Saturday, 21 March 2020

Training, Development and Career Management

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Training, Development and Career Management


? Training is a planned programme designed to improve performance and to bring about
measurable changes in knowledge, skills, attitude and social behaviour of employees.
? The various types of training include: skills training, refresher training, cross functional
training, team training, creativity training, diversity training, and literacy training.
? Formal training methods include (i) on-the-job training covering job instruction training,
coaching, mentoring, job rotation, apprenticeship training, committee assignments and
(ii) off-the-job training includes lectures, conferences, simulation exercises and programmed
instruction.
? Training can be evaluated at five levels: reaction, learning, behaviour, organisation and
results. Career planning is the process by which one selects career goals and the path to
these goals. Career planning is not a sure bet, but without it, employees are seldom ready
for the career opportunities that arise.
? Career development is a lifelong process of understanding your career preferences;
identifying, obtaining and developing appropriate skills and training for that career and
continually evaluating your career preferences and skills over your working life to find
whether they continue to meet your needs and those of the organisation.
? Succession planning though a neglected area in the pre-liberalisation period, is carried
out in a systematic way in most professionally-managed companies in India now.
? Succession planning focuses on creating and stocking pools of candidates with high
leadership potential. Career development could occur at the individual or the organisational
level. Individuals can push up their careers through performance, exposure, networking,
leveraging, etc.


Career: A sequence of positions held by a person during the course of a lifetime.
Career Development Workshop: A training programme designed to assist employees in managing
their careers.
Career Path: The sequential pattern of jobs that comprises one's career.
Career Planning and Development: A conscious process through which a person becomes aware
of personal career-related attributes and the lifelong series of stages that contribute to his or her
career fulfillment.
Career Stages: An individual's career moves through five stages; exploration, establishment,
mid-career, late career and decline.
Counselling: The discussion of an employee's problem with a view to help the employee cope
with it.
Development: Broadening an individual's knowledge, skills and abilities for future
responsibilities.
Education: Conceptual learning that improves understanding of a subject/theme.
Job Instruction Training: Training received directly on the job.
Job Rotation: Moving a trainee from job to job so as to provide cross training.
Leveraging: It refers to resigning to further one's career with another employer.
Mentor: A person who is higher up the organisation and who can provide career advice and
support to a less senior employee.
On-the-job Training: Any training technique that involves allowing the person to learn the job
by actually performing it on the job.
Role Playing: A development technique requiring the trainee to assume a role in a given
situation and act out behaviours associated with that role.
Training: A planned programme designed to improve performance and bring about measurable
changes in knowledge, skills, attitude and social behaviour of employees.
Vestibule Training: A training method involving the creation of training facilities separate from
the regular production area but with the same equipment.

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