The sit command is the most popular and most used dog training command in the dog behaviour training world, and for good reason, the ‘sit’ command is the first command most dogs learn and is the basis for all other commands to be built upon.

Your dog should be taught the ‘sit’ command as soon as possible. It is the first step in obedience for your dog and should be taught as soon as your dog is comfortable with his/her name being called and is responding well to it.

So when is the best time to teach your dog this command? The timing is crucial for training your dog, once your dog is fairly comfortable with the command, it’s not a bad idea to practise often without care to other circumstances but to begin with timing and your dog’s frame of mind are very important.

You dog will respond best to your dog training methods before meals or when your dog is hungry, when your dog wants something he will be a lot more tolerable to train. Make sure you always reward your dog for doing well, as soon as they’re doing what they’re supposed to, reward them there and then, making your dog wait around will confuse your dog and make them more disobedient in the long run.
Now you know the basics of what to do and what not to do and when to do it, its time for the actual training. Before you start be sure you have treats ready for your dog when he performs well, start in a quiet room or place where your dogs attention won’t be distracted and make sure your dog knows you have treats to reward them with. Use the treat to hold above his head, slowly moving it directly above their head. In doing this, your dog should naturally fall back into the sitting position by bending their legs to keep track of the treat above. As soon as your dog’s rear touches the ground, reward them with lots of praise and the treat you used.

This may take several days or even weeks before your dog is completely comfortable with this exercise, if your dog refuses to be calm and stay in one place while you do the exercise, try using any of the discipline procedures at Dog-Behavior-Training.co.uk.

Getting angry with your dog during these exercises will not help the situation and it is always best to take time out if your feeling stressed or annoyed because your dog will sense these feelings and won’t want to cooperate even more.

Leash training or lead training is the discussion of many dog trainers in this modern age and discussions of how to train your dog in the nicest possible way are aplenty. These discussions are brought about by people and dog trainers believing that pulling on the leash to correct a dog’s behavior is causing injury to the dog.

I’m not here to discus this also, but I certainly don’t believe there is anything wrong with leash training if it is done in the correct way and care is taken not to hurt the dog or give any sudden forceful pulls on the leash.

Leash dog training is equally as popular as any other form of dog training within the expert dog training community because when done properly it gets results quickly and effectively.

Leash training is used by correcting your dog’s movements and gently tugging on the leash to force the dog to go in a way they would not have originally gone and to direct them in the favoured way for the training exercise in hand. Often the problems of leash training are with getting your dog comfortable with the leash and collar so I will briefly discus the key aspects of getting your dog to behave when going for walks on a leash and the problems you might face.
Some dogs are excited to get their collar on and other are not so fond of it, train your dog to sit and stay first before learning to take your dog on a leash, many dogs like to wriggle around and run about wile you try to put a collar or lead on them so the sit stay commands will be essential.

While doing any pre-leash exercises or walks if your dog misbehaves by being too excited you should simply remain calm and not go for walks until they are acting appropriately, this should calm your dog down and act as a light punishment for them.

When starting leash training, begin in your own home and then work your way up to more populated and new and interesting places, if your dog misbehaves or is pulling on the leash constantly when they are out then discipline accordingly, and as always practice will be the deciding factor to how quickly your dog will accomplish good behavior.

Research shows that as much as 13% of training is accounted for by online training methods. This is another trend noticed in computer training methodologies these days. Read on to know some of the other trends that has hit this segment.

Delivery modes transforming

Most corporate computer training is today focusing on people within the organization imparting training. Unlike earlier, where external faculty or qualified trainers would come to train, today more and more in-house bosses are doing the job. However, while they maybe experts in their niche subject domains, the method of delivery is sorely lacking. Since these persons have not been qualified to impart effective training and teaching, it is only a half-hearted approach. In order to improve on this aspect, external trainers are imparting computer training skills like communication, locating resources, design as well as development of training modules and much more, to the in-house bosses.

Self study another trend

Many online classrooms that deal with computer training have live instructors doing the job. However, this is on a remote basis. Many people have found learning during their job more fulfilling and comprehensive as opposed to theoretical classroom based teaching. It is because such a technique focuses on practical application of tactics learnt during the computer training program. Many even prefer CDs and other self learning tools to learn more about computers. Both the intranet within an organization as well as internet online tutorials is expected to grow as media of instruction.

Individual learners

Unlike earlier days when computer training was imparted to a group of people, today more and more people want individual attention and training. This has led to a diversification in the design of such training programs. Various techniques like facilitated sessions, lateral job movements, cross training, increasing work assignments, reading etc. are now growing as new-age techniques in computer training methodologies.

Just in time training

This is another emerging trend in the segment of computer training . Training these days is being provided as and when the employee needs it. Instead of earlier methodologies, which focused on imparting training months beforehand, these days the training is provided in a response to employee need. So, if an employee requires training in Java before a new project comes, it makes more sense because he or she can now apply the new lessons learnt in the training.

Courses with instructions

Another trend in the segment of computer training for corporate organizations is to opt for courses of high quality that are led by instructors. This helps facilitate an enterprise solution that is applicable throughout the company. The best thing about these courses is that training can be imparted on every employee’s desktop.

Access to updated resources

Today’s computer training focuses on self-help tutorials that are updated with updated research material. Employees can thus access the latest information through a library of all the reference materials and resources a person needs. This is a powerful training model, which facilitates ready access to tools and materials for easy learning. In addition, companies are able to save more on training costs and cut down on training timelines as well.

Rising Computer Training Trends That You Could Be Aware Of – Before the Others
Research shows that as much as 13% of training is accounted for by online training methods. This is another trend noticed in computer training methodologies these days. Read on to know some of the other trends that has hit this segment.

Delivery modes transforming

Most corporate computer training is today focusing on people within the organization imparting training. Unlike earlier, where external faculty or qualified trainers would come to train, today more and more in-house bosses are doing the job. However, while they maybe experts in their niche subject domains, the method of delivery is sorely lacking. Since these persons have not been qualified to impart effective training and teaching, it is only a half-hearted approach. In order to improve on this aspect, external trainers are imparting computer training skills like communication, locating resources, design as well as development of training modules and much more, to the in-house bosses.

