Why Technology Can Diminish the Role of HR Function, but, Not Eliminate It Altogether
Why Futurists are Excited and HR Professionals are worried about Technology Of late, there has been much talk about how the latest technologies such as AI or Artificial Intelligence, Big Data Analytics, and Automated HR or Human Resources activities can eliminate the need to have dedicated HR staff. The thinking of these experts who proclaim […]
Managing Employee Relations
Literally speaking employee relations consists of all those areas in Human resource Management that involves general relationship with the workforce. This may be in the form of collective or mutual agreements that leads to the formation of trade unions or through policies and procedures for employee engagement and communication. The increased growth of workforce diversity […]
Performance Appraisal Biases
Managers commit mistakes while evaluating employees and their performance. Biases and judgment errors of various kinds may spoil the performance appraisal process. Bias here refers to inaccurate distortion of a measurement. These are: First Impression (primacy effect): Raters form an overall impression about the ratee on the basis of some particluar characteristics of the ratee […]
Essential Soft Skills at Workplace
Soft skills refer to a combination of some basic qualities which go a long way in differentiating human beings from animals. An individual is expected to behave in a mature way at the workplace, adhere to rules and regulations and also maintain the decorum. A casual approach is not always accepted at workplace and one […]
Why Performance Appraisals Have to be Data Driven Instead of Being Subjective
Employees Leave Managers Instead of Organizations due to Perceptions of Discrimination It is often the case that performance appraisals become the bone of contention between the managers and their subordinates due to differences over ratings and the resultant pay hikes and the quantum of bonuses. Indeed, it is quite common for employees to allege discrimination […]
Training methods pertain to the types of training that can be provided to employees to sharpen their existing skills and learn new skills. The skills that they learn can be technical or soft skills and for all categories of skills, some training methods are suggested here.
The training methods can range from onsite classroom based ones, training at the office during which employees might or not might check their work, experiential training methods which are conducted in resorts and other places where there is room for experiential learning.
Training methods include many types of training tools and techniques and we shall discuss some of the commonly employed tools and techniques. For instance, it is common for trainers to use a variety of tools like visual and audio aids, study material, props and other enactment of scene based material and finally, the experiential tools that include sports and exercise equipment.
If we take the first aspect of the different training methods that are location based, we would infer from the explanation that these training methods include the specific location based ones and would range from classroom training done at the trainers’ location to the ones done on the office premises.
Further, the experiential training methods can include use of resorts and other nature based locations so that employees can get the experience of learning through practice or the act itself rather than through study material.
It needs to be remembered that the trainings conducted in the office premises often involve employees taking breaks to check their work and hence might not be ideal from the point of view of the organizations. However, provision can be done to locate the training rooms away from the main buildings so that employees can be trained in a relaxed manner. For instance, Infosys has training centers that are exclusively built for training and these centers give the employees enough scope and time for learning new skills.
The next aspect of the training methods includes the use of visual and audio aids, study material, props and equipment. Depending on the kind of training that is being imparted, there can be a mechanism to use the appropriate tools and techniques based on the needs of the trainers and the trainees.
The use of the training material often indicates the thoroughness of the training program and the amount of work that the trainers have put in to make the training successful. Of course, if the training material is good, it also means that the employees would benefit from the scope and depth of the material though they need to invest time and energy as well.
Finally, the bottom line for any training to be successful is the synergy between the trainers and the trainees and this is where the HRD function can act as a facilitator for effective trainings and ensure that the trainers and trainees bond together and benefit in a mutual process of understanding and learning.
In conclusion, there are various ways to approach trainings and some of the methods discussed above would be good starting points for follow up action and partnership between the training agencies and the organizations.
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