Meaningful training

 It is easier for the trainees to understand and remember material that is meaningful.

 #  provide a bird's-eye view of material to be presented.

 #  use a variety of familiar examples.

 #  organize the information so you can present it logically, and a in meaningful units.

 #  use terms and concepts that are already familiar to trainees # use a many visual aids as possible.

Orientation training

Orientation training provides new employees with the basic background information required to perform their jobs satisfactorily.

By explaining basic matters like working hours and vacation.

Orientation typically includes information on employee's benefits, personal policies, the daily routine, company organisation and operations, and safety measures and regulations, as well as facilities tour.

It is also about making the new person feel welcome and at home and part of the team, all potentially important if you want him or her to be productive.

Topics:

Human resources information 

Department information 

Safety information 

Facilities information 

Security information 

Role playing method

The aim of role playing is to create a realistic situation and specific person in the situation.

Role playing can trigger spirited discuss among the role players / trainees

The aim is to develop trainees' skills in areas like leadership and delegating.

It may also train someone to be more aware of sensitive to others' feelings.

This technique in which trainees act parts in a realistic management situation.

Literacy training

 Functional literacy: 

The inability to handle basic reading, writing, and arithmetic.

Employees with weak reading, writing, or arithmetic skills may be admitting the problem.

Literacy training is sometimes one aspect of diversity the program, as the new workplace.

In India government   employees recruits from various states. So, government organisations introduced literacy training to know about regional language of the work place.

Workers' education

 One of the training programs has been conducted by the government organisations.

Fifteen days class room program and seven days industrial visit.

Central Board for Workers' Education was constituted by the Government of India. (1957 March)

In the USA it means training in trade union leadership.

In the UK it means general adult-education and vocational education.

 Objectives: 

To develop stronger and effective  trade unions.

To develop leadership.

To equip organized labour.

To understand the problem of workers economic environment.

Functions: 

Administration

Establishment

Training 

Preparation reading material

Arranging program

Encourage

Evaluate 

Provide instructions

An important objective of the scheme was to inculcate a sense of trade union consciousness among workers.

Retraining

 It is essential to design and development for long service employees to keep themselves updated. 

#  during the lay-off period 

#  on highly skilled jobs are given. 

#  technological changes may make particular job

#  because of illness,  incapacity due to age,  may no longer be able to do share of work. 

#  economic depression or cyclical variation  in production create conditions may be achieved more           

     production. 

T-Group training

 

This method of training is a technique of composition of audio visual aid and planned reading programs. 

Audio -Visual aids- records,  tapes and films  are generally used. 

A Training-Group, or T-Group, is a type of experience-based learning.

Participants work together in a small group of 8-14 people, over an extended period. Learning comes through analysis of their own experiences, including feelings, reactions, perceptions, and behavior.

Underlying Assumptions

Underlying the T-Group are the following assumptions about the nature of the process which distinguish T-Groups from other more traditional models of learning:

• LEARNING RESPONSIBILITY. Each participant is responsible for their own learning. What a person learns depends upon their own style, readiness, and the relationship they develop with other members of the group.

 

• STAFF ROLE. The staff person's role is to facilitate the examination and understanding of the experience in the group. They help participants to focus on the way the group is working, the style of an individual's participation, or the issues that are facing the group.

 

• EXPERIENCE and CONCEPTUALIZATION. Most learning is a combination of experience and conceptualization. A major T-Group aim is to provide a setting in which individuals are encouraged to examine their experiences together in enough detail so that valid generalizations can be drawn.

 

• AUTHENTIC RELATIONSHIPS and LEARNING. A person is most free to learn when they establish authentic relationships with other people and thereby increases their sense of self-esteem and decreases their defensiveness. In authentic relationships people can be open, honest, and direct with one another so that they are communicating what they are actually feeling rather than masking their feelings.

 

• SKILL ACQUISITION and VALUES. The development of new skills in working with people is maximized as a person examines the basic values underlying the behavior, as they acquire appropriate concepts and theory, and as they can practice new behavior and obtain feedback on the degree to which the behavior produces the intended impact.

Goals and Outcomes

Goals and outcomes of a T-Group can be classified in terms of potential learning concerning individuals, groups, and organizations.

• THE INDIVIDUAL POINT OF VIEW. Most T-Group participants gain a picture of the impact that they make on other group members. A participant can assess the degree to which that impact corresponds with or deviates from their conscious intentions. They can also get a picture of the range of perceptions of any given act. It is important to understand that different people may see the same piece of behavior differently - for example, as supportive or antagonistic, relevant or irrelevant, clear or ambiguous - as it is to understand the impact on any given individual or a specific event.