Self study another trend

Many online classrooms that deal with computer training have live instructors doing the job. However, this is on a remote basis. Many people have found learning during their job more fulfilling and comprehensive as opposed to theoretical classroom based teaching. It is because such a technique focuses on practical application of tactics learnt during the computer training program. Many even prefer CDs and other self learning tools to learn more about computers. Both the intranet within an organization as well as internet online tutorials is expected to grow as media of instruction.

Individual learners

Unlike earlier days when computer training was imparted to a group of people, today more and more people want individual attention and training. This has led to a diversification in the design of such training programs. Various techniques like facilitated sessions, lateral job movements, cross training, increasing work assignments, reading etc. are now growing as new-age techniques in computer training methodologies.

Just in time training

This is another emerging trend in the segment of computer training . Training these days is being provided as and when the employee needs it. Instead of earlier methodologies, which focused on imparting training months beforehand, these days the training is provided in a response to employee need. So, if an employee requires training in Java before a new project comes, it makes more sense because he or she can now apply the new lessons learnt in the training.

Courses with instructions

Another trend in the segment of computer training for corporate organizations is to opt for courses of high quality that are led by instructors. This helps facilitate an enterprise solution that is applicable throughout the company. The best thing about these courses is that training can be imparted on every employee’s desktop.

Access to updated resources

Today’s computer training focuses on self-help tutorials that are updated with updated research material. Employees can thus access the latest information through a library of all the reference materials and resources a person needs. This is a powerful training model, which facilitates ready access to tools and materials for easy learning. In addition, companies are able to save more on training costs and cut down on training timelines as well

Dog tooth cleaning is essential for your dog’s dental hygiene and after your dog reaches the age of two to three years plus, dog tooth cleaning will become more and more essential as your dog grows up.

Every time your dog has a bowl of food or some treats (some treats help with cleaning teeth) some of the food gets stuck around the gums and mouth of the dog. This food then turns into plaque and after staying there for a short period of time of about one to three days, this plaque turns into tartar which is a key element in gum and mouth diseases which can put your dog in a lot f pain.

To combat these diseases you will need to get rid of the plaque and you do this in much the same way as us humans do it, witch is by brushing them. Dogs are a little bit trickier to deal with than humans so training will be needed.

First you need to get your dog to sit using the commands learnt on this site. If you cannot do this yet then it should be taught first. Start by gently breaking your dog into the habit of you playing with their teeth and around the mouth area by rubbing a tasty nice tasting treat around the teeth and mouth, if your dog acts well and lets you do it you should reward him/her for their patience with a treat every time.
After your dog is comfortable with you playing with their teeth, start to do the same but with dog toothpaste so they get used to the taste and sensation. When you and your dog are comfortable with you using your finger instead of a toothbrush its time to make the swap to the real thing.

To brush effectively you should move the dog toothbrush in circular motions to dislodge plaque and start from the back teeth working your way to the front, don’t be too rough with your dog and always try to keep it fun for them and you shouldn’t have too many problems.

Once people become familiar with electronic training products and use them properly, they find the methodology is proven, efficient, economical, and ethical.

The type of training in which an electronic aid is used is critically important, for it will influence the type of product and methods used. Is the equipment being used to teach a new obedience command, correct some common misbehavior, or is it being used to reinforce another electronic training methodology?

Factors affecting success Before an electronic training tool is used, it is strongly suggested that the entire training situation be re-examined. There are three major considerations in this re-evaluation:



Does the owner know what he is doing, does he understand the training process, and can he apply proper methodology to a specific situation?

Is the owner training the dog properly, does he have a plan for this specific misbehavior, and is he executing that plan appropriately and correctly?

Is the dog trainable? Is the dog in question stubborn, set in his ways, or unintelligent?



(We believe that all dogs are trainable. Dogs that seem stubborn, or unintelligent, have simply not been trained properly, consistently, or effectively.)

Of these factors, the first two are most important. If training is not successful, in most cases it is because owner education, preparedness, consistency or commitment is lacking. This may be difficult for some owners to accept, but remember that we have invited dogs into our environment. It is our responsibility to teach them in ways they can understand. This is incredibly important, because if an owner has not taken the time, or applied the appropriate techniques properly and consistently, training with an electronic product will not make a difference. It will only confuse even the smartest dog.

There are certain signals that suggest a dog has not been properly trained. In these instances a dog may:

Resist when his owner attempts to place a collar around his neck.

Withstand correction, of any type, in the presence of certain distractions

Control his owner by acting timid or by ignoring his owner

Panic when he senses a warning.

Attempt to escape when receiving a correction

Do anything except the behavior necessary to avoid the correction.

Electronic pet training requires knowledge and skill Why the concern for proper education? Because of the largest variable in the equation – the owner. Let us face it, humans are very unpredictable, as far as dogs are concerned. The response of most owners to the need for correction varies widely, depending on the dog, the training, the situation at hand, and even the mood they happen to be in at the time. This is not conducive to effective training – of any kind.

In most cases, a dog exhibits a behavior in response to some stimulus or distraction. Owners must be careful not to create yet another, different misbehavior by misapplying the correction, or applying it at the wrong time. And, for the safety of the dog, it is unnecessary to correct it for every little thing. Owners must be selective to avoid canine confusion. When applied properly, electronic training can be done successfully. To help understand this, let us examine how people respond to their dog without electronics.

Dog owners respond to their dog in any number of different ways. They may reward their dog by petting, talking, providing food or treats, playing, or letting them sleep on the bed. The list is as long as there are owners on it. These same owners also correct in various ways, including yelling, hitting, throwing things, the use of a chain link training collar, ignoring their dog, not providing food or treats, or isolation in a room, crate, or kennel. This does not imply that all of these forms of reward and correction are acceptable. Only that they are multiple, and that training can be successful under some of these circumstances. So it is with electronic training.

