HUMAN RESOURCE MANAGEMENT N.O.T.E.S UNIT - 3 LESSON 2 NEW CONCEPTS IN TRAINING

 

UNIVERSITY OF DELHI / SCHOOL OF OPEN LEARNING 

B. Com. (Program) / B. Com. (Hons.)

HUMAN RESOURCE MANAGEMENT

N.O.T.E.S 

UNIT - 3

LESSON 2

NEW CONCEPTS IN TRAINING

INTRODUCTION 

- This chapter discusses unconventional training methods that go beyond traditional knowledge transmission strategies.

- Topics covered include hands-on training, e-learning, and shadowing, aiming to make students more aware of modern HR practices.

- The chapter highlights the evolving field of HR and changing training methods in today's world.

- It introduces the concept of management development programs that enhance managerial efficacy.

- Training process outsourcing is explained as the arrangement where an outside provider handles learning and development activities.

- The wide scope of training is explored, including onboarding training, quality management training, product and services training, soft skills training, and technical skills training.

NEW METHODS OF TRAINING AND DEVELOPMENT

I. Hands-on Training:

   - Definition: Training that involves practical experience and active participation in job-related tasks.

   - Reasons for taking a hands-on approach:

     1. Practical learning: Hands-on training allows employees to learn by practicing and receiving instant feedback.

     2. Engagement: Hands-on training creates an enjoyable and engaging learning experience, increasing motivation and focus.

     3. Suitability: Hands-on training is suitable for all types of tasks, accommodating different learning preferences.

     4. Confidence: Hands-on training enables participants to apply new behaviors instantly, boosting confidence and motivation.

II. E-Learning:

   - Definition: Planned course or learning exercise presented electronically.

   - Types of e-learning:

     1. Synchronous web-based learning: Instructor-facilitated learning where participants are present at the same time and platform.

     2. Asynchronous web-based learning: Self-paced learning, allowing participants to learn according to their availability.

   - Advantages of e-learning in the workplace:

     1. Cost efficiency: E-learning reduces travel and infrastructure costs.

     2. Easy access to material: Training materials can be accessed easily with a click, often available for a lifetime.

     3. Flexibility: E-learning allows learners to access training anytime and from anywhere, accommodating busy schedules.

     4. Self-dependence: Employees can pursue training at their own pace, gaining knowledge from various sources.

III. Shadowing:

   - Definition: On-the-job training where individuals learn by observing and imitating experienced colleagues.

   - Benefits of shadowing:

     1. Experience: Shadowing provides valuable work experience, surpassing simple and repetitive tasks.

     2. Assessment: Job shadowing helps individuals assess whether a particular field is suitable for their career and if they possess the necessary skills.

     3. Networking: Shadowing facilitates building professional connections within the industry.

Example: This chapter covers hands-on training, e-learning, and shadowing. Hands-on training allows employees to learn practically, increasing engagement and confidence. E-learning provides cost-efficient and flexible learning experiences accessible from anywhere. Shadowing offers valuable work experience, helps in assessing job prerequisites, and enables networking opportunities.

IN-TEXT QUESTIONS

1. _____________ It's a form of on-the-job training where a worker picks up knowledge from a more experienced co-worker by imitating and watching them. 

2. Synchronous web-based learning is instructor-facilitated and it requires all participants to be virtually present at the same time. True / False

3. Which of the following is not a benefit of E-learning?

a) Cost-efficient                    b) Flexible

c) Time-saving                      d) requires a device to access

4. ______________means direct practical experience in the operation or functioning of a skill or task and involves active participation by a student.

5. Hands-on training allows employees to learn by practicing, interacting, and getting instant feedback. True/ False.

ANSWERS 

1. Shadowing

2. True

3. d) requires a device to access

4. Hands-on training

5. True

MANAGEMENT DEVELOPMENT PROGRAMS

Characteristics of Management Development Program:

1. Continuous Activity: Management development is an ongoing process that extends throughout an executive's entire professional career. It involves continuous learning and skill development to keep up with evolving managerial demands. For example, managers may attend leadership workshops, participate in industry conferences, or engage in online courses to enhance their knowledge and expertise.

