AND DEVELOPMENT
Training and Development- IndianOil
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Introduction
Every organization needs to have well trained and experienced people to perform the activities that
have to be done. Training is a process of learning a sequence of programmed behaviour. It is
application of knowledge. It gives people an awareness of the rules and procedures to guide their
behaviour. It attempts to improve their performance on their current job and prepare them for an
intended job. Development is a related process. It covers not only those activities which improve job
performance, but also which bring about the growth of the personality; help individuals in the
progress towards maturity and actualization of their potential capabilities so that they become not
only good employees but better men and women. In organizational terms, it is intended to equip
person to earn promotions and hold greater
responsibility.
Training a person for a bigger and higher job is development. And this may well include not only
imparting specific skills and knowledge but also inculcating certain personality and mental attitudes.
As the jobs become more complex, the importance of employee development also increases. In a
rapidly changing society, employee training and development are not only an activity that is
desirable but also an activity that an organization must commit resources to if it is to maintain a
viable and knowledgeable work force
Training has played a very important role in helping the corporation to
reach the commanding heights of performance. Any training would be considered to be successful
only when the knowledge gained by the participants is transferred to the job performance
Training is the main function of HR. To enhance the Corporation's growth and keep the Corporation
ready to anticipate all types of competition and face it too, there is a need that Human Resource
should play more active role for overall progress of the Corporation.
The impact of training programme is to mould the employee’s attitude and help them to synergies
individual goals with organizational goals. It also helps in reducing dissatisfaction, complaints,
absenteeism and labour turnover.
Training has played a very important role in helping the corporation to
reach the commanding heights of performance. Any training would be considered to be successful
only when the knowledge gained by the participants is transferred to the job performance
Training is the main function of HR. To enhance the Corporation's growth and keep the Corporation
ready to anticipate all types of competition and face it too, there is a need that Human Resource
should play more active role for overall progress of the Corporation.
The impact of training programme is to mould the employee’s attitude and help them to synergies
individual goals with organizational goals. It also helps in reducing dissatisfaction, complaints,
absenteeism and labour turnover.
Training has played a very important role in helping the corporation to
reach the commanding heights of performance. Any training would be considered to be successful
only when the knowledge gained by the participants is transferred to the job performance
Training is the main function of HR. To enhance the Corporation's growth and keep the Corporation
ready to anticipate all types of competition and face it too, there is a need that Human Resource
should play more active role for overall progress of the Corporation.
The impact of training programme is to mould the employee’s attitude and help them to synergies
individual goals with organizational goals. It also helps in reducing dissatisfaction, complaints,
absenteeism and labour turnover.
Training imparts the ability to detect and correct error. Further more it
provides skills and abilities that may be called on in the future to
satisfy organisation’s human resources needs.
Management development
Management development is an attempt at improving an individual’s managerial effectiveness
through a planned and deliberate process of learning. For an individual this means a change through
a process of planned learning. This should be the common and significant aim of development from
the point of view of the trainer and the trainee in an organisational setting.
“All development is self development. It must be generated within the main himself. Development is
highly individual. The development of an individual is due to his day to day experience on a job.
Hence, emphasis should be on experiences from day to day work. Any activity designed to improve
the performance of existing managers and to provide for a well planned growth of managers to meet
future organisational needs is management development.
The change in the individual must take place in those crucial areas
which can be considered as output variables:
Knowledge change;
Attitude change
Behaviour change
Performance change
End-operational results (the last two changes being the
result of the first three changes)
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Training Philosophy:
Training constitutes an important component of overall Human Resource Management (HRM)
strategy. It is a part of the Human Resource Management efforts of the organization that enables the
employees of the organization to continuously update their functional knowledge and skills in various
disciplines.
The employees should be familiar with the latest technological developments, organizational
procedures and system as well as various Management concepts. An opportunity should, therefore,
be provided by the organization to its employees, particularly in management cadre, to attend the
management training courses, who in turns can share their knowledge and experience with the
juniors in the organization.
One of the basic philosophies of the training programmes is to bring together participants of different
disciplines from different regions so that they can exchange their work experience and the problems
being encountered, with other participants.
After employees have been selected for various positions in an organization, training them for
specific task to which they have been assigned, assumes great importance. Training is an important
activity in an organization.
Features of training
Increase knowledge and skill for doing a job.
