Management Training and Development23rd February 2021
Training and Development is one of the main functions of the human resource management department. Training refers to a systematic setup where employees are instructed and taught matters of technical knowledge related to their jobs. It focuses on teaching employees how to use particular machines or how to do specific tasks to increase efficiency.
“Management” is the area occupied between “leadership” and the “rank-and-file” employees.
Managers may receive inspiration and direction from leaders. Yet managers are charged with the application of aspirational and strategic principles to the day-to-day process of getting the job done, done right and done efficiently. Managers’ critical function is to translate leadership and shareholder objectives (or create them on their own when they do not come from above) into legal and effective actions to achieve those objectives. In doing so, managers act as facilitators and problem-solvers.
Management development is the systematic process of creating effective managers. It is simultaneously rigorous, academic and practical. An organization’s approach to management development should include a variety of techniques to constantly build on a manager’s existing KSAs. Examples of major areas in which managers should be competent are:
- Recognizing and accepting people’s individual behavioral differences.
- Verbal and nonverbal communication.
- Conflict management.
Different training is given to employees at different levels. The following training methods are used For the training of skilled workers and operators- Specific job training programmes, Technical training at a training with live demos, Internship training, Training via the process of rotation of job.
Training given to people in a supervisory or managerial capacity is – Lectures, Group Discussions, Case studies, Role-playing, Conferences etc.
People in managerial programmes are given this type of training- Management Games to develop decision making, Programmes to identify potential executives, Sensitivity training to understand and influence employee behaviour, Simulation and role-playing, Programmes for improving communication, human relations and managerial skills.
Technical Training: Technical training is that type of training that is aimed at teaching employees how a particular technology or a machine.
Quality Training: Quality training is usually performed in companies who physically produce a product. Quality training teaches employees to identify faulty products and only allow perfect products to go out to the markets.
Skills Training: Skills training refers to training given to employees so as to perform their particular jobs. For e.g. A receptionist would be specifically taught to answer calls and handle the answering machine.
Soft Skills: Soft skills training includes personality development, being welcoming and friendly to clients, building rapport, training on sexual harassment etc.
Professional Training: Professional Training is done for jobs that have constantly changing and evolving work like the field of medicine and research. People working in these sectors have to be regularly updated on matters of the industry.
Team Training: Team training establishes a level of trust and synchronicity between team members for increased efficiency.
Factors that contribute to the increased need to training and development in organisations:
- Change: The word change encapsulates almost everything. It is one of the biggest factors that contribute to the need of training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organisational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver.
- Development: It is again one the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organisations seek more than just employment out of their work; they look at holistic development of self. Spirituality and self awareness for example are gaining momentum world over. People seek happiness at jobs which may not be possible unless an individual is aware of the self. At ford, for example, an individual can enrol himself / herself in a course on ‘self awareness’, which apparently seems inconsequential to ones performance at work but contributes to the spiritual well being of an individual which is all the more important.
Benefits of Development
- Ensures that the employees utilise their managerial and leadership skills in particular to the fullest.
- Exposes executives to the latest techniques and trends in their professional fields.
- Helps in the long-term growth and survival of the company.
- Creates an effective team of managers who can handle the company issues without fail.
- Ensures that the company has an adequate number of managers with knowledge and skill at any given point.
Benefits of Training
- Improves job satisfaction and thus boosts morale.
- It improves upon the time and money required to reach the company’s goals. For e.g. Trained salesmen achieve and exceed their targets faster than inexperienced and untrained salesmen.
- Training helps to identify the highly skilled and talented employees and the company can give them jobs of higher responsibilities.
- Training improves the quantity and quality of the workforce. It increases the skills and knowledge base of the employees.
- Trained employees are highly efficient in comparison to untrained ones.
- Reduces the need to constantly supervise and overlook the employees.