2. Improves Performance: The primary objective of management development programs is to enhance the performance of managers and leaders. These programs focus on developing conceptual and interpersonal skills that are crucial for effective managerial roles. For instance, a program may provide training on strategic thinking, communication, conflict resolution, or team building to improve the overall performance of managers.

3. Organized Process: Management development follows a systematic and structured approach. It is not a random or ad-hoc learning process. Instead, it involves planned activities and interventions designed to prepare managers for the dynamic corporate environment. This could include formal classroom training, mentoring relationships, job rotations, or action learning projects.

4. Guided Development: Managers undergo guided development under management development programs. They receive guidance and support from experienced professionals, mentors, or coaches who help them progress in a sequential manner. For example, a manager may be assigned a mentor who provides guidance, advice, and feedback to support their professional growth and development.

5. Deficiency Improver: Management development programs are tailored to address the specific needs and weaknesses of individual managers. They aim to bridge the gap between current skills and desired competencies. For example, if a manager lacks presentation skills, the program may offer workshops or coaching sessions to help them improve in that area.

Purpose of Management Development:

1. Maintain and Sustain Performance: Management development programs help managers and executives maintain high performance throughout their careers, even in challenging situations. By continuously developing their skills and knowledge, managers can adapt to changing circumstances and overcome obstacles.

2. Enhance Existing Performance: Management development programs aim to enhance the current performance level of managers. By providing opportunities for learning and skill-building, these programs enable managers to acquire new strategies, techniques, and tools that can enhance their effectiveness in their roles.

3. Prepare Future Managers: Management development programs also focus on preparing current employees to take on managerial positions in the future. By providing them with the necessary skills and knowledge, organizations can develop a pipeline of capable individuals who can confidently handle managerial responsibilities.

4. Fulfill Organizational Requirements: Management development programs ensure that the organization has a pool of qualified managers to meet its current and future needs. By investing in the development of managers, organizations can ensure a steady supply of competent leaders who can drive the organization's success.

5. Effective and Efficient Utilization of Resources: Management development programs ensure that the organization's management resources are utilized effectively and efficiently. By equipping managers with the necessary skills, organizations can optimize their performance and maximize productivity.

In summary, management development programs have characteristics such as continuous learning, performance improvement, organized processes, guided development, and addressing deficiencies. The purpose of these programs is to maintain performance, enhance existing performance, prepare future managers, fulfill organizational requirements, and utilize resources effectively.

Benefits of the Management development program

A. Benefits at the Individual Level:

1. Improved motivation and capacity for personal and professional goals.

   Example: An employee who attends a time management workshop becomes more motivated and better equipped to achieve work-life balance.

2. Decreased tension from unresolved performance gaps.

   Example: A manager who receives training in conflict resolution experiences reduced stress when dealing with challenging team dynamics.

3. Increased confidence in job performance and timely task submission.

   Example: An employee who undergoes public speaking training feels more confident delivering presentations and meets deadlines effectively.

4. Enhanced problem-solving abilities to face future challenges.

   Example: An executive who participates in a problem-solving workshop develops skills to analyze complex issues and generate innovative solutions.

5. Improved job security during tough times, such as mass layoffs.

   Example: An employee who completes a professional certification program increases their chances of retaining their job in a downsizing situation.

B. Benefits for Managers:

1. Reduced performance-related problems with well-trained and motivated employees.

   Example: A manager with a team that has undergone customer service training encounters fewer customer complaints and service-related issues.

2. Access to additional support from employees with new skills and knowledge.

   Example: A manager with team members trained in digital marketing can leverage their expertise to create effective online marketing campaigns.

3. Timely task completion and smoother project management.

   Example: A manager overseeing a software development project benefits from team members trained in agile methodologies, ensuring on-time delivery of software modules.

