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TRAINING AND DEVELOPMENT

Objectives of Training

1. To improve job performance.
2. To develop employees for new responsibilities.
3. To prepare employees for promotion.
4. To reduce accidents and wastage.
5. To instruct in the operation of new equipment.
6. To ensure management succession.

Effective management succession requires prior planning. Seemingly simple matter has special problems in the case of small business particularly when it comes to its practical implementation. The entrepreneur is moulded in thinking in a groovy fashion. Moreover, training is not a one time job. It is a rather continuous process. Training seeks to upgrade an employee’s knowledge to keep abreast of changes in competitive business environment and prepare for advancement to challenging opportunities.

Before initiating a training Programme, the owner/manager should ascertain as to what training would induct change. Change herein implies the attainment of improved ability. The change should benefit both individual and organization. The change should occur in the following five areas:-

1. Knowledge
   It refers to the storage of information by an individual for use in problem-solving and decision-making. Greater the amount of knowledge, better equipped shall be a person to accomplish a job.
2. Attitude
   It is a state of mind which creates an urge to work for personal and organizational growth.
3. Ability
   It is the proficiency in performance of a given task.
4. Job Performance
   It measures how well the individual meets the requirements of a position.
5. Operational Results
   These indicate how well the organization has been able to achieve its objectives and goals.



Read more: MGT601 - SME Management - Lecture Handout 28

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POST AND FIELD PROBLEMS FACED BY A NEW ENTERPRISE

Chapter deals with post and field this problems faced by a new concern.

1. Acquisition of land;
2. Construction of building and other aspect of civil works;
3. Acquisition of machinery and its installation;
4. Preliminary work about the sources of supply of raw materials , labor and managerial inputs;
5. Prospecting about marketing;
6. Preliminary work regarding sources of working capital;
7. Coordination problem connected with the acquisition of different kinds of assets or completion of jobs;

Unless care is taken to ensure proper sequencing of different activities, the project would have cost over-run and/or time over run. Here in some kind of PERT analysis could be quite helpful.

Post Operative Problems of a New Enterprise

Several problems can create hurdle to start any enterprise-whether small or large. They need not always arise but an awareness regarding them could enable their timely avoidance or prevention. Below are given some of the post-operative problems.

• Lack or absence of profits.
• Experience factor:
  • Unfamiliarity or lack of experience in product or services line.
  • Lack of experience in management. There is a vast difference between being a machinist and being able to manage a machine shop.
  • Over-concentration of experience e.g. focusing only on the area of interest say, sales, finance, production etc and neglecting others.
  • Incompetence of management.

  Read more: MGT601 - SME Management - Lecture Handout 19