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Explain how training is given to different levels in an organisation? Is same training given to all levels of Personnel in a firm?
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The basic need and objective of training programme for a particular level differ from that of other level. For example, rank and file employees need specific job training while management group needs broad-based training. Thus a particular training programme would be more suitable to a particular group of people. Moreover, within a particular group, an individual may need a particular training while others 4Ray need some other programme. The determining factors would then be the level of an individual organisation and his own personality characteristics. However, in assessing the suitability of training programmers, the former factor is more emphasised. From this point of view, the entire personnel of an organisation may broadly be classified into three levels, viz., rank and file employee, supervisory level, and management level.
(1) Rank and File Employees-Most extensive of all training programmes are those designed to meet the needs of rank and file employees. Such employees may require training either at the time of entry or at subsequent time to keep pace with the technological development. Thus, the training is mostly of technological nature. Pre-employment training may involve preparation not for a single job, but for the many types of related jobs that may be given to workers subsequently. Retraining or refresher courses may be given as a means of avoiding personal obsolescence.
(2) Supervisory level—Candidates for frontline positions and incumbent supervisor need the same kind of training opportunities. People at this level need to know how to develop and carry out approved to meet the requirements of their superior managers. At this point where a trainee is assigned to a supervisory position, the practice of management begins. Over a range of time, the new incumbent practices with full responsibility for results what he has about supervision and refines his peculiar techniques of inter-personal relationships. His further career depends upon his developed skills, and the outstanding men will become candidates for promotion to middle-management positions.
(3) Management level—Management differs from supervisory group so far as the training need is concerned because people at this level do not have any direct contact with working force. Their outlook is broad based. Management group may further be divided in two levels: middle management and top management. The men to enter the middle management group are generally supervisors who have had several years of on the job practice. These men stand most into need of knowledge of management theory. On the practical side there is much about management that they know informally. Now, when they are about to manage managers and not technicians, no longer they can rely so much on their technical proficiency to get things done. To manage managers, they need a comprehensive understanding of the functions of managers because these are means they must utilise to accomplish their job.
On the other hand, men to be trained at top management level are normally functional managers who are candidates for general management positions. Functional managers require training in the management of functions which are strange to them. Top managers are required to have a substantial back grounding in the fundamentals and techniques of management moreover the knowledge and technical aspects of managing are rapidly changing. One of the objectives of top management training should be the reviews of management theory and principles and the updating of knowledge and technical developments in managing.
On the basis of above discussions, following training programmes may be recommended for people at various levels:
(a) For All Levels:
(1) Job-experience (2) Induction and orientation.
(b) For Rank and File Employees:
(1) Job training (2) Apprenticeship
(3) Pre-employment training (4) Retraining.
© For supervisory Levels:
(1) Supervisory skill training
(2) Coaching
(3) Special Course and classes
(4) Conferences
(5) Job rotation
(6) Brain storming
(7) Case studies
(8) Special projects and task forces
(9) Simulation - role playing
(10) Sensitivity training
(d) For Management Level:
(1) Coaching
(2) Special courses and classes
(3) Conferences
(4) Job rotation
(5) Brain storming
(6) Committee assignments
(7) Selective reading
(8) Case studies
(9) Multiple management
(10) Selective reading
(11) Simulation- role playing gaming.
(12) Sensitivity training.
