Employee Training and Development

Training and Development Programs Many new employees come equipped with most of the knowledge and skills needed to start work. Others may require extensive training before they are ready to make much of a contribution to the organization. A majority however, will at one time or another require some type of training or development activity in order to maintain an effective level of job performance. While training may accomplished on an informal basis, but better results are usually attained through a well-organized, formal training program or a comprehensive on-the-job development program.

Meaning of Training Training refers to the methods used to give new or present employees the skills they need to perform their jobs. According to Gary Dessler, “It is the process of teaching new employees the basic skills they need to perform their jobs”. According to Robbins, “ Programs that are more present-day oriented, focuses on individuals current jobs, enhancing specific skills and abilities to immediately perform their jobs, called training”.

Meaning of Development Development programs means, prepare employees with learning which will allow them to grow individually alongside the organization itself.

Five steps of Training and Development Process Step-1: Need analysis: Identifies the specific job performance skills needed, assesses the prospective trainees skills, and develops specific, measurable knowledge and performance objectives based on any deficiencies. Step-2: Instructional design: Here we decide on, compile, , and produce the training program content, including workbooks, exercises, and activities. Step-3: Validation Step: These programs are represented in front of the small representative audience. Contd.

Five steps of Training and Development Process Step-4: Implementation: This step comprises of actually training the targeted employee group. Step-5: Evaluation: Management assesses the program’s successes or failures.

Training Program followed by a Company in Bangladesh At present Robi Axiata Ltd. is one of the leading telecommunication company in Bangladesh. It’s HR division categorizes training into two broad categories. Functional Trainings: These are trainings that are purely related to an employee’s job. For instance, day to day functions and is required to enhance an employee’s job related competencies. These trainings are initiated by respective divisions or departments, HR division is responsible for processing the training programs.

Training Program followed by a Company in Bangladesh Management Trainings: These trainings are related to enhancing skills of managers. These trainings fall under the responsibility of HR division. They are responsible for ensuring effective training programs by investing in training. The above mentioned training programs are subdivided into different forms: Overseas Training: Robi provides need-based training to the employees through the usage of appropriate external training institutes, which are very often conducted overseas. Most of the functional trainings are foreign trainings.

Training Program followed by a Company in Bangladesh Local Training: These trainings are carried out within the country by reputed training institutions like British Council and many others. Sometimes, consultants from foreign training institutes are invited to conduct training. These trainings usually take place at a different venue other than the office. In-House Training: These trainings are basically held within the office premises and usually get conducted by the senior managers who are specialists in different fields.

Training Program followed by a Company in Bangladesh Employee Orientation Program: HR Department also conducts New employee orientation programs for newly joined employees. When a new employee join the company, he needs to be introduced to his job as well as to the company. The objectives of the orientation program are to welcome the new employee, orient him about the company’s vision, purpose, values, shareholders, divisional activities etc. This is arranged to make a new recruit feel that he is part of the company. There are two version of the new employee orientation program, a two day long version and a half day short version. Here representative from each division makes the divisional presentation.

Training Program followed by a Company in Bangladesh Functional and Management trainings are basically- On the job learning Job rotation Increased Responsibility New Position or Role (internal transfer) Feedback Coaching Mentoring Conference/ seminars E-learning Knowledge sharing sessions Internal and External Training programs

Training Program followed by a Company in Bangladesh Training Coordination Team: Training coordination team members are the designated individuals who represent one or more divisions and coordinate and monitor all training programs of their respective divisions, ensuring that HR and other divisions jointly coordinate all training program. They ensure optimum coordination of all training activities and increase the derived value of the training programs.

Training Program followed by a Company in Bangladesh Training Need Assessment: A training need assessment is done on the basis of the information received from performance appraisal report form at the end of the each year. Training need is assessed based on job description and job specification of a particular employee. In the performance appraisal format, there are specified spaces where employees can indicate the field / area in which they feel they need training, whereas in another space, the supervisor can identify the training need of particular employee.

Training Program followed by a Company in Bangladesh More specifically, Training need is assessed on the following basis: Training need as identified by the employee in the specified section of his/her performance appraisal sheet. Training need as identified by the employee’s supervisor/ manager in the specified section of the employee’s performance appraisal format. Training need identified from the employees job specification.

Training Program followed by a Company in Bangladesh Training methodology: The methodology used in Robi’s internal training programs/ workshops is highly participatory and is primarily based on the non-formal adult experiential and participatory learning concepts and principles. The approach is basically a self-discovery process of learning. Participants usually learn through their active involvement in – Discussion Case study Brainstorming Power point presentation Role play Group reading Small group discussion

Training Program followed by a Company in Bangladesh Evaluation of Training Program: The evaluation form has been devised to assess the participants’ satisfaction level of the training program and obtain feedback in the form of recommendations to improve the overall quality of the training program. To obtain feedback on the overall training program, a questionnaire has been devised to receive participants’ view on the following aspects of the training: Specific expectations Strengths Weaknesses

Why does a training program fail in our country? There is nothing more valuable or productive than highly trained employees. Yet training has historically failed to produce the desired results. Research studies shows that the training programs fail in our country because of some reasons: One of the biggest causes of wasted training money is ineffective training methods. The organization may not able to appropriately assess the training needs of the employee and thus fail to provide appropriate training at the right time when the employees require the training most.

Why does a training program fail in our country? Failing to link training with organizational strategic and day to day management behavior. What happened in the classroom and what happens back on the job are often worlds apart. A training program might fail if it lacks appropriate planning beforehand. Planning will help the trainer to arrange the training courses sequentially. Lack of skilled trainers is one of the biggest causes of failure of training programs. If training is given to a demotivated employee. Problems in determining what type of training is needed.

Why employee training is a neglected issue in Bangladesh? No emphasis by employee Training Time Costs Employee Turnover Not knowing exactly what you want your people to do and how Lack of expert trainer Lack of consciousness

Suggest measures to make a training program effective The training directors are responsible for developing management training policies and effectiveness of it will be increased if they have consulted with their subordinates. Training should be provided as per employee requirement. Before begin training, realistic training goal should be developed. Then plan divisional training to meet that goal. Provide instructors who give well prepared and professional presentations. The instructor should give the impression of having high degree of knowledge on the subject.

Suggest measures to make a training program effective The person giving lecture should show an interest in the training program. Make sure manuals, technical publications, operating procedures, safety precautions required for training are available and current. Set aside a specific time for training. Plan specific time schedule for each trainee. Have supervisors establish a non-threatening atmosphere that is conducive to learning.

Suggest measures to make a training program effective Many training medias and methods are available. Use as many as you feel comfortable with. Feedback reinforces learning by making the students recall information. Most people get ‘burned out’ if they get too much of a good thing. So small doses of training should be given. Make the training program interesting. Make it well organized and formal. Because it will bring better results.