HUMAN RESOURCE MANAGEMENT TRAINING AND DEVELOPMENT

THE CONCEPTS OF TRAINING

The entire philosophy of training rests on the principles of learning. Since any training programme involves investment in time and effort, care has to be taken in the design of it. It should be such that it serves both the organizational requirements and individual needs. The trainer has to take care and guard against over-training, use of poor instructions, imitation of programmes that may not be relevant in the present organizations, misuse of tests, inadequate tools and equipment or over-reliance on one singular technique. A successful training programme will begin with successful identification of training needs and creation of the right kind of environment for conducting the same. The trainer should have the requisite skills and expertise, choose appropriate methods, have a pleasing personality, and also be able to relate the value of training to an enterprise. To this end, training efforts must invariably follow certain learning-oriented guidelines, which may be summarized as follows.

Intention to learn Intention to learn or motivation to learn is a basic

requirement in the training/learning process. The objectiveness, intentions, and changes that are anticipated by way of training may be spelt out clearly before the onset of the programme. Motivation to learn is influenced by these aspects. Individuals learn quickly when the material is relevant and important to them. Further, active participation accelerates learning and memory is long lasting. The ICICI Bank has tied up with management institutions to enable its employees to register and pursue various courses for improvement of qualifications.

Reinforcement Learning is more effective where there is reinforcement in the

form of rewards and punishments. In the process of training, we aim at changing the process of thinking, attitudes, or some other specific aspects. During the process of training, while there is a perceptible change is the positive direction, positive reinforcement in the form of rewards or recognitions go a long way in internalizing the learning. The public sector banks awards to their employees one increment after completion of CAIIBPart I and two increments after completion of CAIIB from the Indian Institute of Bankers (IIB).

Developing potential

Every human being has some latent potential or capacities, and every individual is capable of learning from training. Training aims at developing their potentials and latent abilities.

Active participation

Effective learning results when there is active involvement of its participant. Research has confirmed that people remember 10% of what they had read, 20% of what they hear. 30% of what they see, 50% of what they see and hear; 70% of what they say, and 90% of what they say while also performing the task. Learning and memory are high when there is active involvement of the participant. Different training methods are used for different types of learning. For example, cognitive learning stresses visual and audio experience to gain understanding. It may involve reading, lectures, audiovisual presentations, case problems, etc. Affective learning (attitudes, values, and interest acquisition) may best be learned through field trips, role-playing, open-ended discussion, counseling, or reflection. Psychomotor skills (eye- hand coordination, finger dexterity, etc) are best acquired through practice. Therefore, the value of multi-sensory learning exercises should be emphasized.

Effect of practice

Training is most effective when it is supplemented and followed by practice. It is said that practice makes a man perfect. Whatever material or skills is acquired when it is either memorized or practiced, the process of internalization takes place quickly. The approach becomes mature, the number of errors gets reduced, and the time taken to complete the task also becomes less.

Transfer of learning Training should be as real as possible so that the trainees

can successfully implement the knowledge acquired to their jobs. The components or the issues dealt with in the training process should be such that they can be successfully be transformed to their jobs. Once a broad concepts or principle is understood, it could generalized to their situations. For example, a manager who has understood the technique of contingency leadership theory may be capable of analyzing a wide variety of motivational problems and developing solutions to them on the basis of a few principles. Transfer of training can be successfully accomplished by (a) maximizing the similarity between the training situation and work situation, (b) providing adequate experience with task during training, (c) providing for a variety of examples when teaching concepts or skills, (d) identifying important features of the task, and (e) making sure that the trainee understands general principles.

AREAS OF TRAINING
The broad areas in which training is usually imparted in organizations may be classified under the following headings:

Enhancing knowledge/building concepts

Basic principles or advanced inputs with regards to specific concepts or sometimes knowledge about company, culture, etc. from the major themes in the training programme. For example, in the ICICI Bank, the training programmes for the Branch Managers on sales and marketing impart the knowledge on neuro-liguistic and consumer psychology to improve their marketing skills.

Technical skills

Often training programmes impart specific skills in the areas of computers or operating machines. This is usually provides with the help of experts and on the job. For instance, in the area of networking and security, the trainers are trained on aspects such as network configuration, network security, intrusion detection system, ethical hacking, etc.

Interpersonal/behavioural skills

Here, individuals are exposed to sell awareness programmes to develop the right mental attitude towards their job, colleagues, and the company. The main focus is on teaching the employer as to how to become a good team member and lead the company. The proper group training/ sensitive is an excellent programme for the purpose. The management trainees in the public sector banks are trained behavioural aspects such as FIRO-B, etc.