Horti-Business Management (2+0)

Training

• Human resource capacity building is an important factor that contributes for organization and employees growth. Training is a process of imparting new knowledge or skill to an individual so that they are able to perform better in their job. Training is a process that tries to improve skills or add to the existing level of knowledge so that the employee is better equipped to do his present job or to mould him to be fit for a higher job involving higher responsibilities. It bridges the gap between what the employee has and what the job demands. Since training involves time, effort & money by an organization, so an organization should to be very careful while designing a training program. The objectives & need for training should be clearly identified & the method or type of training should be chosen according to the needs & objectives established.
• Training is objective oriented. Trainings are designed to bring about a desired specific change in the individual; hence training programs are designed to accomplish the training objectives. The need for training is identified by analyzing the need for new knowledge or skill, improve organizational setting – team building, orient to new policies, new products or services of the firm, etc.
• Training may be offered to new employees or existing employees, within the firm or by other institutions. Training new employees (Induction training) is important as it enables a new recruit to become productive as quickly as possible. It can avoid costly mistakes by recruits not knowing the procedures or techniques of their new jobs. The length of induction training will vary from job to job and will depend on the complexity of the job, the size of the business and the level or position of the job within the business.
• For new employees training is offered on the job or field training, to familiarize the employee to the policies, systems, procedures, products and services, customers, industry trend and suppliers and distributors. For the existing employee, training is offered to improve knowledge / skill or managerial practices required to perform in a higher cadre.
On-the-job training

• On the job training occurs when workers pick up skills whie working along side experienced workers at their place of work. For example this could be the actual assembly line or offices where the employee works. New workers may simply “shadow” or observe fellow employees to begin with and are often given instruction manuals or interactive training programmes to work through.
Coaching

• Coaching is learning by doing. In this, the superior guides his sub-ordinates & gives him/her job instructions. The superior points out the mistakes & gives suggestions for improvement.
Job Rotation

• In this method, the trainees move from one job to another, so that he/she should be able to perform all types of jobs. E.g. In banking industry, employees are trained for both back-end and front-end jobs. In case of emergency, (absenteeism or resignation), any employee would be able to perform any type of job.
Off-the-job training

• The employees are taken away from their place of work to be trained. Training can take the form of lectures or self-study and can be used to develop more general skills and knowledge that can be used in a variety of situations, e.g. management skills programme.