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Bridge the gap between job needs and employee skills.
Job oriented process, vocational in nature
Short-term activity designed especially for operatives
Objectives of Training
The overall training objective is to develop required knowledge, skills and attitudes of our employees
so that they can perform more productively and achieve the business goals. It is recognized that the
employees learn primarily from on-the-job experience. Therefore, in achieving this objective, the
primarily contribution is from on-the-job training and supporting contribution from the formal training
effort.
1. To impart basic knowledge and skill to new entrants and
enable them to perform the job well.
2. To equip employee to meet the changing requirement of
the job and organization.
3. To teach the employees the new technique and ways of
performing the job or operations.
4. To prepare employees for higher level task and build up
a second line of competent managers.
Training has always played an important and integral part in furthering many kinds of human
learning and development. However, the fact that training can make an important, if not crucial,
contribution to organizational effectiveness is only now being recognized fully. Companies,
organizations and government are beginning to appreciate the value of adequate, consistent and
long term investment in this function.
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Training and Development programmes help remove performance
deficiencies in employees. This is particularly true when –
The deficiency is caused by a lack of ability rather than a
lack of motivation to perform.
The individual(s) involved have the aptitude and motivation
needed to learn to do the job better.
Supervisors and peers are supportive of the desired
behaviours.
There is greater stability, flexibility and capacity for growth in an organization. Training contributes to
employee stability in two ways. Employees become efficient after undergoing training.
Efficient
employees contribute to the growth of the organization. Growth renders stability to the workforce.
Further, trained employees tend to stay with the organization. They seldom leave the company.
Training makes the employee versatile in operations. All rounder can be
Training and Development- IndianOil
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Training and Development programmes help remove performance
deficiencies in employees. This is particularly true when –
The deficiency is caused by a lack of ability rather than a
lack of motivation to perform.
The individual(s) involved have the aptitude and motivation
needed to learn to do the job better.
Supervisors and peers are supportive of the desired
behaviours.
There is greater stability, flexibility and capacity for growth in an organization. Training contributes to
employee stability in two ways. Employees become efficient after undergoing training.
Efficient
employees contribute to the growth of the organization. Growth renders stability to the workforce.
Further, trained employees tend to stay with the organization. They seldom leave the company.
Training makes the employee versatile in operations. All rounder can be transferred to any job.
Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits
from year to year. Accidents, scrap and damage to machinery and equipment can be avoided or
minimized through training.
Even dissatisfaction,
complaints can be reduced if employees are trained well.
Training is an investment in human resource with a promise of
better returns in futures.
A company’s training and development pays dividends to the employee and the organization.
Though no single training programme yields all the benefits, the organization, which devotes itself to
training and development, enhances its human resource capabilities and strengthens its competitive
edge. At the same time, the employee’s
Training and Development- IndianOil
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_personal and career goals are furthered, generally adding to his
abilities and value to the employer.
Role and Scope of Training
Training has been performing a very important role in helping the Corporation to reach the
commanding heights of performance over the years. The vitality of an organization depends upon its
capacity to adapt itself to change. And the current changing environment calls for this the most.
Training plays a vital role in this regard. The primary role of training is to assist the employees in
their pursuit of knowledge and self-actualization, expounding the belief that there are no limits to
human potential and growth and such potential should get transformed into reality. Any training
would be considered successful only when the knowledge gained by the participants of various
programmes is transferred to their job performance.
All formal training activities conducted by the Training Centres at Head Office and at Regional
Offices are in line with the organizational needs. Formal training efforts of the Training Centres are
directed towards supplementing the primary training process which takes place on-the- job.
Need for basic purposes of training
The need for the training of employees would be clear from the
observations made by the authorities
1.To Increase Productivity: “Instruction can help employees
increase their level of performance on their present assignment.
Increased human performance often directly leads to increased
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operational productivity and increased company profit.” Again, “ increased performance and
productivity, because of training, are most evident on the part of new employees who are not yet
fully aware of the most efficient and effective ways of performing the jobs.”
2.To Improve Quality: “Better informed workers are less likely
to make operational mistakes. Quality increase may be in relationship to a company product or
service, or in reference to the intangible organisational employment atmosphere.”
3.To Help a Company Fulfill its Future Personnel Needs:
“Organisations that have a good internal education programme will have to make less drastic
manpower changes and
