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To fulfill Organizations future Personnel Needs
: - When the need arises,
organizational vacancies can be staffed from internal sources. If an organization
initiates and maintains an adequate training programme.
●
Standardization of Procedures
: - Trained employees will work intelligently and
make fewer mistakes when they possess the required know- how and have an
understanding of their jobs.
8.4. Benefits to Employees
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Personal Growth
: - Employees on a personal basis gain individually from
training. They secure wider awareness, enlarged skill and enhanced personal
growth.
●
Development of new skills
: - Training improves the performance of the employees
and makes him more useful and productive. The skill developed through training
serves as a valuable personal asset to the employee. It remains permanently with
the employee.
●
Higher Earning Capacity
: - By imparting skills, training facilities higher
remuneration and other monetary benefits to the employee. Thus, training helps
each employee utilize and develop his full potential.
●
Helps adjust with changing Technology
: - Old employees need refresher training
to enable them keep abreast of the changing methods, techniques and use of
sophisticated tools and equipment.
●
Increased Safety
: - Proper training can help prevent industrial accidents. Trained
workers handle the machines safely. Thus, they are less prone to industrial
accidents. A safe work environment also leads to a more stable mental attitude on
the part of the employees.
●
Confidence
: - Training creates a feeling of confidence in the minds of employees.
It gives safety and security to them in the organization.
8.5. Training Process
a.
Training need identification:
Determining the need for training is the first step in the
training process. It can be done through identifying the strength and weakness of the
organization, the departments or the individuals. Some of the areas that may indicate need
for training include accidents, excessive scrap, high labor turn-over, quality and quantity
of outputs, special problems of a department, etc.
For effective training need identification, analysis should be one in four areas
Organizational analysis:
assessing the internal and external factors affecting the
organization.
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Task analysis:
identification of the tasks required to do a job and the related
human resource requirement to do the tasks. This is usually appropriate to identify
training needs of employees who are new to their jobs.
Performance Analysis:
evaluation of the individuals on the job and their skills
and abilities. It involves identifying a deficiency and then correcting it with new
equipment, a new employee, a training program, or some other adjustment.
Customer survey:
analysis of customer satisfaction with the service they’re
being provided by employees.
