Training Program

Job Training Program

A job is a coordinated set of errands that are carried by a person to satisfy a purpose and also achieve his or her objectives and goals . It is a unit in an organization that remains unchanged thus a job is a fixed entity but it can be designed to fit a certain situation . How a job is done , what is done and the results achieved are usually depended on the capabilities and how the employees are motivated and the interactions with one another in the company and also with

their outside environment which include customers and suppliers . Jobs go hand in hand with roles so if you are doing a job you should also have a role to play . Therefore a role is the part people are playing in doing their job . A role may be individual where by it is carried out by one person or it may be generic where it is carried out by different number of people . Sometimes roles can be behavioral thus making roles be more about people than jobs (Raymond , 1994

Job Analysis

Job analysis is the procedure followed to find out what the employees are expected to achieve how they are supposed to achieve it when carrying out their work and the competencies and skills needed to meet the expectations of the company . Job analysis is very essential in an organization . It usually gives the information required to produce role pros , information used in recruitment , learning and development performance appraisals , job design and job evaluation . After the job analysis is done there is a result which is got which is referred to as role pro . The role pro describes the responsibility the holders are supposed to deliver in terms of the expectations of the company and accountabilities . It also defines the competencies and skills required to execute the job effectively , what role holders need to know and finally what they are able to do . Role pros are usually individual or they may belong to the whole group (Raymond , 1994

Job analysis also defines those tasks and duties that are supposed to be carried out in to provide a job so it is usually narrow and nonflexible . It usually describe out clearly exactly what job holders are supposed to do and also give the employees the opportunity to accept or object if they or they don 't fit in the given There is also job learning analysis which analyses the learning skills that contribute to a performance which satisfies the management . A learning skill is used to perfect other skills and knowledge , and represents broad categories of job behavior that need to be improved and new ones learnt . The learning skills include : adapting new ideas and systems , looking ahead and anticipating , physical skills that require practice , non-verbal information that include smell , sound , taste , sight and touch which is used to assess and categorize . Other learning skills include memorizing facts , diagnosing , analyzing and problem-solving without help (Martocchio and Judge , 1997

Training is a planned program to improve and bring about changes in knowledge , skills , attitudes , and social behavior . When training is done it brings along development . Development is a long term educational process aimed at preparing employees for future responsibility through the acquisition of new experience , skills , knowledge and attitudes . All employees in a company should undergo a training program in case there is implementation of new technology in the company . New employees in the company should also be job trained so that they can be able to adapt to the functions of the company and also operate in the way the company operates . For new employees to be recruited in the company they should have acquired the qualifications certain companies need their employees to have so it will be easy for the company to train them on the specific jobs they are supposed to carry out . A company should have a specific number of employees who they are supposed to train in a specific season and be able to provide the required workforce the company is requiring in to achieve its goals within the time limit set . Having a very small number of employees will make a company take a long time in achieving its goals and objectives although it will spent less amounts of money on wages and salaries

However having a very large number of employees will make a company work at diminishing returns because the company will spent much on employees who may have fewer turnovers , other than concentrating in things like production and manufacturing

There in entire need of job training of employees which include increasing productivity , to improve quality of goods and services , to promote inventiveness and imagination of employees , to improve health and safety of employees and to improve organization environment through increased morale of trained personnel . Training also helps in increasing personal growth , it leads to increased labor turnover , and it leads to job satisfaction and finally helps a company to fulfill its future personnel needs

In today 's approach there is focus on individual training and it ensures that it takes place when required this is referred to as just-in-time training . This training is closely connected to the vital and appropriate needs of employees by its association with immediate working activities . It is usually delivered at the possible time when the activity is taking place . The training is based on identifying the latest requirements , priorities and plans of the partakers . The program used in training takes in to account any transfer issues and aims to ensure that what is taught is being applied in the current work situation . Training should be systematic in that it should be specifically designed , planned and implemented to meet the definite needs (Martocchio and Judge , 1997

Job Design

Job design is the arrangement of the method , contents and interaction of the jobs in to suit both technological and organizational demands social and personal requirements of the job holder . It is a process that involves the structuring of the task related activities and individual acquaintances of a job by determining how responsibility , implication and self-sufficiency workers are allowed in their jobs . Job design is aimed at providing intrinsic rewards as compared to financial incentives which give extrinsic rewards . There are various reasons why job design should be carried out in a company . They include to satisfy organizational requirements for productivity , quality of products and services and for efficiency in operation , secondly to satisfy the individual needs which may include challenges and accomplishments thus bringing about commitment to carrying out the job well , to fulfill the social responsibilities of the organization to the people who work in it by improving the worth of working life , it brings about motivation reduces boredom and monotony and finally leads to empowerment . Thus the overall goals of job design are to blend the needs of an individual with the requirements of the organization . Therefore a job designer should consider a good set up of jobs which will provide maximum degree of intrinsic motivation for those workers carrying out the jobs with an aim of improving performance and productivity (Raymond , 1994

There are five main principles of job design which were suggested by Robertson and Smith (1985 ) and they include first to influence duty identity , integrate tasks and form natural work units , second to influence task magnitude and inform people of their importance of their work , third to influence feedbacks , create good relationships and have open feedback channels , fourth to influence autonomy , give employees the responsibility of making their own working systems and finally to influence talent variety , provide opportunities for people to carry out several tasks and also combine tasks . These principles bring about a variety of encouraging characteristics which are of great importance in job design . The characteristics are : use of abilities , response diversity , attitude that a chore is noteworthy and finally independence diplomacy , willpower and accountability