Many people report that they try out behavior in the T-Group that they have never tried before. This experimentation can enlarge their view of their own potential and competence and provide the basis for continuing experimentation.

• THE GROUP POINT OF VIEW. T-Groups often focus on forces which affect the group, such as the level of commitment and follow-through resulting from different methods of making decisions, the norms controlling the amount of conflict and disagreement that is permitted, and the kinds of data that are gathered. Concepts such as cohesion, power, group maturity, climate, and structure can be examined using the experiences in the group to better understand how much these same forces operate in the back-home situation.
• THE ORGANIZATION POINT OF VIEW. Status, influence, division of labor, and styles of managing conflict are among organizational concepts that may be highlighted by analyzing the events in the T-Group. Subgroups that form can be viewed as analogous to units within an organization. It is then possible to look at the relationships between groups, examining such factors as competitiveness, communications, stereotyping, and understanding.

 

Vestibule training

Class room training to help to know about  the equipment and machines. Understand the place of work.

These techniques enable the trainee to concentrate on learning new rather than performing an actual job. 

It is a very efficient method of training semi-skilled personnel.

Many employees have to be trained for the same kind of work at the same time.

Training method : lectures,  conferences,  case studies,  role playing and discussion. 

In other words, the Vestibule training is called, “near the job training”, which means the simulated setup is established, proximate to the main production plant, wherein the technical staff learns how to operate the tools and machinery, that may be exactly similar, to what they will be using at the actual work floor.

There are special trainers or the specialists, who impart this training to the technical staff, thereby reducing the burden on the line supervisor, who has to supervise the entire production process.

The vestibule training can be conducted in classrooms or the workstations; that can be within the main production plant or in close proximity to it. Under this training, the emphasis is on learning rather than production.

 

Advantages of Vestibule Training

1. Useful to give training to a large number of people, performing the same type of job.
2. The workers concentrate only on the training and do not fear about the mistakes happening in the production process.
3. The actual work does not suffer, as the vestibule training is conducted at the simulated workplace and not on the actual work floor.
4. The workers accustom themselves with the simulated work environment and thus, their nervousness or anxiety reduces before going to the actual work floor.
5. The Vestibule training is given by the specialist; thus, more time can be devoted to each worker’s problem, which has not been possible in the case of the line supervisor, who is responsible for the entire production process and has a less time for the trainees.

Disadvantages of Vestibule Training

1. The vestibule training is costly since it involves the simulated workplace, where a duplication of machinery, tools, equipment, etc. of actual work floor is required to make the workers have a real time experience.
2. The trainer has to be skilled and thus demands more money for giving the vestibule training.
3. The vestibule training is time-consuming since an entire setup is to be created before giving the training to the workers.
4. The workers may find it difficult to adjust to the real work environment.

Generally, the vestibule training is conducted when any new technology is launched, and the workers are required to learn about its operations in the simulated work environment, thereby not hampering the actual production process.

 

Training opportunity matrix

 For

New recruits

Transferred employees

Promoted employees

Opportunity itself reserved for the job or occasion in which the person faced with a new learn and need to be trained. 

New plant 

New equipment 

New standards 

New rules 

New practices 

New relationship 

New authorities 

Maintenance of standards 

Maintenance of adaptability

Training fund

 Training programs are costly affair and a time-consuming process.

To be drafted very carefully. 

Training needs identification  must. ( organization,  operations,  and methods)

Training needs can be more clearly. 

The determination of what worker must do.

What knowledge,  attitudes,  skills  must acquire.

Training mechanism

 An efficient training mechanism : 

An evaluation of the organization, operation and individual. 

Set specific objective of the training. 

Different types of training such as games, case studies, simulation, behavioral modeling and outbound training will have to included. 

To be teach employees how to learn to develop the mindset. 

#   induction training.  It exposes the new recruit. To find out where his/ her interests and aptitudes would       fit. It should be followed by a concentrate for learning the requisite skills and techniques.

#  identify training and development requirements. The first task if a training manager is to analyze the           job to establish which skills and knowledge are necessary for the job.

#  develop course objective.  Training course should express the performance expected of the trainees.      

    The end of the course objectives is stated in terms of the observable behaviour or performance. 

#  develop the enabling objective are related to the course objective. 

. 

           

Train your mind

 Psychological skill training (PST) refers to practice of sharpening mind set (2015).

