evaluating behavior This level evaluates the extent to which behavior has changed as required when people attending the program have returned to the ir jobs.The question to be answered is the extent to which knowledge, skills and attitudes have been transferred from the classroom to the workplace. Ideally, the evaluation should take place both before and after the training. Time should be allowed for the change in behavior to take place. The evaluation needs to assess the extent to which specific learning objectives relating to changes in behavior and the application of knowledge and skills have been achieved. 4th Level Evaluating resultsThis is the ultimate level of evaluation and provides the basis for assessing the benefits of the training over against its costs. The objective is to determine the added value of learning and development programs how they contribute to raise organizational performance significantly above its previous level. The evaluation has to be based on before and after measures and has to determine the extent to which the fundamental objectives of the training have been achieved in areas such as increa sing sales, raising productivity, reducing accidents or increasing customer satisfaction. . 8 Issues on Training and Development When an organization tries to deliver a training program there are many kind of issues that influence the training program. Trainers and organizers are often forced to deal with a wide variety of important issues that arise from inside of the organization and outside of the organization. * out-of-door environmental pressures influence training practices * good issues related to training practices * Cross- cultural preparation * Diversity training * School-to-work programs * Hardcore-unemployed training programs natural environment pressures which influence training practices * The need to train managerial talent * Training and development opportunities for all employees (regardless of their personal characteristics) * make use of of the companys compensation system to motivate employees to learn In here some of issues are described in short. * licit i ssues related to training practices There are some legal issues that can be arising during the training sessions. These legal issues can be due to external and internal influences. * Employee fault during a training activity Employees or others injured outside the training session * Breach of confidentiality or defamation * Reproducing and using copyrighted material in training classes without permission * Excluding women, minorities, and older Americans from training programs * not ensuring equal treatment while in training * Requiring employees to attend training programs they find offensive * Revealing discriminatory information during a training session * non accommodating trainees with disabilities * cross-cultural preparationTo successfully conduct business in the global market place, employees must understand the business practices and the cultural norms of different countries. So organization may had to sent their employees to foreign countries and let them gather knowledg e about global market place and new trends in market. Cross-cultural preparation involves educating employees and their families who are to be sent to a foreign country. * Diversity training Diversity training refers to training designed to change employee attitudes about diversity and/or developing skills needed to work with a diverse work force.When talking about attitude, this will focus on increasing employees awareness of differences in cultural and heathenish backgrounds, physical characteristics, and personal characteristics that influence behavior toward others. The assumption is that by increasing their awareness of stereotypes and beliefs, employees will be able to exclude negative stereotypes. At the same time in behavioral changing it will focus on changing the organizational policies and individual behaviors that inhibit employees personal growth and productivity. One approach is to identify incidents that reject employees from working up to their potential.Another approach is to teach managers and employees basic rules of behavior in the workplace. Here are some important characteristics related to Successful Diversity Efforts * Top management provides resources, personally intervenes, and publicly advocates diversity. * The program is structured. * Capitalizing on a diverse work force is defined as a business objective. * Capitalizing on a diverse work force is seen necessary to generate receipts and profits. * The program is evaluated * Manager involvement is mandatory. * The program is seen as a culture change, not a one-shot program. Managers and demographic groups are not blamed for problems. * Behaviors and skills needed to successfully act with others are taught. * School-to-work programs Combine classroom experiences with work experiences to prepare high school students for employment. This is a common activity in most of high schools and universities in today. These training opportunities will a massive advantage to students. * T raining and development opportunities for all employees In an organization, all employees have a right to participate relevant training and development programs.So if only selected employees only gets chance to participate training programs rest of other employees will take actions against training programs because the selected employees only gets high demand for their skills and knowledge than other workers. 2. 9 Training methods In possible usage there are many training methods available for organizations for the purpose of the training their employees. In this section some of training methods are briefly described. Mainly training methods can sort as on-the-job training and off the-job training. In below there is a brief description on unremarkably using training methods. 2. 9. On the job training This is most popular job training method and it is also know as Job Instruction Training (JIT). Under this method, the individual is placed on a regular job and taught the skills nec essary to perform the job. The trainee learns under the supervision and focus of a qualified worker instructor. on-the-job training has advantage of giving firsthand knowledge and experience under actual working conditions. While the trainee learns how to perform the job, he is also a regulars worker edition the serve for which his paid. The problem of transfer of the trainee is also minimized as the person learns on the job.The emphasis is placed on edition the services in the effective manner sort of than learning. This method is using commonly both service sector companies and production oriented companies because of following advantages * Most simple and low cost method * Allowed to the trainee to be active * Allow trainee to repeat * Allow trainee to participate 2. 9. 2 Job rotation This trainee involves the movement of trainee form one job to another. The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the different job assig nments.Though this method of trainings common in training managers for general management position, trainees can also be revolved from hob to ob in workshop jobs. This method gives an opportunity to the trainee to understand the problems of employees of other jobs and respect them. 2. 9. 3 Coaching The trainee is placed under a particular supervisor functions as a heap in training the individual. The supervisor provides the feedback to the trainee on his performance and offers his some suggestions for improvement. Often the trainee shares some of the duties and responsibilities of the coach and relieves his of his burden.A limitation of this method of training is that the trainee may not have the freedom or opportunity to ex press his own ideas. 