One of the greatest acknowledged advantages of electronic training is that sophisticated electronics do make us humans more predictable. It enhances human consistency, especially as it relates to correction. It also allows humans to easily and conveniently apply appropriate corrections, even when a dog is not within range of traditional (leash and choker collar) correction techniques.

Rules of electronic training As was mentioned earlier, electronic training operates on the same basic principles used in all canine behavior modification: correction, redirection, and reward. Therefore, it is imperative that the dog understands the basics before more sophisticated training begins.

‘Dummy Equipment Effect’: Before electronic training begins, the owner/trainer needs to be comfortable in the use of the device, and the dog needs to be comfortable, as well. Thus it is very important to create the ‘Dummy Equipment Effect’ before beginning.
Dogs are highly intelligent and certainly smart enough to know the difference between the different types of collars being used. They look different. They smell different. They exert different pressures on the neck once they are applied. Even the owner/trainer acts differently with the different collars. In some cases, the owner/trainer is there; in other cases, he is not.

Because all of this is true, it is important to eliminate the equipment itself from the learning process. Here is how.

Before beginning to train with an active electronic collar, the dog should first become accustomed to a deactivated collar (i.e., take the battery out). Even if the dog trainer or dog owner is under pressure to train the dog quickly (e.g., the neighbors are complaining), he still needs to teach the dog that the collar is not something to be feared.

The last thing someone wants to see is the dog cowering when it is being approached with a training collar, electronic or otherwise. By spending just a few days introducing the dog to the collar, other problems can be prevented.

General Rules: All of the general rules of obedience training apply to electronic training as well. In fact, they are probably even more important in electronic training. These guidelines include:

Do not train the dog for extended periods of time.

Limit the number of corrections the dog receives in one training session and in one training day.

Be sure that corrections are properly balanced with reward.

Always give the correction at the same time. That is, do so only when the dog is actually misbehaving, not before the misbehavior occurs or after the misbehavior has stopped. This is important because it gives the dog a chance to learn, (i.e., to understand what causes the correction in the first place).

The importance of redirection and reward Electronic training combines several different techniques. Applying a correction is only a small part of a training program. Redirection and praise are far more important.

Why is this methodology important? Suppose there is a dog in a containment system, but every day he charges away and barks at a jogger who is running along outside the established bounds. What should be the desired correction? He should come when he is called, stay in the yard, and stop barking at the jogger. But chasing and barking are perfectly normal in a dog’s natural environment. Only in the human environment are they inappropriate.

Therefore, if the owner/trainer really wants to train the dog under these circumstances, he must first correct at the appropriate time, and consistently. He would do so using an obedience command. So, before beginning more complicated electronic training, it is important that the dog understand basic obedience commands. The trainer/owner must build from a solid foundation provided by these training basics.

In this specific instance, as soon as the dog takes off running, he would be given the ‘Come’ command. That way, when applying correction, it is because the dog did not come on command, not because he is chasing a jogger. Conversely, when the dog does obey immediately, he is praised for responding to the command, not for breaking off his pursuit. This is called redirection.

The risks in electronic training are the many variables. This same situation, handled improperly, can have the opposite effect. It could train the dog to attack joggers. A correction at the wrong time may cause the dog to identify the correction stimulus with the jogger. Dogs are known to have fight or flight responses to such threats. If the dog’s response is to ‘fight,’ joggers beware!

Reward: Unfortunately, some dog trainers/owners put the emphasis on correction. Even in this article, the information is weighted in this area. This is because correction is the area where most training problems occur. Reward is a much easier concept to understand and apply. During training, the dog should constantly and consistently be given a deserved reward – preferably praise and petting – for behavior that meets his training objectives. Again, timing is critical. The dog must be able to make the connection between the reward and the appropriate behavior.

Gratuitous reward is also a no-no. The dog trainer must reward the dog only when he is behaving properly. Do not worry, there will be plenty of opportunities to do so. Unless, of course, the dog trainer/owner slacks off and chooses to reward inconsistently; or he breaks down further and treats the dog to praise, petting, and food, even if a behavior is inappropriate.

Emotional and energy outlet: Appropriate emotional outlets also bear some discussion in this context. Obviously, electronic training is designed to stop a dog from exhibiting misbehaviors, and help reward him for what the dog trainer/owner considers appropriate behavior. But if a dog cannot leave the yard, no reward can replace the freedom he has lost. In such cases, a dog must be given other appropriate outlets. This is why activities like running with the dog, or playing with him, are extremely important.

Redirection: Redirection is equally important, if not more so. In many electronic training situations, the dog trainer/owner needs to provide an alternate behavior for the dog. This redirection provides a known behavior pattern that the dog can fall back on, enabling the dog trainer/owner to reward him. A good example of such a behavior pattern is the ‘Sit,’ ‘Get your ball,’ or other command the dog already understands.

Have a plan: Overall, what one tries to do with redirection and reward is build better behavior in the dog. But when building anything, it is useful to have a blueprint – a plan that outlines specifically what to do under an array of circumstances.

Because of all the variables involved with electronic training, the dog trainer/owner needs to have such a plan. He needs to know exactly what he is going to do before a situation arises. Because, when it comes to training dogs, he needs to expect the unexpected. But if there is a plan in place, he will know exactly what to do.

The best plans are the simplest – the ones that ask the dog to do something basic. Pick something the dog has done many times before; perhaps a ‘Sit’ and ‘Stay’ command. Reliance on an old habit can bring a misbehaving dog – even a frightened or frazzled dog – back into the comfort zone. This will enable the dog trainer/owner to reward the dog, or regroup, should this become necessary.

We as dog owners need to be aware of the deadly parasites that walk our earth. Our dogs stand a chance of being introduced to more of them than we may know. Even though most stages of problems to external parasites are only minor, they still need to be looked into. Dogs that hold a large infestation can sometimes bit and scratch parts of their bodies. Corresponding with that, usually dogs that bite themselves harm their own body in someway.

The myth that dog fleas do not bite humans is very much false. This is a scary thought, but it is in fact entirely true. They do prefer the company of dogs more, but that does not stop them from what they do. Most families ignore dog fleas and it is a serious problem of infestation. Taking care of fleas is very simple and usually cost productive.