C. Benefits for the Organization:

1. Improved capacity to meet organizational needs and adapt to changes.

   Example: An organization that offers leadership development programs develops a pipeline of future leaders capable of guiding the company through industry shifts.

2. Increased success and effectiveness through skilled and motivated employees.

   Example: A company that invests in sales training sees improved sales performance and customer satisfaction, leading to increased revenue.

3. Enhanced employee commitment towards organizational goals.

   Example: A firm that provides training on company values and mission fosters a sense of loyalty and commitment among its employees.

4. Provision of continuous learning for engaged and efficient employees.

   Example: An organization that implements a learning management system allows employees to access online courses and acquire new skills to stay updated in their roles.

Steps involved in management development programs:

1. Considering Organizational Objectives:

   - Assess organizational goals and objectives that provide direction for the management program.

   Example: A company aims to expand its market share and increase profitability by developing effective leaders who can drive growth strategies.

2. Ascertaining Development Needs:

   - Identify development needs through job analysis to determine the skills and competencies required by managers.

   Example: Through a performance review process, it is identified that managers need to improve their communication and conflict resolution skills.

3. Appraisal of Present Management Talent and Preparation of Manpower Inventory:

   - Evaluate the current management talent pool, assess their qualifications, and create a record of their contributions.

   Example: The HR department reviews the skills and experience of current managers to identify potential candidates for future leadership positions.

4. Planning of Training and Development Program:

   - Design and organize a training and development program that aligns with organizational and individual needs.

   Example: The HR department designs a leadership development program that includes modules on strategic thinking, team management, and decision-making.

5. Establishment of Training Program:

   - Launch the training program and provide participants with the necessary resources and support to engage in the learning process.

   Example: The company conducts a series of workshops, seminars, and online courses to enhance managers' leadership skills and business acumen.

6. Evaluation of the Launched Program:

   - Collect and analyze data to evaluate the effectiveness of the training program and make improvements if necessary.

   Example: Participants complete feedback surveys and assessments to measure their skill development and provide suggestions for program enhancement.

By following these steps, organizations can effectively plan, implement, and evaluate management development programs to enhance the capabilities of their managers and drive organizational success.

IN-TEXT QUESTIONS

6. ______________ is a program of training and planning personal development purporting to prepare and aid managers in their present and future jobs.

7. When compared to traditional training, management development programs focus on improving the conceptual and interpersonal skills of managers and leaders through planned and structured processes True / False

8. Which of the following is not a characteristic of a management development program?

a) Continuous activity                    b) Organised process

c) Does guided development          d) Creates confusion

9. The first step in a management development program is the planning of a training and development program. True/ False

10. The last step of the management development program is looking into organizational objectives. True/ False

ANSWERS 

6. Management development program 

7. True. 

8. d) creates confusion. The characteristics of management development programs include continuous activity, organized processes, and guided development. They do not create confusion.

9. False. The first step in a management development program is considering organizational objectives, not planning the training and development program.

10. False. The last step of a management development program is the evaluation of the launched program, not looking into organizational objectives.

TRAINING PROCESS OUTSOURCING

The adoption of adaptable workplace models and the need for new skill sets have led to the shift of employee training programs to digital platforms and the outsourcing of training and development activities. This training process outsourcing offers several benefits:

1. Helps in prioritizing work: Outsourcing training allows companies to focus on their core activities and objectives, as the creation and administration of training can be time-consuming. By entrusting training to experts, companies can prioritize their main business functions.

Example: A technology company outsources its software training to a specialized training agency, enabling its internal teams to focus on product development and customer support.

2. Reduces costs: Training process outsourcing can be cost-effective for companies as they can negotiate a fixed amount with the outsourcing agency for delivering training services. This helps in better financial management and reduces wastage.

Example: A manufacturing company outsources its safety training program to an external agency, which eliminates the need to invest in dedicated training facilities and resources.