There are different techniques used in job design and they include

Job Enlargement

This is making a job larger in scope and expanding it by combining extra task activities in to the job through horizontal extension and loading again to increase variety and meaning of repetitive work

Job Enrichment

This involves expanding the job vertically . This expansion corresponds to compensation as well as increased power and usually goes with salary increment . The job holder is given a superior control over his or her work , more self-governance and responsibility . There are different elements of job enrichment which include accountability where by the workers are held responsible for their own performance , achievement where the workers should feel that they are accomplishing something valuable , feedback where workers should receive direct and timely information from the job itself regarding performance , flexibility where employees are able to get their own elasticity and work rates , control over resources where employees are able to manage their resources and costs finally personal growth where the workers should have the opportunity to learn new skills and technology (Raymond , 1994

Job Rotation

This refers to internal transfers within the organizations . This is done by way of training program where by the employees a couple of time like two to three months in an activity and then move to another job . This broadens the employees ' scope of experience and gives them a wide range of knowledge . It also reduces job monotony by having a variety of jobs in a span of time

Self-managing teams

These are self regulating teams who work without direct supervision This provides fundamental motivation by giving people independence and the means to control their work .The basis of the self sufficiency work group approach to job design is social-technical theory which states that the best results are achieved when workers are grouped in a way that they are related to each other by way of task performance . A self managing team enlarges a person 's job to include a wider array of working skills , divides tasks among its members

High-performance working design

It fully concentrates on ensuring that a technical group with high standards of service delivery is developed to meet the need of the organization to give quality levels of performance . They usually design to ensure that the needs are fully met to address the changing technological methods of manufacturing and production while also having to ensure that the initial expectations from its introduction are taken care of . It also entails that systematic training is done based on the evaluations done on training needs (Raymond , 1994

Job Implementation

This provides a framework of minimum right and rules used in an organization to regulate the function and activities of employees . There is both internal and external job implementation . The internal regulation deals with grievances , joblessness or disciplinary problems and rules affecting the operation of the organization . The external regulation deals with legislation , the rules of trade unions and employees ' associations and the regular content of the procedure used in the company , rules and agreements

Job Evaluation

Job evaluation is a formalized systematic method that attempts to define the relative value or size of jobs within an organization in to create internal relativities . It also provides the ground for designing an impartial grades and payment structures , giving the jobs a suitable grade and finally managing the job

Objectives of job Evaluation

There are various goals of jobs evaluation which include : to complement the internal rates of pay with other companies that compete and operate around the same environment , to ensure that like wages are paid to all qualified employees for the same work done so that the workers will not think that others are favored while they are sidelined , to also determine the rates paid for each job which is fair and balanced with relation to other jobs carried out in the organization as some jobs are complex and require higher payments than the others , to promote fair and precise consideration to all employees for job elevation , advancements performance appraisals and job transfer . Other objectives of job evaluation include to secure and maintain accurate and impersonal explanation of each job in an organization that is clear and understandable to the employees and the management , to provide information for employee recruitment , selection , replacement and training , to provide an average procedure for determining the relative worth of each job in an organization and finally to provide a factual basis for the consideration of wage rates for similar jobs in an organization (Raymond , 1994

The main objective which summarizes all other objectives of job evaluation in accompany states that in a job where there is no favoritism evaluation should lead to a payment structure which is clear and within which work of equal value receives equal pay regardless of sex , race , age or nationality

There are principles which should be followed when doing job evaluation The principles help in making a systematic program of job evaluation and they state that you should rate the job not the employee , the job should be rated on the foundation of what the job itself requires and how it should be done , supervisors should take part in the ratings of jobs in their own departments where they are specialized , the elements followed when job rating should be clearly defined and well known to the employees and also properly selected and finally is that when the employees have an opportunity of discussing the job ratings they give maximum cooperation so they should be given a chance to participate

There are different methods used in job evaluation and each method has its own pros and cons . A job evaluation process may be analytical or non-analytical . Jobs can also be evaluated on prices in the market , wage earned and the returns it is bringing in the company

Advantages of Job Evaluation

There are various advantages which come by due to job evaluation and they are of great benefit to a company . Job management usually improves labor management relations , incase of new jobs the method facilitate in fitting them in to the existing wage structure , the method helps in removing many accidental factors occurring in less systematic procedures of wage bargaining

the method may lead to a very great standardization in wage rates hence simplifying wage allocation to the workers , it improves inequalities in the existing wage structure and maintains sound and consistent wage differentials in an organization , it is a logical way and to some extend a objective method of ranking job relative to one another and finally the information collected in job evaluation may be incorporated in job , job analysis and used in effecting selection , transfers and promotion procedures (Raymond , 1994

Conclusion

It is usually argued that every time a company wants to be successful it should be able to carry out job analysis , development and training , job design and implement it and finally evaluate the job done by the employees so that they can be able to determine the amount of wages to pay them . The entire above are unavoidable in a company if it wants to be successful and achieve its goals and objectives but they should not be carried out in a manner that is discerning , prejudiced or biased so the processes should be analytical , fair , systematic , consistent transparent and flexible for the well being of all employees in the company and the organization at large

Reference

Martocchio , J . and Judge , T (1997 : Relationship between Conscientiousness and Learning in Employee Training : - Mediating Influences of Self-Deception and Self-Efficacy . Journal of Applied Psychology , Vol 82

Raymond , A .N (1994 : Employee Training and Development . 4th Edition Ohio State University

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