The most common parasite that gets into the canine body is roundworms. The name roundworms gives a good explanation as to what they actually are. Roundworms pass from dog to dog through touching of the saliva and noses and such, but can also be passed from simply being in the dirt for an amount of time before they die.
The main parasite that sticks to the outside of the canine skin is called the tick. This is a common fear of humans due to their very ugly spider like appearance. The tick is not really the dangerous part, but what the tick spreads is. What they do is jump from dog to dog sucking the different blood types of the canine and mixing them at times. As you can imagine, the mixing of blood is always dangerous with disease.

“The illiterate of the 21 century will not be those who cannot read and write but those who cannot learn, unlearn and relearn”, Alvin Toffler.

INTRODUCTION:

“By spending just 10 per cent of GDP (RS 4,90,000 Crores) on skill repair, the country would be able to generate extra income of 61 percent of GDP (RS 17,51,487 Crores) for the current unemployable youth”, according to India Labor Report 2007. It indicates the importance of ‘training and grooming’ which is required so as to enhance the efficiency of not only the unemployable youth but also the employed people. In this context, it is desirable to explain briefly about the fundamentals of education, training and development.

EDUCATION, TRAINING & DEVELOPMENT:

Education is a broader concept and it provides all round knowledge, skills, attitudes etc., Training is the narrow area, functional area and is more or less related to job. Training is subset of teaching and education. According to Flippo, “Training is the act of increasing the knowledge and skills of an employee for doing a particular job”1. An automobile engineer having formal education, at times, may not be as capable of an automobile mechanic without formal education because of the training the latter had. The mechanic after working very hard continuously and mechanically for a long period becomes an expert not by education but by training and experience. It is like saying that, in a clinic, a compounder is better than a doctor who acquired a professional qualification. On the other hand, development is career oriented which helps in the growth of the individual as well as the institution.

Training is usually cut out for short term and it is meant for non managers mainly covering technical knowledge. Training is provided for imparting specific skills among operative workers and employees. The corporate trainer or supervisor has a pivotal role to play in this regard. On the other hand, development is cut out for long term and it is meant for managers covering theoretical as well as conceptual knowledge. Development denotes the overall growth of the executives where the executive motivates himself to develop. Rather development is a broader concept when compared with training.

UNEMPLOYABILITY AND UNEMPLOYMENT:

Mr.Amit Bhatia, founder CEO of Aspire said, “Only 39.5 per cent of graduates in India are employable and the challenge is to bridge the HR gap by providing skills training to the other 60 per cent”2.

Presently we have unemployability problem not unemployment problem. Everyone knows what unemployment is but a few are aware of unemployability. In the past, especially before the liberalization, privatization and globalization India had unemployment problem where the candidates had the eligibility, suitability and capability but jobs were not available due to lack of so many opportunities. But ever since the mid nineties many global MNCs have come to India and set up their shops and industries and as a result so many employment opportunities have been created. But unfortunately candidates do not possess the requisite skills and abilities which are expected by the employers. It is a state of unemployability problem. To some extent, it is the result of outdated academic system. The present educational system is theoretical oriented and no way related to the practical application and, as a result, the candidates struggle to get placed. In this context, it is desirable to dwell at length about the relevance of Soft Skills.

SOFT SKILLS:

There is an adage in business, “People rise because of their hard skills and fall because of (the lack of) soft skills”. Hard skills are the domain skills and are also called technical skills. Soft skills are like non domain skills and anything other than the subjective knowledge that helps in effective communication, presentation, team building and leadership are known as soft skills. These are also known as emotional intelligence and the interpersonal skills. To put it in a nut shell, the soft skills and hard skills are two sides of the same coin and the one without the other has no meaning.

IMPORTANCE OF SOFT SKILLS:

Soft skills believe in nurture rather than nature. It manages by interacting between subtle and fickle human beings. It enhances the efficiency at the work place and minimizes the attrition rate. It always makes an individual stay ahead of time.

Soft skills enhance employability of the candidates and provide a solid ground to get adjusted and get along in the organizations more effectively and efficiently. These enhance the core competence and confidence of an individual. The growing widening gap between the talent supply and technical demand can be narrowed down. In a nut shell, proper training in soft skills creates more opportunities for the fresh candidates thereby minimizing the talent crunch in the job market.

There should be inclusion of soft skill subject in the academic curriculum so that students will have confidence and courage to communicate in the corporate world.

Infosys conducted 5 day work shop on Soft Skills titled Special Training Program (STP) for the teaching faculty in Hyderabad in 2007 and it is a step in the right direction and it shows the significance attached to the area of soft skills.

IMPORTANCE OF TRAINING AND DEVELOPMENT:

“William James of Harvard University estimated that employees could retain their jobs by working at a mere 20-30 per cent of their potential. His research led him to believe that if these same employees were properly motivated, they could work 80-90 per cent of their capabilities”.3

Training cuts down the costs and contributes to better utilization of machines and materials. It also helps to reduce the cost of raw materials and products thereby minimizing losses due to waste and poor quality products. Apart from this, it minimizes absenteeism, accidents, employee’s dissatisfactions and grievances. Production and the productivity can be enhanced as wastage is brought down and the employee’s efficiency is increased. There will be qualitative improvement both at the work front as well as at the human resources front. Motivation and morale will be extraordinarily high. Employees do not get boredom with the routine and outdated tools and techniques as training will help them get updated which leads to accepting new roles and responsibilities thereby giving better job satisfaction and sense of achievement. There will be total personal and professional safety thereby preventing health hazards. In a nut shell, there will be all round personal and professional prosperity and growth.

TYPES OF TRAINING:

Below are the various types of training. They are:

1. Induction training.

2. Job training.

3. Apprenticeship training.

4. Refresher training.

5. Internship training.

6. Training for promotion.

Induction Training: It is also known as orientation training as the newly recruited employee is oriented with the rules and regulations and roles and responsibilities of the institution. The employee learns the basic tools and techniques that are required to work on a daily basis. It is basically for short term period to the freshers by supervisors so that the freshers get acquainted with the organization. It is like tuning, training and grooming to the organization with in the shortest possible span of time.

