Training is given on four basic grounds:
·New candidates who join an organization are given training, mostly termed as Initial Organizational Training Program. This training familiarizes them with the organizational mission, vision, rules and regulations and the working conditions. This training is mostly conducted by internal training department.
·The existing employees are trained to refresh and enhance their knowledge. In this case, highly experienced freelancers or professionals are engaged to train the employees for a particular product or platform so that the trainees get the ability to directly work on the production environment.
·If any up gradation /updates in technologies and infrastructures take place in the company, training is given to cope up with those changes. For instance, purchasing a new equipment, changes in technique of production, setting up server environment, network connection setup etc. The employees are trained about use of new equipment and work methods. In such cases, the professionals are provided training guide and online/offline materials and allowed to learn from their own endeavors.
·When promotion and career growth becomes important, training is given so that employees are prepared to share the responsibilities of the higher level job. In most of the cases, the promotion depends on certifications on specific products. These certification process needs intense training and hands-on experience on the concerned subject, which normally can’t be gained from the organization. Usually, the organizational standards recommend and approve only the training related to its current business requirements. Hence, the scope is limited. If an employee wishes to surpass this line of control, then he/she attempts to get trained by some external agency.
Methods of Training
Training is normally imparted in two ways:
On the job training- It is given to the employees within the everyday working hours of a concern. It is the most preferred,cost-effective corporate training strategy. The in proficient as well as semi- proficient employees can be well trained by using such training method. The employees are trained in actual working scenario. The motto of such training is “learning by doing.” Instances of such on-job training methods are job-rotation, coaching, temporary promotions, etc. Such types of trainings are targeted for internal job rotation, replacement of an existing employee with a newbie, switching of responsibilities among the team members etc.In organizational jargon,these trainings are termed as KT(Knowledge Transition) sessions.But, this sessions avoid technical details.Only project level details are provided.The employee needs to learn the technical aspects from his own strength.
Off the job training- Off the job training methods are those in which training is provided away from the actual working condition. It is generally used in case of new employees. Instances of off the job training methods are workshops, seminars, conferences, etc. Such method is costly and is effective if and only if large number of employees have to be trained within a short time period. Off the job training is also called as vestibule training,i.e., the employees are trained in a separate area( may be a hall, entrance, reception area,etc. known as a vestibule) where the actual working conditions are duplicated.This trainings are conducted by the organizations for improving the technical insight of all the employees.Here, trainings are provided for latest tools, programming constructs,platforms and management philosophies.
1.Untrained Employees = Unhappy Employees(Job satisfaction):
Employees who feel inadequate, underachieving, or unsupported are unhappy. They aren’t satisfied in their work, which will cause them to underperform, make mistakes, and not care about their work product. That costs the business in lost time and money.
2. Untrained Workers Have a Low Production Value.
The quality of their work is lower and of less value. The quality in performance is lower than it could (or should) be.
3. Untrained Workers Are Inefficient.
More time (and therefore money) and effort is spent when employees aren’t fully or properly trained to perform their tasks or to fulfill their responsibilities. It takes them longer to do the work.
4.New Hire Orientation
New hire orientation programs include showing new workers how to perform their jobs safely and efficiently. But leading companies know the importance of employee training and that orientation is a great opportunity to introduce employees to the company, its products, its culture and policies – and even to the competition. Adding these elements to your new employee orientation checklist can greatly improve worker satisfaction and employee retention.
5.Supervisor Management Training:
The importance of employee training doesn’t end with new workers. Manager training and development is equally important to workplace safety, productivity, and satisfaction. Among the most useful skills that can be addressed are manager communication, employee motivation, and employee recognition.
But managers are busy people, and that’s why manager training online using TrainingToday is such an effective means of keeping your supervisors at their best. TrainingToday’s online training is also an efficient way to help break experienced workers of sloppy – and possibly unsafe – work habits.
6.Employee Retention:
Good trainings expands the horizon of employee retention. A satisfied employee, working on a platformin which he has trained knowledge, has minute intention for switching into another company.
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