We focus to mind set training ... by... l arm or apply

Motivation 

Communication 

Stress & anxiety 

Confidence 

Attention 

Awareness 

*** 

Set SMART Goal

By 

Specific 

Measurable 

Achievable 

Reward-based and time defined statement.

To attain goal...

Spend 10-15 minutes daily

Then 

Visualization/ imagination already attain your goal.

Practice relaxation techniques like breathing

Training failure

 Sometimes number of the participants decreased.  Why?

            Some findings: 

Outdated training practices

Inability to communicate training needs 

Disengaged employees who feel no need 

Lack of learning 

Information overload 

Missing objectives 

Lack of support 

Lack of involvement 

Misunderstanding training needs 

Delivering the wrong training 

Lack of performance support 

Neglecting what happened after training

Technology 

***

Training methods

 

Two major types : on the job, off the job 

            On-the-job training methods:

Job rotation 

Coaching

Job instructions 

Committee assignments 

Internship training 

        OFF the job training methods:

Case study

Incident method

Role play

In-basket method 

Business games 

Grid training 

Lecture 

Simulation (through computer)

Management education  or specific activities

Conference 

Group discussion

E learning

Training program preparation

 Who is to be trained?

 Who is to train?  

 Contents of the training program 

 When, for how long and where it should be done?

            By the way... 

Preparation of the trainee:  

should be made only after careful screening. Trainee should be given proper background information.

 

Preparation of trainer or instructor: 

Instructor must be well qualified and may be obtained from within or outside the organization. He should be dividing the job into logical parts. Trainer must have clear cut picture of the objectives. Trainer needs a professional expertise. Demonstrate the operation step by step. Encourage questions from the participants. 

 

Training material

Training materials may include some text or written materials for reference. 

 

Training period: 

 Depends upon the skills of the trainees, purpose of the training, learning capacity of the learners and training media used.

 

Follow -up: 

The supervisor should have a vigil on the trainees after completing training.  Supervisor should be asking questions to remove the doubts.

 

Training quotations

One's best success comes after their greatest disappointment 

A man's true state of power and riches is to be in himself 

To trust yourself to test your limits. That is the courage to succeed 

Continuous efforts the key to unlocking our potential

Our work is the presentation of our capabilities

Aim for moon. Even if you miss, you will land amongst the stars

Anybody can be do anything that be imagine

Inspite of everything, believe that the people are rarely good at heart 💖

We are new every day

If you want to make God laugh, tell him about your plans 

We must learn our limits. We are all something, but none of us everything  

Change brings opportunity

If there is no struggle, there is no progress 

We tend to get what we expect

Training steps

         Steps  in training program 

* identifying training need

* getting ready for the job 

* Preparation of the trainee

* Presentation of operations and knowledge 

* Performance try-out 

Training quality

 Based on the training need identification :

Established standards 

    Trainees selection process 

            Records to be maintained 

                    Adequate training resources 

then...

1.      Establish clear learning objectives.

What is the point of the training?
What are the expected outcomes and takeaways of the training?

Example: The point of the training is to increase accuracy, speed and efficiency with the new account platform system.

2.       Create targeted content

What content will best support the stated goals?

Example: If the learning objective is “to increase accuracy, speed and efficiency with the new account platform system”, what information should you include and present to reach that objective

3.       Consider all delivery options

What teaching methods will you employ?

Example: Teaching methods that draw on the knowledge, experience and expertise of experienced users in class and generate discussions with less experienced users may be a highly effective option to support transfer of knowledge.

4.       Monitoring, assessing and tracking results

How will you know if the trainees have learned the content?
How will you know if the learning objectives were achieved?

Example:  A hands-on demonstration by the trainer and then by the trainees might be used to indoctrinate and educate users on the platform system application.  For these types of skills, a mastery of at least 90% of the exercise content is a reasonable standard.

5.       Post training support and learning reinforcement

What tools will trainees leave with that can help them implement the learning?
What additional support will be available for trainees?

Example:  If lack of understanding persists after having attended the initial training, you should provide additional resources, coaching, reinforcement, discussions, etc.  A Quick Reference Guide is the type of tool trainees can quickly access for reminders or independent instruction until they have mastered the learning objective.

Training arrangement

 Arrangement in the training department:

Responsible person- facilitator and coordinator 

Nominee- type of training to do job

Budget - allocation by finance department 

scope of training 

Plan - new employees  or existing employees 

Job training  

Arrangement - satisfactory 

then....