Job Training: It is basically for providing specific skills related to job so that the freshers can perform at ease. It is basically for knowledge and skills’ imparting so as to provide confidence to the newly inducted employees.

Apprenticeship Training: It is like learning and earning where the fresh students will be provided with training related to knowledge and skills of a particular trade. Govt. of India has made it mandatory for a few employers to provide such kind of apprenticeship to students where class room instructions along with on the job training are imparted. Under this the employers get cheap man power and the trainees also get some wages for the work they rendered.

Refresher Training: It is also known as retraining where the employees who worked many years are provided with fresh training to get them updated with the latest developments in technology and other related areas of knowledge and skills. It is in this context, Dale Yoder aptly quoted, “Retraining programmes are designed to avoid personnel obsolescence”. It enhances both efficiency and efficacy.

Internship Training: Under this the educational institution ties up with the industry to provide training to its students for some time so that they get exposed to the industry who can be absorbed if the industry finds them suitable and competent. It is usually for the period from 6 months to 2 years. For instance, the engineering students work in the final year for some time in the business enterprise. So is the case of management graduates where they learn about the business by way of case studies during their class rooms and go for internship during the course or at the end of the course with business enterprises to get practical exposure and expertise.

Training for Promotion: It is a motivational move by the companies where the talented employees are short listed for further and higher training so that they can shoulder the roles and responsibilities when promoted.

TRAINING METHODOLOGIES:

A survey conducted by Kalra 4 indicated that participants would like to have training programs in the following areas:

- Training in taking responsibility/decision-making

- Greater practical focus rather than conceptual focus in training program. It indicates that the employees would like to work in challenging environment to touch their upper limits.

The main objectives of individual training methods could be: demonstration value, developing interest and finally, appeal to senses5. “Experience indicates that almost 75 per cent of what we imbibe is through the sense of right and the rest is through the sense of hearing, touch, smell and taste. From the trainer’s point of view it would be beneficial to utilize as many of the trainee’s senses as possible, in order to improve retention of learning”.

Knowledge, Skills and Attitudes (KSAs) are the basic things that are imparted by way of training. And the same is provided by three training methods such as Cognitive methods, Behavioral methods and Management Development methods. In Cognitive methods, theoretical training that includes knowledge and attitudes is provided. In Behavioral methods, practical training that highlights basically about the development of skills is provided. In Management Development methods, the employees are provided with the training keeping the future requirement in view.

COGNITIVE METHODS:

“Learning is not a spectator sport – - – - it is an active, not a passive, enterprise. Accordingly, a learning environment must invite, even demand, the active engagement of the student”, D.Blocher.

Under the cognitive methods we have the below methods of training:

Lectures: The knowledge is imparted by way of lecturing. The concepts related to specific skills are explained with theoretical classes with case studies.

Demonstration: The concepts so explained by way of theoretical methods will be demonstrated while all the trainees observe the same and learn. It enables the trainees to understand better as the skills are demonstrated in the presence of all. It is having better penetration and retention in the minds of the trainees.

Discussions: Here the work related tasks, skills and concepts are discussed to have better grasping and understanding. Discussions will help us learn effectively as we humans tend to forget 50 per cent of what we learn with in the first 48 hours unless we recall the things first.

Programmed Instruction: It is also known as Programmed Learning which is a self-teaching method particularly useful for transmitting information or skills that need to be learnt and placed in logical order. The instructor is replaced by an “instruction booklet” or a “teaching machine” or both. Again there are two approaches under this one is linear programming and the second one is intrinsic or branching programming and of these two the popularly used one is linear programming.

Under cognitive methods there are also other methods like Intelligent Tutorial System, Computer Based Training and Virtual Reality by which the training is imparted.

BEHAVIOURIAL METHODS:

Under these methods we have the following types of training methods:

Management Games: It is like creating a real life situation under controlled conditions where different teams are created and are encouraged to compete with one another. In this scenario the employees analyze the situation and take decision based on intuition and gut feeling. It is like a trial and error method without any major fall-out. And the feedback is given instantly so that the mistakes are corrected and the right methodologies are learnt and adopted.

Simulation Methods: A simulation method is used to develop, in a controlled environment, a situation that is as near to real life as possible, whereby people can learn from their mistakes. When individuals want to learn car driving they can undergo simulation method. After getting confident then they can go for driving the real cars. Similarly in defence organizations the pilots undergo flying under simulated conditions so as to avert any accident to the aircraft as well as to prevent the loss of life of the pilot. The astronauts and cosmonauts also work number of hours in a simulator before they embark on the real space shuttle aircraft.

Case Study: Harvard law professor, Christopher C.Langdell is the father of case study method. It provides learning by doing.

Yin has defined case study as “an empirical inquiry that investigates a contemporary phenomenon with in its real life context, when the boundaries between phenomenon and context are not clearly evident, and in which multiple sources of evidence are used”6.

Case study is a simulation of a management situation that helps the management graduates to react in a real situation and helps them by providing right direction towards right decision making and problem solving.

In-Basket Method: As the name indicates the problems that need to be addressed are placed in the basket. The trainees are asked to don the hat of the manager and look at the problems with in a given time frame. In day to day life the managers have to work under lot of pressure and under time constraints and deliver the results. The trainees step into the shoes of the manager and provide number of viable solutions towards decision making. And subsequently the same is evaluated by the experts and the comments are offered for improvement.

Role Playing: This technique is widely in developing human relations and leadership qualities. For instance, after delivering the lecture the faculty member may encourage a few of the students to come to the podium to deliver what they understood from the lecture. When student come to the podium and delivers then we can say that he is role playing like a faculty member. The faculty can offer feedback of the delivered lecture by the student. It is only for a limited time that the student feels like that of a faculty member and over a period of time he learns to deliver effectively and efficiently like faculty member by overcoming stage frit.

Under Behavioral Methods there are also other methods of training like Behavior Modeling, Business Games and Equipment Stimulators through which training is imparted.

