Chapter # 7

MANAGING PERSONS IN
ORGANIZATION
Training &
Development
By:
Saba Gulzar

Orienting Employees
QUESTION 1

Employee orientation

A procedure for providing new employees with basic

background information about the firm.

Orientation content

Information on employee benefits

Personnel policies
The daily routine
Company organization and operations
Safety measures and regulations
Facilities tour

Why train and develop

staff?
Because:
QUESTION
2 changes
Jobs and technology

New staff need special training

Promoted staff need new skills
It increases staff motivation and retention
It increases staff efficiency
It improves employee career prospects
Staff become multi-skilled and can do more
interesting jobs

QUESTION 3
4

Human Resources Development

In addition to Training and Development, it
involves career planning, development
activities, organization development, and
performance appraisals
Learning Organization firms that
recognize critical importance of continuous
performance-related training and
development an take appropriate action

Training & Development

QUESTION 4

Definition

The systematic acquisition of attitudes,

concepts, knowledge, roles, or skills, that
result in improved performance at work.

Training
skill

enhancement processes for non-managerial

jobs

Development
skill

enhancement processes for managerial jobs

TRAINING MODEL
QUESTION 5
Identify training needs
Define learning
requirements
Plan training
programmes
Technique
s

Facilities

Locations

Implement training

Evaluate training

Trainers

TRAINING NEEDS ANALYSIS: IDENTIFYING THE

TRAINING GAP
What is

Actual
performance
levels
Knowledge and
skill possessed

QUESTION 6
Training gap

What should
be
Performance
levels required
Knowledge and
skill required

Identifying training
needs

New employees may be identified

at the time of interview
Existing employees usually
identified during appraisal or
performance review
Employees expected to identify own
needs and make suggestions.
Normally expected to link to
company needs.

Topics discussed at
appraisal

Tasks done well since last appraisal

Tasks causing problems since last
appraisal/problem areas
Areas employee wishes to develop in the
future future aims and ambitions.
Discussed at confidential interview
usually with line manager.

Methods of Training
QUESTION 7
on the Job Training

off the Job Training

Computer Based
Training/E-Learning

Methods of Training (1)

On-the-job training (OJT)

Having a person learn a job by actually

doing the job.

Advantages

Inexpensive
Immediate feedback

On the Job Training

(examples)
1.
2.
3.
4.
5.
6.
7.
8.
9.

10.

Job rotation
Lecture and Video Presentation
Action learning
Vestibule Training
Case study method
Management game
Outside seminars
Coaching or understudy
Special assignments
Role playing

Training Methods (2)

Off-the-job

training: training takes

place off the job at a training facility
designed for training
Advantages:
Avoids

disruptions to normal operations

Minimizes distractions
Avoids safety concerns
Disadvantages:
Transfer

of training may be more difficult

due to differences between the training
setting and the work setting
Costs may be higher due to the cost of
the training facility
Trainee motivation may be reduced
because the job-relevancy of the training
is not as obvious

Off the Job Training

(Examples)
1.
2.
3.
4.
5.

Self Study
Informal learning
Literacy training techniques
Audiovisual-based training
Vocational Training

Computer-based Training
(CBT) (3)

Advantages

Types of CBT

Reduced learning time

Cost-effectiveness
Instructional consistency
Intelligent Tutoring systems
Interactive multimedia training
Virtual reality training

Teletraining
Videoconferencing

Types of training
(Question 7A)

Induction training = for new staff

On-the-job training = to learn
company equipment and systems
Off-the-job training = to learn
about other aspects of the job or
area of work
E-learning = learning by computer

Cost is important. Training budgets

are usually limited.

Future training needs

(Question 8)
To enable staff to benefit from:
New technology
New business developments
Changing job content
Changing job roles
Ongoing personal development
Better career prospects

Future training needs

To enable business to benefit from:
Multi-skilled staff
Greater flexibility amongst staff
New technology
Greater efficiency
New business opportunities
Greater staff motivation and retention.

ORGANIZATIONAL LEARNING DEFINED (Question

9)

Organizational learning refers broadly

to an organizations acquisition of
understanding, knowhow, techniques
and practices of any kind and by any
means.

LEARNING STYLES: HONEY AND MUMFORD

(Question 10)

Activists like new experiences and challenges.

Reflectors collect data, think about it and then

come to a conclusion.

Theorists adapt their observations on the

basis of logical theories.

Pragmatists try new ideas and practices to

make sure they work.