Submitted to:

Sir Haroon
Submitted by:
Muhammad Sultan (03)
Mohammad Waqas Ikram (27)
Zain Ahmad (40)
Khwaja Shahab-ud-Din (20)
 The Nature of Training

Training
○ An educational process which involves the sharpening of skill,
concepts, changing of attitude and gaining more knowledge to
enhance the performance of employees.
In order to be effective:
• involve a learning experience.
• Should be a planned organizational activity.
Development
○ An extension of the theoretical or practical aspects of a concept, design, discovery
or invention.

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 The Nature of Training

 The effectiveness of organizations and the experience of people in work rely significantly on
training. All organizations employing people need to train their staff on important areas like:
• Productivity;
• Health and safety at work; and
• Personal development
 Investment in training involves acquiring and maintaining space and equipment. It requires
operational personnel, employed in the organization’s main business functions, like production,
maintenance, sales, marketing and management support to direct their attention and effort to
supporting training development and delivery.

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 The Nature of Training

○ Training is beneficial for a number of reasons, namely:

1. Better job satisfaction and morale amongst workforce.
2. Improves workforce motivation.
3. Improves efficiencies in processes, ensuing to profitability.
4. Better capacity to adapt new technologies and methods.
5. Improves innovation in strategies and products.
6. Lessens employee turnover.
7. Creates better company image.
8. Helps people identify with organizational goals.
9. Enhances relationship between employer and employee.
10. Helps in organizational development.

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 The Nature of Training

○ Training benefits (Cont..):

11. Promotes loyalty, faithfulness, sincerity and trust.
12. Assists in promotion from within.
13. Assists in boosting productivity and work quality.
14. Assists in avoiding tension and conflict.
15. Lowers down costs to the functional areas.
16. Generates an environment for growth and good communication.

○ Required and regular training is mandatory and must be given to all employees. Otherwise
employers could be guilty of an offense.

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 Objectives of Training

○ What the organization desires to attain and how to help employees reach
company goals are the focus of training objectives.
1. Health and Safety
2. Equality and Diversity
3. Staff Management
4. Soft Skills

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 Training Categories

1. Required and regular training – These are trainings, which comply with legal requirements and are
provided for all employees.
a. Safety compliance
b. Wage and hour rules
c. Employee orientation
d. Benefits enrollment

○ 2. Job/Technical training – These trainings make possible employees to do their jobs well.
a. Computer skills
b. Customer service
c. Quality initiatives
d. Equipment operations
e. Recordkeeping needs
f. Telecommunications
g. Product details

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 Training Categories

3. Developmental and career training – These are trainings focus on both operational and
interpersonal troubles and endeavor to enhance the working environment of the organization.
a. Business trends
b. Strategic thinking
c. Leadership
d. Change management
e. Career planning
f. Performance management

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 Training Categories

○ 4. Interpersonal and problem-solving training – These trainings center on long-term

improvement of individual and organizational capabilities in the coming years.
a. Diversity
b. Ethics
c. Human relations
d. Communications
e. Writing skills
f. Team relations
g. Coaching skills
h. Problem analyses
i. Conflict resolution

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 Basic Steps in the Training Process

○ In developing an effective training program, it is best to use the systematic training

process. There are four (4) basic training steps in this process, which are assessment, design,
delivery, and evaluation.

 STEP 1: Training needs analysis

 STEP 2: Training designs
 STEP 3: Training Development
 STEP 4: Training delivery
 STEP 5: Training evaluation

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 Basic Steps in the Training Process

STEP 1: TRAINING NEEDS ANALYSIS

 The needs analysis is the first step for all training. This step requires data collection in order
to justify an investment for training.
 The objective in setting up a needs analysis is to discover the responses to the following
queries:
1. Why training is necessary?
2. What kind of training is considered necessary?
3. When is the training necessary?
4. Where the training is considered necessary?
5. Who requires the training?
6. Who will carry out the training?
7. How will the training be executed?

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 Basic Steps in the Training Process

STEP 2: TRAINING DESIGNS

 This step establishes the training design appropriate depending on the training objectives.

STEP 3: TRAINING DELIVERY

 Once training design has been decided this step can begin.

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 Basic Steps in the Training Process

STEP 4: TRAINING DEVELOPMENT

 The following variables must be considered in selecting training delivery methods:

1. Nature of training
2. Topic of the training
3. Number of participants in the training
4. Individual vs. team
5. Self-paced vs. guided
6. Training resources/costs
7. E-learning vs. traditional learning
8. Time allocated
9. Completion timeline

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 Basic Steps in the Training Process

STEP 4: Contd.

 In addition, an effective trainer should have the following characteristics:

1. An interest to lecture the subject being taught
2. An experiential knowledge of the subject being taught
3. An ability to encourage participants to learn
4. A good sense of humor
5. An energetic look and good posture
6. A strong enthusiasm for their topic
7. A strong empathy towards participants
8. Fitting audio/visual equipment to better understand the topic of the training

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 Basic Steps in the Training Process

STEP 5: TRAINING EVALUATION

 This step will determine how effective and profitable the training program has
become due to cost and time expenditure.
 There are numerous apparent benefits for evaluating a training program, namely:
1. Evaluations will afford feedback on the trainer’s performance, which
could allow improvement for future programs
2. Evaluation will show its cost-effectiveness
3. Evaluations determine the effectiveness of the training program in
general for the employees and the organization itself.

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 Trends in Training

 Five major trends and the best practices that companies should think about in training consist of
the employment of mobile technology, embracing of social learning tools, application of
adaptive learning principles, alignment with corporate objective, and the talent to measure
effectiveness.

1. Aligning Training with Business Strategy

2. Advances in Technology
3. Talent Management with Demographics
4. Improving the Training Function
5. Quality
6. Legal Issues
7. Diversity

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 Opportunities of Employment in Training

 Human resources training consist of obtaining the Human Resource (HR) degree level that is
fitting for the job, plus acquiring further on-the-job training via observation and mentoring.
 Numerous individuals who aspire to enter into human resources training role make use of
their past experiences and enhance it with formal education in a college or university
program.
 Masters in Business with a focus on Human Resources would facilitate HR training and
development manager or specialist move up the career ladder and earn a better salary.

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