3. Improvement of skills and talent: Outsourcing training allows access to specialized knowledge and expertise that may not be available internally. Managed-services experts can bring in consultants or provide training on specific skills needed for business success.

Example: A marketing agency outsources training on digital marketing trends and techniques to a specialized agency, ensuring its employees stay updated with the latest industry practices.

4. Reduction of risk: Effective training helps mitigate risks and avoid failures in business operations. Outsourcing training to experts ensures that employees receive timely and relevant training on upgraded software, technologies, and processes, reducing the risk of falling behind competitors.

Example: A financial institution outsources compliance training to a regulatory training agency to ensure employees are knowledgeable about changing regulations and minimize compliance risks.

5. Saves time: Outsourcing training allows companies to save time by focusing on other core tasks. Expert trainers can efficiently impart knowledge and skills to employees, enabling them to apply those skills in their work within a shorter timeframe.

Example: A retail chain outsources customer service training to a specialized agency, enabling its management team to focus on strategic planning and business expansion.

6. High-quality learning: Training provided by experts ensures focused and high-quality learning experiences for employees. Outsourcing agencies have the expertise to design and deliver training programs that effectively meet learning objectives.

Example: An IT company outsources technical skills training to a certified training provider, ensuring employees receive in-depth and accurate knowledge in their respective domains.

7. Flexible contracts: Outsourcing training offers flexibility in terms of contract terms and conditions. If a company is not satisfied with the results or service provided, they have the freedom to terminate the contract or make changes without incurring significant fees.

Example: A hospitality chain outsources hospitality training but decides to switch to a different training provider due to changing business needs, without facing substantial financial penalties.

Activities included in training process outsourcing:

1. Strategy development: Outsourcing agencies assist in developing learning strategies that align with the organization's goals and help reskill the workforce.

Example: A pharmaceutical company outsources the development of a comprehensive training strategy for its sales representatives to enhance their product knowledge and sales techniques.

2. Learning administrative tasks: Outsourcing includes tasks related to planning, budgeting, content administration, and running learning management systems.

Example: A technology company outsources the management of its online training platform, including course scheduling, user registration, and content organization.

3. Measurement of results: Outsourcing agencies help measure the effectiveness of training programs by comparing employees' performance before and after training, and analyzing the impact on job performance and productivity.

Example: An automotive manufacturing company outsources training evaluation to a consulting firm to assess the improvement in production efficiency after implementing a lean manufacturing training program.

4. Monitoring the learning: Training outsourcing agencies provide monitoring and analytics tools to track employees' learning progress and performance.

Example: A software development company outsources training monitoring

SCOPE OF TRAINING

The scope of training encompasses various areas that are crucial for the development of employees. Two important areas within the scope of training are onboarding training and soft skills training.

1. Onboarding training:

- Onboarding training refers to the process of integrating and orienting new hires or internal transfers into their roles and the company.

- The primary objective of onboarding is to familiarize employees with the company culture, policies, procedures, and job responsibilities.

- It helps new employees develop the necessary skills, attitudes, and habits to contribute positively to the organization.

- Onboarding training can include sessions on company history, values, job-specific training, safety protocols, and building relationships with colleagues.

Example: A newly hired employee in a software company undergoes onboarding training, which includes sessions on the company's software development processes, code review guidelines, and collaboration tools used within the organization.

2. Soft skills training:

- Soft skills refer to interpersonal and social skills that enable effective communication, collaboration, problem-solving, and leadership.

- Soft skills are often undervalued compared to technical or hard skills but play a crucial role in overall job performance and success.

- Training in soft skills helps employees enhance their abilities to interact with others, understand customer needs, and contribute to a positive work environment.

- Examples of soft skills include communication, leadership, time management, problem-solving, and critical thinking.

Example: A customer service team undergoes soft skills training to improve their communication skills, active listening, conflict resolution, and empathy. This training enables them to provide better customer service, build positive relationships, and retain customers.