MANAGEMENT DEVELOPMENT METHODS:

“Management or executive development includes all those activities and programs which have substantial influence on changing the capacity of the individual to perform his present assignment better and in so doing are likely to increase his potential for future management assignment”7.

There are two ways the Management Development is affected – one is by On-The-Job training method and the second is by Off-The Job training method.

On-The-Job Training: It is learning by doing. In this method, the employee is given training at the work place by his immediate supervisor. Under this we have the following methods of training.

Mentoring: Mentoring is the process of helping the mentee to realize the hidden potential or discover the hidden talents. It is a link between the mentor and mentee with the former getting sense of satisfaction and achievement and the latter learning and growing personally, professionally and socially.

“Mentoring is a brain to pick, an ear to listen, and a push in the right direction”, John Crosby quoted. In brief, mentoring can be defined as the relation between an experienced individual and an inexperienced individual where the former provides the training and helps in grooming the latter.

Coaching: In this method the coach provides continuous training to the learner right from the beginning to the end. He constantly and continuously trains and grooms the learner. The coach guides and coaches but does not teach. He provides periodic feedback and evaluation by which the learner can learn quickly.

Job Rotation: An employee is put in various departments of the same organization so that he learns something of everything about all the departments in the organization. He becomes a Jack of all trades and, of course, he is already a Master of a specific trade. It will help an employee to reach higher position as he knows the ins and outs of the organization. And in future, he can not be misled by his subordinates due to lack of exposure to specific department. The prospects are brighter for the employee to become not only an efficient manager but also an effective leader.

Understudy: It is like preparing the subordinate employee to fill the bill as and when the vacancy arises due to resignation, promotion, transfer or retirement of his immediate superior. The advantage of this training is to ensure that the there is no losing the link in the organizational structure. There will be ready made supply of the talent as the subordinate is already is trained and groomed to fill the vacuum or to replace the incumbent.

Under On-The-Job Training Method we have also other training methods like Committee Assignment, Job Instruction Technique and Multiple Management by which also training can be imparted to the employees.

Off-The-Job Training: This kind of training can be acquired by the employee who is away from the work place as he works without any tension and without supervisor. It is only learning not ‘learning by doing’. Under this, we have the below methods.

T-Group Training: It is also known as Sensitivity training and also known as laboratory training as it is conducted under controlled conditions. This kind of training is very sensitive as the trainee is openly criticized or praised for his actions. The feedback is open and should be taken constructively and positively. The trainees who are very sensitive can not digest the feedback if given negatively. That is the reason it is known as Sensitivity training. This kind of training is led by a professional trainer who happens to be a psychologist or the one who knows the psyche of the trainees.

Special Courses: The employer may send the worthy employees for special courses which may benefit both the institution and the individual. The employer may sponsor in special cases with contractual agreement with the employee that the latter will not leave the organization after acquiring the courses and qualifications.

Specific Readings: The articles related to the nature of work are sent to the employees so that they can get updated with the various dimensions of their area and also about the latest developments and happenings. It will help them to apply in their real life scenario and grow both personally and professionally. Most of the employees who have the hunger for knowledge are always on the look out for the write-ups or articles or newspaper cuttings of business magazines like Business Today, Business World, business journals like Harvard Business Review, ICFAI Magazines and business newspapers like The Economic Times, Business Standard, Financial Express etc.,

Conference Training: Companies conduct conferences periodically to exchange information, enhance knowledge base and also to solve problems. In this, the conference members and conference leader will have wider opportunity to grow professionally as different shades of opinions are expressed openly which provides an opportunity to rate one’s opinions vis-à-vis others. It enlightens the individuals participated where do they stand in decision making and problem solving. Besides learning they also develop empathy and respect towards the opinions of other conference members.

Transactional Analysis (TA): It was developed by Eric Berne, a psychiatrist who is best known for his book, Games People Play, which was popularized by Thomas Harris in I’m, OK – You’re OK. Muriel James and Dorothy Jongeward’s book, Born to Win, showed how people could apply TA to their personal lives8. Transaction is the exchange of words and behavior between two people which is concerned with social interaction. Stroke is nothing but feedback or recognition which can be either positive or negative. When you praise some one then it is a positive stroke and when you criticize some one then it is a negative stroke. According to Eric Berne, every person has three ego states such as Parent ego state, Adult ego state and Child ego state. Every person undergoes all the three ego states depending upon the situation and occasion.

Under the Off-The-Job Training, there are other methods like Straight Lectures, Case Study, Simulation Exercises and Role Playing by which also the training is imparted.

HOW TO DESIGN A TRAINING PROGRAM?

Training is subset of teaching and it should be on a continuous basis and Human Resources Manager plays a crucial role to see that the training activities take place on a regular basis.

Before rolling out the strategy for a training program it is necessary to look at the vision and mission of the organization as it helps in designing the training schedule and module properly. It is also desirable to look at the short term goals and long term objectives of the organization. After going through the same it provides a clear cut direction and guideline for the plan of action for training.

Any training program should have the following four stages and steps.

1. Identification of Training Needs,
2. Setting Training Objectives,

3. Organization of Training, and

4. Evaluation of Training.

1. Identification of Training Needs:

It is necessary to find out the critical gaps between the expectations and the realities of the employer. Unless these are found out it is very difficult to design the training program. The technology is changing rapidly and the human resources should keep pace with the rapid changing technology and if the same if not kept then the necessary tools and techniques related to training should be created to keep the employees on the right track and fast track. While identifying the needs it is vital to look at the issue from three dimensions like organizational front, human resources front and at the task front. Efforts should be made to bring effective synchronization and coordination among these three fronts as these are interrelated.

2. Setting Training Objectives:

After identifying the training needs then set the goals and objectives which are in tune with the needs and demands. Once the objectives are set then the next stage is to create training schedule and module. In this context, let us look at the role of trainers.

Role of Trainers: These days there is steady growth of corporate and soft skill trainers in India who work either full time or as freelance faculty. The companies are gradually realizing the importance of imparting right training to their employees so that they get updated, attuned with latest teaching and training methodologies and developments and stay competent and compete. All companies and especially IT and BPO companies where attrition is high have realized the role of corporate trainers and are hiring them to motivate their employees on continuity basis.

