“Management training” seeks to train the managerial personnel to improve their ability to contribute better to organizational goals. Even people with considerable experience in other companies need to be trained up properly before taking a new assignment. Training is a continuous process. Training is used not only to give personal skill or to brush up exiting skills to the level necessary to perform a new job, as the job changes or the employee demonstrate the need for additional skills, more training is provided. The most fundamental point is that training prepares the organization collective for various changes that may occur in the industry.
Steps involved in “effective training”–
The following steps are involved in effective training:-
(1) Determining training needs– training needs are based on future plans and the skill and competence needed to reach them, analysis of specified job needs and the assessment of the performance of the people and whether or not their performance can be improved.
(2) Defining training objectives– It is necessary to identify what the target group should be able to perform following the training programme.
(3) Defining abilities and interest of people selected for training– To some extent, training programme should be designed to fit for individuals needs.
(4) Selecting appropriate faculty– members/trainers and training methods. Faculty members are most important component of training programme. They should be highly knowledgeable, eloquent speaker, creative and should be able to motivate the trainees effectively and positively.
Management can employ various training methods or can select from wide varieties of methods. The methods have to match with the needs of the organization and the trainees. Training on the job or “on job training” has been proved to be most effective for all level of the personnel. Training should be imparted in “simulated” situation for realistic interaction. The problem should be discussed after spelling out properly, the various operating data collected; analyzed and final solution arrived at after thread-bare deliberation. This will help having an insight into the corpus of the problem which needs solution. The feed back received following the implementation of the decision/solution are further analyzed to assess the success or failure. This is known as the “modeling” training and perhaps most effective one used in the world today.
Last but not least, all training programme should be designed to develop the “integrated” personality of the executive, so that they can get motivated and enthused to give their best “voluntarily” without incurring any superimposed undue “stress”.