Unit – 3
Induction and Training
Induction
It is the welcoming process to make the new employee feel at home
and to generate in him a feeling of belongingness towards the
organization
Objectives ,Needs and Purpose of Induction
• Reduce the anxiety of new employee by providing them info on
job environment
• Intro with co workers and supervisors
• Expose new employees to the areas of org
• Bring agreement bt org and personal goals
• Give employee info abt leave rules,locker room, cafeteria
• Understand their roles in the job
Problems / Limitations in Induction
• Employee is bombarded with too much info in
short time
• It is a broad orientation by HR dept and narrow
orientation at dept level
• Employee given manual jobs that discourage job
interest and company loyalty
Advantages of Induction
• Helps commn bt mgnt and workers
• Proper induction reduces employee grievances
• Helps to develop good public relation
Training
It is a act of increasing the knowledge and skill of an employee for doing a
particular job
Importance / Objectives / Need / Benefits of Training
Increase productivity
Higher emp morale
Less Supervision
less wastage
Easy adaptability
Reduced Turn over and absenteeism
Personal growth
Create specialization
Steps in Training Process
1.Org objectives and strategies
2. Determining of Training Needs
3. Estd of Training needs
4. Designing Training Programme
5. Implementation of Training programme
6.Evaluation of results
Methods of Training / Techniques of Training
1.On –the- Job Training
a. Coaching
b. Understudy programme
c. Job rotation
d. Special projects
e. Junior boards committee
f. Apprentice training
g. Job instruction training
2.Off –the- Job
a.Role play
b. Case study
c.Sensitivity training
d.Simulation
e.Vestibule training
f.Conference method
g. Programmed instruction
1.On –the- Job Training
• Perform job under the supervision and guidance of trained workers
• It will develop semiskilled, skilled and technical jobs
a. Coaching
- Training given for the individual
- Based on performance given feedback
b. Understudy programme
- Individual works as assistant / deputy/ junior role
- He learns by exp and observation
c. Job rotation
- Transferring the trainee from one place to another
- Need of this to get knowledge about other jobs
d. Special projects
- Assigning a work and he needs to get some knowledge abt the
topic
- Need of this to develop team sprit
e. Junior boards and committee
- Also called as multiple management
- trainee gets opportunity to interact with managers
- trainee learns abt the challenges jobs in the work
e. Junior boards and committee
- Also called as multiple management
- trainee gets opportunity to interact with managers
- trainee learns abt the challenges jobs in the work
f. Apprentice training
- Training period for 2 – 3 yrs
- Getting skilled in the work
g. Job instruction training (JIT)
- Done with skilled trainers, extensive job analysis
Four steps in JIT
1.Preparation of instruction for trainee
2.Presentation of instruction to trainee
3.Trainee can make a try to understand the instruction
4.Encourage trainee to work along with the experienced trainers
2.Off –the-Job
- Trainee is separated from the job situation and his situation is focused on
learning future job performance
a.Role play
- Trainee performs as prod mgr, mech er etc
- No rehearals and develop inter personal skills and interactions
b. Case study
- Given an actual situation of the org faced by managers
- Trainee studies the case and try to solve it
- Develops analytical and judgemental abilities
c.Sensitivity training
- 12 in a group ,get their own and others behaviours
- The main objective is how others perceive them and they need to know
their own behaviour
d.Simulation
- Trainee makes decision to the real situation
- Results of the decision can be analysed later
e.Vestibule training
- Also called as classroom training
- Relieves the employee pressure
f.Conference method
- Getting the ideas, share facts,t est assumptions,draw conclusions for the
improvement of job performance
g. Programmed instruction
- Setted by a panel through computer for the guidance of operation
- It is expensive and fine consuming
Training Practices in India
1.Role playing
2.Coaching
3.Job rotation
4.Apprentice training
5.JIT
6.Case study
7.Sensitivity training
8.Vestibule training
Training Needs Analysis (TNA)
It is a process that someone engages into their job
effectively and efficiently and develop their careers
Importance / Benefits/ Advantages of TNA
- Speed up transition of adopting change
- Reduce the risk and impact of business
- Maximize opportunity of successful implementation
- Training gap is assessed bt goal and task
Disadvantages
- Inconsistent
- Incomplete
- Bad habits
- lack of founding principles
Corporate Training Initiatives in India
1.Infosys
2.Syndicate bank
3.Essaar
4.Accenture
5.IBM