Benefits of soft skills training:

- Improvement in customer service: Employees with strong soft skills can actively listen to customers, understand their needs, and provide effective solutions, leading to better customer relations.

- Increase in sales: Soft skills training helps sales teams establish personal connections with customers, leading to improved sales negotiations and customer satisfaction.

- Employee retention: Organizations that invest in employees' professional development and soft skills training creates an environment that promotes personal growth, leading to higher employee retention rates.

- Retention of customers: Companies that prioritize soft skills in their customer interactions and problem-solving are more likely to retain customers and gain a competitive advantage.

Specific soft skills that can be included in the training: 

- Leadership: Training employees in leadership skills enables them to effectively lead others, provide constructive feedback, and take accountability for project deliverables.

- Communication: Enhancing communication skills helps employees convey their ideas clearly, actively listen to others, and improve overall workplace communication.

- Time management: Training in time management helps employees plan and allocate their work effectively, leading to improved productivity and timely task completion.

- Problem-solving: Problem-solving skills enable employees to identify and overcome obstacles, develop alternative solutions, and proactively address project challenges.

- Critical thinking: Training in critical thinking enhances employees' ability to evaluate information objectively, consider multiple perspectives, and make logical and unbiased decisions.

Example: A team of project managers undergoes soft skills training that includes modules on leadership development, effective communication strategies, time management techniques, problem-solving methodologies, and critical thinking exercises. This training equips them with the necessary skills to lead teams, communicate with stakeholders, manage deadlines, solve project-related issues, and make informed decisions.

Technical Skills Training :

- Technical skills, also known as hard skills, are specialized knowledge and proficiency required to perform specific tasks and utilize particular tools or programs in practical settings. 

- Benefits of providing technical skill training include equipping employees with the latest tools and industry knowledge, increasing confidence among employees, enabling timely deliveries, and enhancing productivity.

- Examples of in-demand technical skills are data analytics, cybersecurity skills, social media management, programming languages, and financial tools.

Example: A software development company conducts technical skills training for its employees. This training includes sessions on programming languages like Python and Java, data analytics tools such as SQL and Tableau, cybersecurity fundamentals, and best practices for social media management. By providing employees with these technical skills, the company ensures they are up-to-date with industry standards and can perform their job responsibilities effectively.

Product and Service Training:

- Product knowledge training provides employees with the necessary information about the company's products or services to perform their jobs effectively.

- Benefits of product and service training include the ability to customize products or services according to customer demands, staying updated with upcoming technology and updates, enhanced knowledge about the offerings, and creating loyal customers.

Example: A retail company conducts product training for its sales staff. The training covers details about the products they sell, including features, benefits, and usage instructions. Employees are trained to provide personalized recommendations based on customer preferences and answer any queries related to the products. This product knowledge equips employees to provide excellent customer service, leading to satisfied and loyal customers.

Quality Training:

- Quality training programs provide employees with a better understanding of the company's goals, methods, and policies, and equip them with the knowledge and skills necessary to perform their jobs well.

- Benefits of quality training include a focus on the customer, waste minimization, and improved quality.

- By emphasizing quality, organizations can better understand customer needs, reduce errors and waste, increase profitability, and enhance customer satisfaction.

Example: A manufacturing company conducts quality training programs for its production line workers. The training focuses on quality control processes, adherence to industry standards, and identifying and rectifying defects. By providing quality training, the company aims to ensure that its products meet high standards and customer expectations, resulting in a positive reputation and customer loyalty.

IN-TEXT QUESTIONS

11. When a company employs an outside provider to handle all of its learning and development activities or processes, that arrangement is known as _______________.

12. Learning programming languages and data analytics is a form of soft skill training. True / False

13. Onboarding's primary objectives are to familiarize new employees with the company and give them the relevant information necessary for their positions. Yes/ No

ANSWERS :

11.  process outsourcing.

12. False. Learning programming languages and data analytics are examples of technical skill training, which falls under hard skills rather than soft skills.

13. Yes. 

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