MODULE 5

HUMAN RESOURCE TRAINING

& DEVELOPMENT
Meaning of T& D
Assessments of training needs
Need & Objectives
Importance of Training
Training Process
Benefits of Training
Training methods
Advantages
Training Procedures
Evaluation
Definition
-Training refers to an organizations
efforts to improve an individuals
ability to perform
-The organized procedure by which
people learn knowledge and/or skill
for a definite purpose
-The act of increasing the
knowledge & skill of an employee
for doing a particular job

 Thus training bridges the differences

between job requirements and employees
present specifications
Training enhances the 4 Cs

 Competence
 Commitment
 Creativity
 Contribution
Training is necessary to bridge the gap
between job requirements & employee’s
present specifications

 Inadequate job performance

 Decline in productivity

 Changes due to job redesigning

 Technological breakthrough

TRAINING
 Process of learning a sequence of
programmed behaviour
 Involves changes in skills, attitudes,
knowledge or social behaviour
 Improves job behaviour

 Creates awareness

 Short term

 Very specific and job related

 In today’s rapidly changing society,
Employee training is necessary to
maintain a viable and knowledgeable
work force
Development & progress of both
individual & organization takes place
simultaneously
2. To achieve organisational growth,
3. Growth of individual

Training is an important subsystem of

HRD:
A current / potential employee requires
training:
7. To increase / enhance skills
8. To acquire knowledge
9. To be adaptable & versatile at the
job.
DIFFERENCE BETWEEN TRAINING &
DEVELOPMENT
AREAS TRAINING DEVELOPMENT

CONTENT Technical skills Managerial &

& Knowledge behavioural
skills &
Knowledge
PURPOSE Specific job Conceptual and
related general
Knowledge

DURATIO Short term Long term

N

FOR Mostly technical Mostly for

WHOM: & non managerial
managerial personnel
personnel
Determination of training
needs:
Organisational goal
Tasks that will help to
achieve the goal
Behaviour, attitude
necessary for the employee
to complete the tasks
Deficiencies of the employee
Assessing the need
in performing the jobfor
training:
 Organisational Analysis
 Task Analysis
 Person analysis
 Need for Training

1) To match employee specifications and

Job requirements
2) To Cope with Technological advances
3) To refresh knowledge and practice of
employees
4) To update employee knowledge
5) To provide behavioral insights
 Need for Training
1) To enhance Human Relations
2) To fit employee for promotion
3) To prepare employee for change in job
assignment
4) To impress the employee that
management is interested in them
10) To kindle inventive intelligence
(creativity)
NEED FOR TRAINING
 To match the employee specifications
with the job requirements and
organisational needs. (Eg. ICICI,
Glaxo India)
 Organisational viability and the
transformational process (Eg. Polaris
software, Infotech Enterprise.)
 Technological advancements:
mechanization, computerisation,
automation.
 Organisational complexity

 To deal with human relations related to

alienation, inter group & inter personal
conflicts.
 To improve quality, productivity & to
facilitate changes in job assignment.
OBJECTIVES OF TRAINING

to prepare the employees to

meet present as well as future
changing requirements
To prevent obsolescence

To impart to the new entrants

skills & knowledge to perform

at the job
To prepare employees for high

level tasks
OBJECTIVES OF TRAINING

 To assist employees to function more

effectively.
 To build up a second line of competent

officers.
 To broaden the minds of senior managers.

 To develop the potentialities of the

people. To ensure smooth & efficient
working of the department.
 To promote individual and collective

morale, a sense of responsibility, co-

operative attitudes & good
relationships.
The Training Process

Organisational
Strategies & Objectives

Assessment of training
needs

Establishment of
Training Goals

Devise Training
Programme

Implementation of
training programme

Evaluation of results
 TRAINING METHODS

ON-THE JOB METHODS OFF-THE-JOB

•Job Rotation METHODS
•Coaching
•Apprentice • Vestibule /
•Internship /Assistantship Simulation training
•Job instruction Training • Lecture
•Orientation Training • Role play
• Case study
• Conference/discus
sions/ seminars
• Programmed
instructions
• Laboratory
training
• T-Group
• TV’/Films
 BENEFITS OF TRAINING
Individual
Organisation

 Benefits of training to the

individual:
2. Capability to make better
decisions /Problem solving
3. Increases job satisfaction,
recognition, growth, responsibility
& advancement.
4. Handling of stress, stress, tension,
conflict & confusion
5. Satisfies personal needs/goals
6. Develops sense of learning
7. Eliminates fear of new tasks
8. Provides avenue for growth in
future
 Benefits of training to the
Organisation:
1. Leads to profitability / positive attitude
2. Increases job knowledge & skill
3. Increases morale
4. Creates positive corporate image
5. Improves relationship
6. Fastens authenticity, openness, trust &
aids in OD.
7. Helps in preparing guidelines
8. Provides information for future
requirements
9. Helps in promotion from within
10. Increase productivity / quality of work
11. Helps in reducing cost in functional
areas
12. Develops sense of responsibility
13. Creates climate for growth
14. Facilitates adjustment to change.
BARRIERS TO EFFECTIVE
TRAINING
 Management commitment is
lacking & uneven
 Aggregate spending on
training is inadequate
 Educational institutions
award degrees but students
lack skills
 Poaching of trained workers
 No help to displaced workers
 Employers & B-schools must
have closer ties
 TU / Labour must help.
Criteria for evaluating training

REACTIONS LEARNING

BEHAVIOUR RESULTS
 Steps in Training Program

Identifying Training Needs

Getting ready for the job (prepare Trainer)

Preparation for the learner

Application of training programs

Performance try out

Follow up
 Evaluation of Training Program

1) Feed back Method

2) Survey Method
3) Before and after
training
4) Before & after with
control group
 Evaluation of Training Program
 Immediate assessment of
trainees reactions of the
program
 Trainees observation
 Evaluation of trainee skills
before and after training
 Measurement of
improvement in trainees job
behavior
 Cost-Benefit analysis
 Measurement of specific
behavior (absenteeism,
wastage, turnover etc)