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M. RAJKUMAR B. Sc . , D. H. R. M, M. B. A, F. C.

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HUMAN RESOURCES DEVELOPMENT
Unit-1
HUMAN RESOURCES DEVELOPMENT
TRAINING PERSPECTIVE IN HRD






Training is a learning process involving acquisition of Knowledge, Skills and
Abilities. It can be either:-
Improvement of the existing KSA
Or
Acquisition of new ones
The Training perspective in HRD:
In HRD,Training and Development is an activity aimed for bettering the
performance of individuals and groups in organisational settings. It
encompasses three separate but inter-related activities,viz.
-Training:focussed on the job that an individual currently holds or expected to
hold
-Education:Increasing the general knowledge and awareness
-Development:Focussed on the tasks which the individual may take part in
future
Training vs.Education:Training is the act of increasing the knowledge and skills in
respect of a ob whereas education is the process of increasing the general
knowledge and understanding of the individual.

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HUMAN RESOURCES DEVELOPMENT
TRAINING
Why training is necessary?
To keep abreast of the fast changing technology and economy
To optimise the business performance
To face the competition
Objectives of Training and development:
-Principal objective: To ensure sufficient availability of skilled and
motivated workforce
Other objectives:
Individual: Help each individual employee to achieve his/her personal
goals, which leads to better individual contribution to the organisation
Organisational: Better achievement of org.goals
Societal: Equip the organisation and the individual to meet the
changing needs and challenges of the society


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HUMAN RESOURCES DEVELOPMENT
TRAINING & DEVELOPMENT

T&D-Purposes:
o To create a pool of talented personnel either as replacement r as
additional requirements
o To cope up with the advancement of technology
o To build a highly motivated team which will enhance the
competitiveness of the organisation
o To build capability for expansion/diversification
o To increase productivity
o To reduce employee turnover
o To enable cost reduction
o To eliminate/reduce the need of supervision
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HUMAN RESOURCES DEVELOPMENT
Changing focus on training Tools:

Training methods commonly used: Modern methods:
oClassroom lectures
oAudio-visual aids
oPresentations
oModeling
oRole plays and Games
oIndividual/Group exercises
oOn-the job
oJob rotation
o Simulation(creating near
to real actual working
conditions using
specialised equipment)
o Virtual class
rooms(using satellite
communication)
o E-learning
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HUMAN RESOURCES DEVELOPMENT
Changing focus on training Tools:
o Technology oriented (using sophisticated technology and
equipment)
o Increased use of ICT (Information and Communication
Technology)
o Simultaneous use of more than one method

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HUMAN RESOURCES DEVELOPMENT
THE TRAINING CYCLE
The Training Cycle-stages

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HUMAN RESOURCES DEVELOPMENT
THE TRAINING CYCLE
Training Cycle-definitions








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HUMAN RESOURCES DEVELOPMENT
THE TRAINING CYCLE
Identifying needs
observation
speaking to the individual
speaking to people who work with the individual
feedback from customers
critical incidents
performance appraisal
results of quality control
job analysis
questionnaire

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HUMAN RESOURCES DEVELOPMENT
THE TRAINING CYCLE
Designing Activities
Plan and design the training activity according to the needs
Method used depend not only on the needs, but also on the
preferred learning style of the individual/group

Delivering Training
Stimulate a positive physical, emotional and social environment
provides the best conditions for learning
To ensure that people feel comfortable and relaxed


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HUMAN RESOURCES DEVELOPMENT
THE TRAINING CYCLE
Evaluating Training
The purpose is to review whether:
the learning objectives have been achieved
the learning has been put into practice in the workplace
additional support and training is required
amendments need to be made to improve the activity in the future
Methods of evaluation:
feedback questionnaire given to participants
one-to-one discussion
discussion at team meeting if training was for whole team
monitoring performance/performance appraisal
results of quality control
360-degree feedback seeking feedback from various people
who work with the individual on whether performance has
improved

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HUMAN RESOURCES DEVELOPMENT
TRAINING MANUALS
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Training Manual/Handbook:
Comprehensive document containing:-
-Statement of objectives and purpose
-Formats related to Training and Development-questionnaire
on TNA,Feedback,Evaluation etc.
-Training methodologies and procedure with detailed
instructions to trainers
Benefits:
Documented reference in all matters relating to training
Facilitates periodic review and modification of training policies

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