Training uses

Higher productivity 

Better quality if work life 

Less learning periods 

Cost reduction 

Reduced supervision 

Low accident rate 

High morale

Personal growth 

Improve organizational climate 

Training Providers In India

 NIS Sparta: D-Block, first floor, 6th wing, DAKC, Koparkhaivane, Navi Mumbai-400710

www.nissparta.com

email: online@nissparta.com

NIS Sparta at Chennai: sixth floor, Haddow’s Road, Nungambakkam, Chennai-6

NIS Sparta is Asia's leading training, education and learning solutions provider. Its business units are:

Enterprise Business Group (EBG)

Employability Solutions Group (ESG)

Strategic Employability Group (SEG)

***

Karrox Technologies Limited is a Mumbai based training organization is a leader in high-end latest technologies training in the IT, BPO, and Mobile telephone industry.

KarROX, seventh floor, Bhubaneshwar arcade, B-wing, L.B.S. Marg, Ghatkopar (W), Mumbai-400086

email: info@karrox.com

at Madurai: 5C,Vinagaya Nagar, Madurai-20.

***

Aptech Training Solutions it is division of Aptech Limited.

***

Madras Management Association (1956)

***

All India Management Association (AIMA) 1957

***

Centre for Management Development (CMD) 1983

***

Training Insutitues in India

Craftsmen Training Scheme (CTS) in 1950

Industrial Training Institute (ITI) in 1950

National Council of Vocational Training (NCVT) 

Apprenticeship Training (1961)

National Productivity Council (1958)

Indian Society for Training and Development (ISTD) 1969

Central Staff Training and Research Institute ( CSTARI) 1968

Training and development in India

 In 1990

Continuous economic reforms process boosted in India to become a nation on the move and the world noticed a new look in the global market.

India since 1991 implemented of various policies of liberalization and globalization. 

So...

Training is one of the effective tools for the performance enhancement as well as upgradation of knowledge and skills of the personnel. 

Focus on:

Responsiveness

 commitment 

Awareness 

Accountability 

National training council: 

    Run by the minister -in-charge of personnel shall be set up for advising the government of India of matters related to training policy. 

Training framework:

  1. Induction training 

  2. In-service training 

Research in training: 

* evolving methods to measure the work place impact of training 

* multi skilling 

* sustaining positive attitudes 

* develop power-sector specific business games, case studies, computer-based training 

* use of modern concept and equipment in training 

Training plan:

# preparation of matrix of standard performance based on the benchmark 

#  a periodically training need analysis (say once in two years)

Technological training and skill upgradation: 

#  technology operations and maintenance 

# handling critical emergencies 

# energy efficiency 

# environment interface 

Then... 

Personality development 

Organization development 

Information technology and computer skills 

Management development program 

 

 

 

Training program objectives

 Training - objectives:  

* to impart knowledgeknowledge

* to sharpen the skills 

* to understand the trends in technology and application 

* to instruct the employees about safety measures 

* to keep abreast of the changing methods,  techniques 

* to reduce waste and spoilage of materials,  ti reduce  supervision time so as to enable to do the work in a more effective way.

 Program: health awareness

Objectives: to spread awareness about the diseases and prevention methods.

***

Program: holistic health

Objectives: to lead a peaceful and improved quality of life

***

Program: interpersonal relations

Objectives: for achieving harmony life

***

Program: change management

Objectives: attitudes to change in business environment and to be modified employees behaviour patterns.

***

Program: work culture

Objectives: to improve the quality of work life.

***

Program: executives development

Objectives: to improve managerial skills with emphasis on motivation creativity and communication.

*"*

Program: leadership development 

Objectives: to impart knowledge and skills to develop leadership qualities.

*** 

Program: management development

Objectives: to develop senior and middle management

*** 

Program: managerial excellence

Objectives: to face challenges and changes and to be successful .

*** 

Program: time management

Objectives: to impact latest time management

***

Training centre's objectives

 Continual improvement of the training practices using the skills and technology to excel in this competitive world.

To effectively utilize the in-house competency of human potential.

To achieve human excellence

To maintain, review and update ISO 9001-2008 quality management systems.

Then ...

Celebration;

Women's day 

Mentally challenged children's day 

Vigilance awareness week 

Productivity week 

Energy conservation week 

Oil conservation fortnight 

Quality month 

Then .. 

Deputation training 

Inplant training / project work, internships training for students. 

Then ..

Maintain library 

Maintain canteen 

Maintain accommodation 

Maintain pickup 

Maintain auditorium 

Maintain audio video department 

Maintain computer center

Maintain upkeep

Manage people by security

Training cycle

 

Training cycle based on performance

Identify training needs

Set objectives

Adult learning principles

Design methods and techniques

Implement 

Evaluate

Trainer and field visit

 

Trainer may think about originally need of the organization. 

