Features of Training

Features of Training, Definition, Scope, Need, Purposes

Table of Contents:

  1. Definition of Training
  2. Features of Training
  3. Scope of Training
  4. Need for Training
  5. Purposes of Training

Definition of Training

According to Dale S. Beach, “Training is the organised procedure by which people learn knowledge and/or skill for a definite purpose”.

As per H. John Bernardin, “Training is an attempt to improve employee performance on a currently held job or one related to it”

According to Edwin B. Flippo, “Training is an act of increasing the knowledge and skills of an employee for doing a particular job”.

According to Planty, Cord and Efferson, “Training is the continuous, systematic development among all levels of employees of that knowledge and their skills and attitude which contribute to their welfare and that of the company”.

Features of Training

Features of training are as follows:

Features of Training

1) Specific Dimensions

Training is a procedure that has clear and definite dimensions. It has well-defined beginning and endpoints. In such a manner, the training activities organize noticeable progressive development and movement of the process itself. The training process coordinately coordinates all the activities.

2) Planned Sequence of Events

Training is a planned series of activities that make it possible for the trainees to do things that they have not done earlier. The program supports the whole process and has certain learning objectives. 

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3) Makes Optimal Use of Learning Opportunities 

Training is the process of providing productive opportunities to employees so that they may learn and develop new skills as per the market requirements. It aims to increase the enthusiasm of the employees by polishing their skills to do a particular task.

4) Promotes Behavioural Changes

Training helps in bringing a positive change in the behaviour of employees by imparting special skills and helping them to perform better. It helps in improving the quality of the social and personal of employees, which enhances their work quality and leads to self-improvement. Thus, it expands its area of applicability much broader than the work environment.

5) Enhancing Capabilities

Training may not be restricted to acquiring a particular skill for doing a particular assigned task, but at the same time, it is related to the development of the overall capability to manage complex situations and problems. A trainee should be aware of how to develop and by using his wisdom, accomplish the given task efficiently.

6) Exploring the Inner Self

The most important aspect of the training is that it not only improves the existing skills but also explores the hidden talent within the employees and motivates them to perform well. It helps employees understand their areas of strengths and weaknesses very well. It also aims to help the employees to overcome their weaknesses and directs them to self-development and growth.

7) Removes mental blocks  

Training helps in clearing the doubts and insecurities of trainees about their job so that they can put in their best possible effort to make maximum utilisation of their potential abilities.

8) Gives intended as well as unintended results

Training not only helps in achieving those expected benefits but sometimes also yields many unintended benefits. The benefit from the training may vary from organization to organisation and individual to individual depending upon the type of training.

9) Establishes the Relationship between Theory and Practice

Training makes it possible for the trainees to link the gap between acquired theoretical knowledge and its practical application. Training facilitates this by making the employees aware of the processes through which they can apply their learned capabilities to their work.

Scope of Training

The concept of training has a very broad scope and thus multifaceted and comprehensive practice. Some of them are as follows:

1) Training in Company Policies and Procedures 

When appointing new employees in any company, management takes the first step to familiarize them with the organization’s culture. The organization includes the customs that the employees have to follow, the colleagues and superiors they have to work with, and the working environment, among other things.

However, the drawback of this training is that it does not have any impact on the development of an employee’s ability to speed up the organisational process.

2) Training in Particular Skills

Training focuses explicitly on the development of an employee’s job-related skills. For example, induction training for newly recruited candidates in sales, production or mechanical skills, etc. The main objective of providing this training is to ensure a significant performance of a person by making him proficient.

3) Training in Human Relations Skills

This training has a great positive impact both on the individual and on the organisation.​ This training process focuses on treating employees as individuals, not as machines. It aims to shape the attitude and behaviour of employees in such a manner that it enhances both the employee’s skills and organisational working conditions.

This training practice makes it possible for employees to develop their self-learning abilities and interpersonal skills which may enhance their efficiency and provide productivity to the organisation.

4) Training in Problem-Solving Skills

As the name suggests, organizations use this training method to solve various organizational problems. Many organisations follow this training concept under which all the managed supervisors of different departments or branches are called upon at a particular place to discuss the problems and their solutions.

When they all come together they not only try to search out the best solution but also exchange their ideas and viewpoints which may prove to be beneficial for the organisation in the future.

5)Training in Managerial and Supervisory Skills

When an organization hires people for supervisory or managerial posts, then it is obvious that the management will prefer to recruit those employees who have all the necessary skills required for that post. Technical and theoretical knowledge is mandatory for the position of manager.

