TRAINING IN AN ORGANIZATION
B. Off-the-job Training Methods
5. Transactional Analysis
It provides trainees with a realistic and useful method for analyzing and understanding the behavior of others. In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person.
Human Resource Manag. in Tourism 9.8 Training in an org.
This motivation reaction relationship between two persons is known as a transaction.
Transactional analysis can be done by the ego (system of feelings accompanied by a related set of behaviors states of an individual).
Child:
It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses which come to him/her naturally from his/her own understanding as a child. The characteristics of this ego are to be spontaneous, intense, unconfident, reliant, probing, anxious, etc. Verbal clues that a person is operating from its child state are the use of words like “I guess”, “I suppose”, etc. and non verbal clues like, giggling, coyness, silent, attention seeking etc.
Parent:
It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses imposed on her in her childhood from various sources such as, social, parents, friends, etc.
The characteristics of this ego are to be overprotective, isolated, rigid, bossy, etc. Verbal clues that a person is operating from its parent states are the use of words like, always, should, never, etc and non-verbal clues such as, raising eyebrows, pointing an accusing finger at somebody, etc.
Adult:
It is a collection of reality testing, rational behaviour, decision making, etc. A person in this ego state verifies, updates the reaction which she has received from the other two states. It is a shift from the taught and felt concepts to tested concepts.
All of us show behaviour from one ego state which is responded to by the other person from any of these three states.
9.4 DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
Employee training and development is an indispensable part of human resource function and management. Both the activities aim at improving the performance and productivity of the employees. Training is a program organized by the organization to develop knowledge and skills in the employees as per the requirement of the job. Conversely, Development is an organized activity in which the manpower of the organization learn and grow; it is a self- assessment act. In training, the employees are imparted technical knowledge and skills related to the particular job and stresses on improving the abilities of each worker. In contrast, development is a sort of educational process which focuses on the growth and maturity of the
managerial personnel. Check out the article given below, that elucidates the difference between training and development, in tabular form.
Comparison chart BASIS FOR
COMPARISON
TRAINING DEVELOPMENT
Meaning Training is a learning process in which employees get an
opportunity to develop skill, competency and knowledge as per the job requirement.
Development is an educational process which is concerned with the overall growth of the employees.
Term Short Term Long Term
Focus on Present Future
Orientation Job oriented Career oriented
Motivation Trainer Self
Objective To improve the work performances of the employees.
To prepare employees for future challenges.
Number of
Individuals
Many Only one
Aim Specific job related Conceptual and general
knowledge
9.4.1 The major differences between training and development are as under:
1. Training is a learning process for new employees in which they get to know about the key skills required for the job. Development is the training process for the existing employees for their all round development.
2. Training is a short-term process i.e. 3 to 6 months, but development is a continuous process, and so it is for the long term.
3. Training focuses on developing skill and knowledge for the current job. Unlike, the development which focuses on the building knowledge, understanding and competencies for overcoming with future challenges.
Human Resource Manag. in Tourism 9.10 Training in an org.
4. Training has a limited scope; it is specific job oriented. On the other hand, development is career oriented and hence its scope is comparatively wider than training.
5. In training, the trainees get a trainer who instructs them at the time of training. In contrast to development, in which the manager self-directs himself for the future assignments.
6. Many individuals collectively attend the training program. Development is a self- assessment procedure, and hence, one person himself is responsible for one’s development.
9.4.2 Advantages of training and development
Training and development has a cost attached to it. However, since it is beneficial for companies in the long run, they ensure employees are trained regularly. Some advantages are:
1. Helps employees develop new skills and increases their knowledge.
2. Improves efficiency and productivity of the individuals as well as the teams.
3. Proper training and development can remove bottle-necks in operations.
4. New & improved job positions can be created to make the organization leaner.
5. Keeps employees motivated and refreshes their goals, ambitions and contribution levels.
9.4.3 Disadvantages of training and development
Even though there are several advantages, some drawbacks of training and development are mentioned below:
1. It is an expensive process which includes arranging the correct trainers and engaging employees for non-revenue activities.
2. There is a risk that after the training and development session, the employee can quit the job.
9.5 Keywords
Vestibule Training: It is the training on actual work to be done by an employee but away from the work place.
Transactional Analysis: It provides trainees with a realistic and useful method for analyzing and understanding the behavior of others.
Apprenticeship:Apprenticeship is a system of training a new generation of practitioners of a skill
9.6 Self Assessment Questions
1.What Is Training? What Are The Objectives Of Training Department?
2.Write the difference between Training and Development?
3.How Would You ensure that the Training is Effective for an Employee within the Company?
4.What are the different methods you could use in training employees?
5.What do you consider the key criteria for training to be effective?
9.7 Further readings
1. Mirza & Saiyaddin, Human Resource Management, Tata Mcgraw Hill, 2002.
2. Aswathappa, K.Human Resource and Personnel Management Tata McGraw Hill, New Delhi, 2nd ed., 2001.
Lesson Writer:
Mrs. N. Geetha Sony
Acharya Nagarjuna University 10.1 Centre for Distance Education
Lesson - 10