Conducting workshops, seminars and conferences periodically will help the employees release and relive from their routine burdens and monotony and they get recharged by corporate training activities and as a result they contribute the work with more energy and enthusiasm.

3. Organization of Training:

Organization of training is essential as it saves the time and energy and also provides right direction towards effective training. In this context, let us look at the qualities needed for a trainer, tips for trainers, training tips and trainer’s rapport with the trainees.

Qualities of a Trainer:



• He should have passion towards training.

• Should have presence of mind and should have the ability to respond any type of queries.

• Must be a great communicator with the ability to motivate and inspire the audience.

• Should have courage and confidence to face the crowd.

• Should have possessed work experience that helps him to give too many examples based on experience. Along with examples he can teach the skills and abilities which are essential for the trainees.

• Should be a psychologist, if not, should know the pulse of the audience so that he can reach the audience effectively and efficiently.

• Should have higher levels of energy and enthusiasm.

• Should have good sense of humor.

• Should have read many books that provide food for thought for the trainees.

• Should have traveled widely as it develops tolerance towards others’ cultures and values.

• Should have emotional intelligence.

• Should be a good net worker, observer, and listener.

• Should be tactful while handling question and answer session.

• Should be good at presentation skills and interpersonal skills.

Tips for Trainers:

1. Don’t load the entire information at one go. Instead of which give out the information in a piecemeal manner. It is like that of a diabetic patient who takes meals with regular intervals as it helps in better digestion and contains the disease. No session should last for more than 2 hours at one go as the trainees will resist too much intake of information at a time.

2. Give the easy stuff first followed by the tough stuff gradually so that trainees will be able to absorb the contents.

3. Keep relevant case studies and examples under your fold. Apply the same depending upon the context.

4. Keep message oriented stories so that the same can be delivered along with the contents as humans would love to listen to stories. Message oriented stories not only give morals but also inspire the audience to think and apply in real life.

5. Leave your ego at the door. How giant you are is not the yardstick but how effectively you teach and train is the criteria. When you train well the audience will applaud and recognize your abilities and talents and it boosts your ego automatically.

6. Involve the trainees into team games and activities if possible. Research reveals that human would remember 20 per cent of what he listens, 30 per cent of what he sees, 50 per cent of what he listens and sees and 80 per cent of what he listens, sees and does.

7. Always start with a small story or an example or an anecdote and then correlate the same with the training material. It arouses interest apart from creating the best impression.

8. If previous session was held start the session by linking with the previous session as it easily connects the contents and carries the audience in a natural training flow.

9. Lay stress on quality not quantity. Apply the Socratic Method where the answers are found out from the questions raised by the trainees. It also encourages the trainees to think creatively and innovatively. It inspires them to think through training material thoroughly.

Training Tips:

• Avoid jargon. Every field has its own jargon and it is not proper to expect the audience to know a specific jargon. In extreme cases if jargon can not be avoided it is better to explain the jargon then proceed further so that the trainees can get glued to the training process.

• Always use positive strokes that encourage the audience to show interest in the training activity.

• Encourage questions and discussions from the audience.

• Have patience when a few trainees do not show any interest in the session. Apply the tools and techniques so that they can be brought into the training fold actively. In this context, application of humor is essential.

• Tailor the training as per the needs of the trainees to avoid wastage of time, money and energy.

• Appreciate the audience generously.

Trainer’s rapport with trainees:

• The trainer must greet the trainees. And he must start the session with ice breaking activities.

• He must remember the first names of a few trainees to keep the training activity alive and kicking.

• He must encourage informal conversation.

• He must keep the trainees at comfortable posture and encourage the trainees to pair up and familiarize with them.

• He must stick to punctuality and start the session as per the scheduled time.

• Use easy to understand examples.

• He must change his strategies depending upon the response of the trainees. If he finds that particular strategy of training is not working out he should shift his strategy that is acceptable to the maturity level of the trainees.

• He should create an ambience that is conducive for learning and training.

• He should ensure that all the trainees take part in the training process actively. If possible he must offer small gifts to encourage the non-participants.

4. Evaluation of Training:

Hesseling has divided the evaluation of training into four categories – trainee, the trainer, the training experts or directors, and management 9.

It is the last but not the least stage where the amount of hard work that has been put in is evaluated. After the training the feedback forms should be given to the trainees to find out the effectiveness of the training and the competency of the trainer. The feedback questionnaire should have both open ended and close ended questions by which the performance of the training can be evaluated. It will also help the organizers to cover the areas that have been left uncovered in this training activity.

CONCLUSION:

Srinivasan’s study 10 (based on a sample of trainers, trainees, program organizers and sponsors) indicated that in future the following would be the potential areas of training:

• Man Management

• Corporate Planning

• Marketing Management and Sales promotion.

The above information is an indication of the importance of training in those areas in the years to come. It will also help the organizations to find out where the future of the training activities lies.

Training is only a comma not a full stop. With the growing competition across the globe due to the rapid changing technology the concept and process of training is changing and will also undergo drastic changes in the years to come. Out of the four major pillars of an organization such as ‘men’, ‘machine’, ‘material’ and ‘money’ it is the pillar of ‘men’ that plays a crucial role to survive and succeed in the corporate world. It is but natural that we can stay competitive only by effective and efficient training and grooming of precious human resources.

REFERENCES:

1. ‘Principles of Personnel Management’ by Edwin B. Flippo, McGraw-Hill, Tokyo, 1989, p 209.

2. ‘Invest more on training, right hiring’ Business Line, page 5 dated 18 May 2008.

3. ‘Personnel Management’ second edition by Arun Monappa, Mirzasi Yadain, and sixth print 2000.

4. ‘Objectives of Training’ by S.K.Kalra, Indian Manager, July-September 1972 3(3).

5. ‘Developing People in Industry by D.H.Fryer, M.R.Feinberg and S.S.Zalkind, (New York: Harper And Brothers, 1956).