That is why several organisations provide training to employees on basic management functions which include planning, organising, staffing, directing & controlling. In addition, individuals selected for the post of supervisor are given training in various areas such as operations management, finance, research and development, manufacturing, and human resources management.

Need for Training

The need for training emerges due to the reasons given as follows:

1) Match Job Criteria with Employee Specifications

An employee may not meet the precise job requirements and expectations set by the organization. While they may be adequately qualified in terms of experience or degree, the organization’s requirements may differ from the existing skills of the employees. To bridge these significant gaps and enable employees to perform their duties efficiently, training is necessary.

2) Organisational Sustainability and Transformation Process

The basic purpose of every organisation is long-term survival in the market. However, organisational survival is affected by various factors. The organisation must adapt to the changes within the environment in which it is operating, or its market share will decrease. The organisation’s productivity can be increased only when its employees can contribute to the organisation’s innovative practices effectively. It can only be done by providing appropriate training for the employees. Training also helps smoothen the functioning of organisational processes and development. Organisational productivity can be enhanced by developing the effectiveness of the transformation process, which is dependent on the improvement of the present level of competencies and knowledge of the employees, which sufficient training can achieve.

3) Technical Progress

Nowadays, organisations are updating themselves in the field of technology, i.e., mechanisation, computerisation and automation regularly. If organisations do not adopt the modern method of working, they will be liable to become obsolete in the long term. On the other hand, relying solely on technology will not lead to better consequences, people who will be responsible for managing and utilising the technology for the betterment are also required. Training is the method by which we can upgrade the skills of such people.

4) Complicated Nature of the Organisation

As new technology is knocking on the doors of modern industry, the system of working in the modern organisation is becoming more complex day by day. The latest technique of organizational hierarchy requires employees to be more adaptable. Organisational effectiveness can only be achieved by the provision of proper training so that the employees can act as change agents for the whole process of bringing organisational effectiveness.

5) Job Profile Modifications

It is a very common practice to promote or transfer one employee from one position to another. There is also a possibility that due to promotion or transfer the employee may be given a new job which may have some new roles and responsibilities. Such employees require training to discharge their responsibilities effectively in the long run.

6) Cordial Human Relations

There has been a tremendous change in the attitude of management toward their employees. Employers have left behind the days when they considered employees merely as one of the factors of production. Nowadays, for any organisation to be successful in the market in all aspects, maintaining healthy relations with their employees is equally important along with other important factors. Training equips the employees to deal with problems and sustain a healthy environment of working.

Purposes of Training

The purposes of training are as follows:

1) To Increase Employee Efficiency

The training program is designed for employees to increase their efficiency by providing the necessary skills needed to perform the task effectively. It helps to reduce the gap between the actual and desired performance levels of employees.

2) To Upgrade Employee Skills

In this ever-changing environment of technical advancement, organisations are required to keep a close watch on the different activities and changes occurring within their environment. Here, the job of keeping the employee fully armed with the information and skills needed for the performance of a specific task becomes more necessary. Training is essential to keep the employee updated in advance and incorporate the technological changes in the systems and procedures of the organisation.

3) To Avoid or Delay Managerial Obsolescence

If there is no initiative taken on the part of the managers to adopt the recent trends of technology, it will be considered a failure of the management to cope with the changes within the environment. This failure also reduces organisational performance. Hence, training aims to avoid such situations in the organisation.

4) To Prepare Employees for Higher Positions

Training generally aims to prepare the employees to handle more responsibilities by imparting additional skills required for the performance of challenging tasks. It increases the employees’ confidence which enables them to perform in a better way.

5) To Reduce the Employee Turnover

The training aims to reduce the employee attrition rate by simply infusing enthusiasm and motivating them to perform their job smoothly. At the same time, employees can be confident about their career progress. Training stimulates and restores dedication among the employees for the organisation. Thus, managers are supposed to facilitate proper training programmes, especially for bright employees. 

6) To Achieve Organisational Excellence

Training sharpens the existing skills of the employees which ultimately results in better performance of the employees, reduced rate of accidents, lower breakdowns of the machines and ultimately a more competitive organisation with a proficient workforce. All these factors enhance organisational sustainability by creating a poor or educated and skilled workforce who can help the organisation in managing the competitive edge. 

The scope of training and development has expanded to include cross-cultural training,  with a focus on enhancing the skills and capabilities of employees. Additionally, organizations now use new literature to design and implement more effective training programs on organizational development.

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