Before confirmation please clear about nature of the situation. 

Why need this program for the organization. 

Training need is important. Trainer tasks  to be fulfill their need. 

Level of the participants (average age group )

Years of experience 

Field of experience 

Understand the situation.. 

Problem solving

Coaching 

Counseling 

Creativity 

Research oriented 

Discussion 

Case study

Identify solutions 

Motivation

Recall

Sometimes rarely visit the nature of the problem  situation to be given solution or create awareness again.

Trainer know about

 Internal development

Managing self 

Health planning

Financial planning

Effective communication 

Interpersonal relations 

Factories Act 

Company vision and mission 

Record maintenance 

Roles and responsibilities

Quality life 

Counseling

Motivation

Human relations

Listening 

Organisation culture

Commitment

Positive thinking 

Supervisory development 

Perception 

Assumption 

Family budget 

Family harmony 

Yoga and meditation 

Physical exercise 

TQM- total quantity management 

Benchmarking

Six sigma 

Work culture 

Production

Productivity 

5 S 

Quality circle

Quality control 

Presentation 

Stress management

Time management 

Leadership 

Emotions 

EQ 

Problem solving 

Trainer image 

Training methods 

Training cycle 

Team building 

Change management 

Presentation preparation 

Power point presentation 

Relationship management

NLP - neuro linguistic programming

Improving performance

Coaching

S u c c e s s measure

 

How to measure success? 

 By knowledge 

By skill

By attitudes 

By growth 

By development 

By personality 

By number of friends 

By number of relatives 

By height

By weight

By  human network 

By social

By political 

By economical 

By spiritual

By happiness 

By psychological 

Success measure.... 

Good physical  health and mental health first

Work life balance

Complete life cycle

Contribution to the society..  by education awareness,   health and hygiene awareness,  original research, try to  reduce poverty,  environment  awareness

Finally... 

Measured by.. number of peoples followed by our last travel ( burial ground) .

Tamil poet KANNADASAN ( Kodambakkam,  Chennai,   Tamil film lyrics ) from  his lyrics 

Kadasivarai yaaraoo.... 

For  example Our leader G A N D H I J I  's   last travel 

By the crowd  crowd  crowd 

Why ??  

He lived every second for the peoples. 

And 

Scientist Dr. A K   ABDUL KALAM,  former Indian president, Indian People's president. 

He worked for the nation,  he loved by all the world students. 

Measure  your success ..

Compare your development last year this day with today

E learning

 In the COVID 19 … HRD training process waited for government guidelines.  Training institutes we were try to Webinar based training after getting approval.

Maintain social distances and avoid crowd in any working and training areas.

So , finally decided to go to Google Webinar platform. It was very useful to met out the problem.

Thanks to GOOGLE ☺

E learning Centre trial by the help of BSNL broadband connections. 

Social  cultural , art and science development meetings are also followed by Google platform and Zoom meeting.

Thanks to ZOOM platform.

I watched and listened many meeting by the  way.

I loved radio recording room.

Now that type of online training also followed by a single room like as.  

In front of the laptop or system faculty and coordinators involve to online training with help of computer expert.

But...

Faculty not satisfied . Why?

Without watch trainees faces and interaction. Single man delivery in front of the system was bored.

Trainer's behavior

 

Behavior based on brain's liquid balance or imbalance.

Ok

Anger or fear based on brain. 

So

Don't be emotion imbalance, because number of trainees. In my experience one faculty upset for few trainees are attended. He told that in my life I don't faced a smaller number of trainees. 

Training session is equal to life.  What for comparison between with life. 

Don't be emotion imbalance.

Our training not based on the Quantity of trainee; trainees have come only based on the company situation. 

 

You are not a teacher to the organization or small industry.  

Mind it please. You are the faculty to help their employees too slightly to be modified ASK (attitude, knowledge, skill).

 When training session, you don't talk about the number of trainees decrease or increase.  

Then 

Don't compel to talk, role play or any activity to the participants.  One day a faculty from central government skill development institution and conducted a session he asked to asked to their communication address.  Then one of participant's address to another participant he said that he was not noted. 

Trainer asked to make a dance before the trainees for make a joy but trainee did not accept. 

Then argument had between among them. 

Finally, faculty ordered to get the class room. 

This matter spread out in tea break. Coordinator and HR head comprises the trainer and trainee.

Total team upset.