2. 9. 4 Committee assignments Under the deputation assignment, group of trainees are given an asked to solve an organizational problem. The trainee solves the problem jointly. It develops teamwork. 2. 9. 5 take in study Is a written descr iption of an actual situation in business which provokes, in the reader, the need to decide what is going on, what the situation really is or what the problems are, and what can and should be done.Taken from the actual experiences of organizations, these cases represent to describe, as accurately as possible, real problems that managers have faced. Trainee studies the cases to determine problems, analyses causes, develop alternativesolutions,selectthebestone,andimplementit. Casestudycanprovidestimulatingdiscussions among participants as well as excellent opportunities for individuals to defend their analytical andjudgmentabilities. It appears tobe anideal method to put forwarddecision-making abilities within the constraints of limited data. 2. 9. 6 mansion trainingUtilizes equipment which closely resembles the actual ones used on thejob. However, training takes place away from the work environment. A special area or a room is set apart from the main production area and is fitted out(p) with furnishings similar to those found in the actual production area. The trainee is thenpermittedtolearnunder mistakenconditions,withoutdisruptingongoingoperations. Aprimaryadvantage of vestibule training it relieves the employee from the pressure of having to produce while learning. The emphasis is on learning skills required by the job.Of course, the cost ofduplicate facilities and a special trainer is an obvious disadvantage. The advantage of manakin is the opportunity to create an environment similar to real situations the manager incurs, but without the high costs involved should the actions prove undesirable. This method using mostly to train pilots in aircraft industry. in pilot training airlines use pip simulations for safety, learning efficiency, and cost savings, including savings on maintenance, pilot cost, fuel and cost of not having a aircraft in regular service.And also this method is using to train astronomers. It is huge advantage for trainers because ther e is no place to give training to astronomers in the gentlemans gentleman other then vestibule training. And also there are some disadvantages of this method, i) It is difficult to duplicate the pressures and realities ofactualdecision-makingnonethejoband(ii)individualsoftenactdifferentlyinreal-lifesituations than they do in acting out a simulated exercise. 2. 9. 7 Role playing Generally focuses on turned on(p) (mainly human relations) issues rather than actual ones.The philia of role playing is to create a realistic situation, as in case study, and then have the trainee assume the parts of specific personalities in the situation. For example, a mannish person worker may assume the role of a female supervisor, and the supervisor may assume the role of a male worker. Then, both may be given a typical work situation and asked to responds they expect others to do. The consequences are a better understanding among individuals. Role playing helps get on interpersonal relation. Attit ude change is another result of roleplaying. Case study and role playing are usedin MDP s. 2. 9. Apprentice training Training is given to people who are new to the jobs which are craft jobs such as plumber, machinist, carpenter, printer, electrician and tool and die maker. This training is for new employees. It is designed to give employees an understanding of the rules and procedures they must follow in carrying this job in future. This type of training has high levels of participation, practice, relevance and transferability. Most suitable method for production oriented organizations. 2. 9. 9 predisposition training Sensitivity training uses small numbers of trainees, usually fewer than12 in a Group.They meet with a static trainer and gain insight into their own and othersbehavior. Meeting have no agenda, are held away from workplaces, and questions deal with the here and now of the group process. Discussions focus on why participants behave as they do, how they perceive one ano ther, and the feelings and emotions generated in the interactionprocess. Specificresultssoughtincludeincreasedabilityto realizewithother,improvedlisteningskills,greateropenness,increased marginofindividualdifferenceand increasedconflict-resolutionskills.The drawback of this method is that once the training is over, the participants are themselves again and they resort to their old habits. The objectives of sensitivity training are to provide the participants with increased awareness of their own behavior and how others perceive them-greater sensitivity to the behavior of others, and increased understanding of groups process. 2. 9. 10 Programmed instruction Thisisamethodwheretrainingisofferedwithouttheintervention of a trainer. reading is provided to the trainee in blocks, either in a book ofthought a teach machine.After reading each block of material, the scholar must answer question about it. Feedback in the form of correct answers is provided after each response. Thus, programm ed instruction (PI) involves 1. Presentingquestions,facts, orproblems to the learner2. Allowingthepersontorespond3. Providing feedbackon theaccuracyof his orher answers4. If the answers are correct, the learner proceeds to the next block. If not, he or she repeats the same. The main advantage of PI is that it is self-paced-trainees can progress through the program meet their own speed.Strong motivation is provided to the learner to repeat learning. Material is also structured and self-contained, offering much compass for practice. The disadvantages are not to be ignored. The scope for learning is less, compared to othermethods of training. Cost of preparing books, manuals and machinery is good high. 2. 9. 11 Skill builders A skill builder is an assignment or an exercise that aims at allowing the trainee to develop a received skill or certain skills rather than his/ her knowledge. The learner is given the skill builder and is required to do it.Later trainer will gives a right feedb ack. 2. 9. 12 in-basket method The trainee is given a special box that includes a number of business papers such as memoranda, reports, letters, emails and telephone messages that would typically come across managers desk, and it required to act on the information contained in these business papers. This training most suitable for managers and it more practical training that has realism, high participation, high relevance, high transference and built-in motivation. 2. 9. 13 beat out methodLecture method is most frequently used method for training and development. Lectures are verbal presentations that deliver subject knowledge to participants by expert on relevant subject. To increase effectiveness of the method lectures can use presentations, hand outs and other extras. This method can use to a large number of participants in a one time. It is one of huge advantage of this method. And also cost per trainee is very low. This method can use both service oriented and production orien ted organizations. 2. 9. 14 ConferenceIt is a method obtaining the clerical, professional and supervisory personnel. This method involves a group of people who pose ideas, examine a those facts, ideas and data, test assumptions and draw concussions, all of which contribute to the improvement of job performance. It is possible to classify the above discussed methods in training and development according to these bases. 1. On-the-job method An on-the-job method gives training to the trainee while he/ she is performing the duties of the job 2. Off-the-job method