MBA HR Project Report on Training & Development
Training is concerned with imparting developing specific skills for a particular purpose. Training is the act of increasing the skills of an employees for doing a particular job. Training is the process of learning a sequence of programmed behaviour.In earlier practice, training programme focused more on preparation for improved performance in particular job. Most of the trainees used to be from operative levels like mechanics, machines operators and other kinds of skilled workers. When the problems of supervision increased, the step were taken to train supervisors for better supervision.
Management development is all those activities and programme when recognized and controlled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignments.
Thus, management development is a combination of various training programme, though some kind of training is necessary, it is the overall development of the competency of managerial personal in the light of the present requirement as well as the future requirement.
Development an activity designed to improved the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is management development.
Management development is based on following on assumptions.
Management development is a continuous process. It is not one shot programme but continues though out the career of a manager.
Management development is any kind of learning, is based on the assumption that there, always existing a gape between an individualís performance and his potential for the performance.
Management development seldom takes place in completely peaceful and relaxed atmosphere.
Management development requires clear setting of goals.
Management development required conducive environment.
Typical Reasons for Employee Training and Development
Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.:
When a performance appraisal indicates performance improvement is needed
To "benchmark" the status of improvement so far in a performance improvement effort
As part of an overall professional development program
As part of succession planning to help an employee be eligible for a planned change in role in the organization
To "pilot", or test, the operation of a new performance management system
To train about a specific topic.
Typical Topics of Employee Training
Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs.
Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks. Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers.
Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity
Ethics: Today's society has increasing expectations about corporate social responsibility. Also, today's diverse workforce brings a wide variety of values and morals to the workplace.
Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can people to get along in the workplace.
Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc.
Safety: Safety training is critical where working with heavy equipment, hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.
Sexual harassment: Sexual harassment training usually includes careful description of the organization's policies about sexual harassment, especially about what are inappropriate behaviors.
General Benefits from Employee Training and Development
There are numerous sources of online information about training and development. Several of these sites (they're listed later on in this library) suggest reasons for supervisors to conduct training among employees. These reasons include:
Increased job satisfaction and morale among employees
Increased employee motivation
Increased efficiencies in processes, resulting in financial gain
Increased capacity to adopt new technologies and methods
Increased innovation in strategies and products
Reduced employee turnover
Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!)
Risk management, e.g., training about sexual harassment, diversity training
Who is responsible for employee training and development?
Employee training is the responsibility of the organization. Employee development is a shared responsibility of management and the individual employee. The responsibility of management is to provide the right resources and an environment that supports the growth and development needs of the individual employee.
For employee training and development to be successful, management should:
Provide a well-crafted job description - it is the foundation upon which employee training and development activities are built
Provide training required by employees to meet the basic competencies for the job. This is usually the supervisor's responsibility
Develop a good understanding of the knowledge, skills, and abilities that the organization will need in the future. What are the long-term goals of the organization and what are the implications of these goals for employee development ? Share this knowledge with staff
Look for learning opportunities in every-day activity. Was there an incident with a client that everyone could learn from? Is there a new government report with implications for the organization?
Explain the employee development process and encourage staff to develop individual development plans
Support staff when they identify learning activities that make them an asset to your organization both now and in the future
For employee development to be a success, the individual employee should:
Look for learning opportunities in every-day activity
Identify goals and activities for development and prepare an individual development plan
- Marketing Management - By Phillip Kotler
- Research Methodology - By C.R.Kothari
Project Description :
Title : Project Report on Training and Development of Employees
Category : Project Report for MBA
Pages : 72
This project is our paid category, its cost is Rs. 2499/- only without Synopsis and Rs. 2999/- only with synopsis. If you need this project, mail us at this id : firstname.lastname@example.org
We will send you a hardcopy with hard binding and a softcopy in CD from courier.