Training in Mahindra
SYNOPSIS
OPTIMIZATION OF FUNCTIONAL TRAINING PROCESS at Mahindra & Mahindra, Swaraj Division, Mohali. Companies have found that investment in human capital in the form of training and development yields high returns. The ones that recognize the value of their employees and place a new emphasis on education and training are becoming more competitive, successful, and profitable as a result. Training can be broadly divided into 2 categories: Behavioral Training: This training is given to employees to improve their softskills and inculcate managerial qualities in them. Functional Training: It is job-related training. It focuses on the work to be done. It systematically uses selected, structured and documented workplace experience, combining theory with practice, and is guided by clearly defined objectives. Functional training is very important in manufacturing industry as it helps employees in ensuring their safety while working on machines, upgrade them with latest manufacturing practices and improve the productivity of company. Training Need Identification: Training need identification is one of the foremost step in designing a training program. Training efforts must aim at meeting the requirements of the organization (long term) and individual employees (short term). This involves finding answers to questions such as: whether training is needed? If yes, where it is needed? Which training is needed? Etc. Once we identify training gaps within the organization, it becomes easy to design an appropriate training program. It is one of the foremost steps in a training program.
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Training Methods: Training methods are usually classified by the location of instruction. On the job training is provided when the workers are taught relevant knowledge, skills and abilities at the actual workspace. Off-the-job training, on the other hand, requires that trainees learn at location other than the real work spot. Effectiveness of Training: It is necessary to measure how
OPTIMIZATION OF FUNCTIONAL TRAINING PROCESS at Mahindra & Mahindra, Swaraj Division, Mohali. Companies have found that investment in human capital in the form of training and development yields high returns. The ones that recognize the value of their employees and place a new emphasis on education and training are becoming more competitive, successful, and profitable as a result. Training can be broadly divided into 2 categories: Behavioral Training: This training is given to employees to improve their softskills and inculcate managerial qualities in them. Functional Training: It is job-related training. It focuses on the work to be done. It systematically uses selected, structured and documented workplace experience, combining theory with practice, and is guided by clearly defined objectives. Functional training is very important in manufacturing industry as it helps employees in ensuring their safety while working on machines, upgrade them with latest manufacturing practices and improve the productivity of company. Training Need Identification: Training need identification is one of the foremost step in designing a training program. Training efforts must aim at meeting the requirements of the organization (long term) and individual employees (short term). This involves finding answers to questions such as: whether training is needed? If yes, where it is needed? Which training is needed? Etc. Once we identify training gaps within the organization, it becomes easy to design an appropriate training program. It is one of the foremost steps in a training program.
1
Training Methods: Training methods are usually classified by the location of instruction. On the job training is provided when the workers are taught relevant knowledge, skills and abilities at the actual workspace. Off-the-job training, on the other hand, requires that trainees learn at location other than the real work spot. Effectiveness of Training: It is necessary to measure how
Bibliography: BOOKS GARY DESSLER (2003), Human Resource Management, 10th Edition, Pearson education, New Delhi BHASKARCHATTARGEE (1996), Human Resource Management Contemporary Text, Sterling publishers, New Delhi BISWAJEET PATTANAYAK (2001), Human Resource Management, Prentice-Hall Of India Pvt Ltd, New Delhi K.ASWATHAPPA (2002), Human Resource Management, Tata McGrawHill Publishing Company Ltd JOURNALS Human Resource Professionals, Vol-8, No-3 RESEARCH PAPERS Capital Wave Inc. Identifying Your Training Needs Estrada Vicente. Training in Manufacturing Continues to Evolve. Bates Reid. Louisiana State University. A critical Analysis of evaluation practice. Raju Hemalakshmi. Functional Training Treasure Unexplored. Human Capital, Dec 2012 69 Kaber David, Ray Paul, Mittal Anil, et al. A framework for training workers in contemporary manufacturing environments. International Journal of Computer Integrated Manufacturing Strategic Training. McGraw- Hill Australia WEBSITES www.shrm.org www.hrm.co.in www.businessballs.com www.whatishumanresource.com www.mahindraswaraj.com 70