6. ‘Case Study Research: Design and Method (revised ed.) by Yin R.K., Sage Publications, Newbury Park, C.A., 1989.

7. ‘National Industrial Conference Board, The Management Record’, March 1961, p.8.

8. ‘Transactional Analysis in Psychotherapy’ by Eric, Berne, (New York: Grove Press 1961): Eric Berne, Games People Play (New York: Gove Press, 1964): Thomas A Harris, I’m O.K. You’re O.K. (New York: Harper & Row, 1967): Muriel James and Dorothy Jongeward, Born to Win (Reading, Mass; Addison-Wesley, 1971).

9. ‘Strategy of Evaluation Research’ by P.Hasseling, (The Hague: Van Gorcum, 1966) p.49.

10. ‘Executive Development in India – A Futuristic Profile’ by A.V.Srinivasan, ASCI Journal of Management, Vol 6 No: 2 March 1977, pp.135-146.

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Referred the book titled ‘Human Resource Management Concepts and Issues’ by T.N.Chhabra, Second (Revised) Edition, 2001 for fundamentals

Dog ear infections are common in dogs and other pets alike, these infections can be caused by numerous situations and causes but as your pet relies heavily on their hearing it can be extremely annoying for them as well as soar and painful.

The shape of a dog’s inner ear is the cause for many of the different ear infections due to it being able to collect moisture from playing around water or in rain, ear wax, dirt and unclean debris, and unwanted parasites.

To identify and determine whether your dog has an ear infection or ear related condition, you will have to study your dog’s behaviour. Common ear infection activities include, rubbing their heads and ears against objects in your house like sofas and tables in order to stop the irritating ear, tilting of the head, and a red looking, soar, foul smelling ear with possible discharge.

To start you should take your pet to a vet to properly diagnose the infection that has occurred they will then probably issue you with medication or need to have the dog sedated in order to clean out the foreign debris. This process can be a difficult one for a vet and may have complications in finding the correct medication.
Dog ear infections that are diagnosed correctly can more than likely be cured, but taking your dog to the vet is crucial, without this step you will be putting your dog through more pain and it will take longer to become better.

To give your dog the prescribed medication you will need to raise the dog’s ear and apply the medication to the vertical part of the ear so it can seep down into the correct area of the dog’s ear. Then holding the base of the ear flap with your finger and thumb massage the ear canal and you will hear a squishing sound to note that the medication is in the correct area, then clean the outside and around the ear with alcohol to stop further dirt from getting into the ear to complete the process.

A dog crate is a metal and plastic cage for your dog to sleep in or be in while you are away, the crate helps give your dog a secure place to live while in your home and a place to retreat to when things get a bit to hectic as they do in many family homes today.

Crate training is a very popular and effective technique for teaching your dog right from wrong; this method includes teaching rules of eliminating, sleeping arrangements, and keeping your dog from being destructive when you are out amongst many other benefits.

To crate train you must choose a correctly sized crate that your dog or puppy will be able to grow into with time and they will not be too cramped or have too much space. If your dog has a crate that is too small they won’t want to live there or go there and if the crate is too large it leads to eliminating problems.

You should make your dog feel as comfortable as you can in their crate; this should include putting a bowl of water with your dog in their crate, a nice easily cleanable blanket and put them in an area that is widely used by the family so they always feel part of what is going on.
When you are out, your dog can be closed in their crate to ensure common bad behavioural problems don’t happen while you are out such as chewing, biting and eliminating in the house. Be sure not to keep your dog in their crate for longer than about 4 hours and to let them go to the toilet on a regular basis.

Dogs will naturally not want to eliminate in their place of sleep so as you dog gets used to its new sleeping area it will want to go to the toilet only when they are let out so be sure to take them to their appropriate place for eliminating when they are let out, then reward them for behaving in the correct manner.

Always reward your dog for using the crate in the correct way and be sure all members of the family know that the dog should not be pestered in their crate. As long as this rule is followed then you won’t go far wrong and you will begin to notice great improvements in your dog’s behaviour immediately.

The heel command is another very important and popular command for your dog along with many others listed on www.dog-behavior-training.co.uk, taking the time to teach your dog this command will save you hours of getting annoyed when your dog doesn’t behave on long or short walks around your local area.

The reason dogs are so ‘badly behaved’ when it comes to going for walks can be for many different reasons but the most common in many homes is the excitement of wondering the streets with all the new smells, tastes, and other local dogs to discover.

The best times to train your dog and get them to do exactly what you want without too much fuss is before feeding times, if your dog wants something they will give you a lot more attention than normal. Also puppy’s and younger dogs are better to train, even with them getting over excited over everything, puppies and young dogs will be much better behaved and easier to train when they get older.

The heel command, when performed well and properly is used to stop your dog or puppy in their tracks, drop everything and return to your left hand side. Any distractions should be left alone and your dog should carry on walking closely by your side.

To begin with you will need to go in a fairly open space with enough room to move around and walk around properly, and you will need to use a lead to gently correct your dog in this exercise.
Begin by tapping your thigh saying ‘heel’ to get your dogs attention and them to come towards you, when they are by your side wait a couple of seconds then start to stride forwards, at this point your unknowing dog or puppy will try to run off ahead. If this happens you should turn in the opposite direction letting the lead go slack for 5-10 feet, start to walk in the opposite direction and as soon as the slack goes in the lead your dog will realise you have gone in the opposite direction and run towards you again.

At this point repeat the first step of commanding heel to get your dog by your side. Continue doing this exercise for 10 – 15 minutes and about 2-3 times a day. Before long your dog will become used to coming to your side and obeying you whenever you command heel.

When your dog gets used to doing this command try going in circles, in figure of eight, and changing directions suddenly, if the command is still working then try your dog on short walks and then build your way up to longer walks as you progress.

Never use the lead to discipline and roughly tug on, if you feel yourself getting annoyed then you should stop and continue at a later date when you are calmer. Keep repeating the process and your dog will eventually come to respect you. Some dogs take longer than others to train so be prepared for this behavior.