Saturday, February 01, 2014

INPUTS IN TRAINING AND DEVELOPMENT

A Training and Development program must contain inputs that enable the participants to acquire skills, learn basic concepts and sharpen vision to look into the distant future. Additionally, there is a need to impart ethical considerations, stress on attitudinal changes and emphasize upon decision-making and problem-solving abilities.
1.Skills: Training imparts skills to employees that they need to operate machines, use other equipment with minimum damage and wastage. Without basic skills the operator will not be able to function. Then the worker also needs motor skills that refer to performance of specific physical activities and involve learning to move various parts of one’s body in response to certain external and internal stimuli. In addition to basic and motor skills, employees at supervisory and executive level need interpersonal skills to understand themselves and other better, and act accordingly. Listening, persuading and showing an understanding of others’ feelings are examples of interpersonal skills. 2.Education:The aim of education is to impart theoretical concepts and develop a sense of reasoning and judgment. HR managers well understand that any training and development program must contain an element of education. 
3.Development: Development is less skill-oriented but emphasizes on knowledge about management principles and techniques, understanding business environment, acquire human relations skills, specific industry analysis. 
4. Ethics: A training and development must also contain an element of ethical orientation. There is no debate about the fact that ethics are largely ignored in businesses. Unethical practices are prevalent in marketing, finance and production function in any organization.
5. Attitudinal Changes: Attitudes are feelings and beliefs of individuals towards others that affect motivation, job satisfaction and organizational commitment. Negative attitudes should be changed into positive attitudes though difficult because employees refuse to change and they have prior commitments and information needed to change attitudes may not be sufficient. Nevertheless, attitudes must be changed to enhance the commitment of employees to the organization and motivate them for better performance
6.Decision Making and Problem Solving Skills: Decision making and problem solving skills emphasize on methods and techniques for making organizational decisions and solving work-related problems. These skills seek to improve employees’ abilities to define and identify problems, gather and analyze information, generate different solutions and make an optimal decision among several alternatives.
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