Deeptijoshi@gogetter.co.

in
 What we will discuss today….
1. What is HRD? Need,Functions,Challenges

2. What is Training & Development?

3. What is ADDIE MODEL?

4. What is TNA?
What is HRD?
 Definition of HRD

• A set of systematic and planned activities

designed by an organization to provide its
members with the necessary skills to meet
current and future job demands.
 Functions of HRD

1. Competency Mapping
2. Training & Development
3. Career planning
 Challenges for HRD

1. Workforce Diversity

2. Eliminating the skills gap

3. Competing in global economy

4. Operational Efficiency
2- Eliminating Skill Gap
India

• Only 25% of engineering graduates and 10-15%

of other university graduates are suitable for work
in the IT sector

*Source: Deutsche Bank; Tamara Trinh, Alpbach, Aug 30, 2006

McKinsey Global Institute
Manpower Professional Survey
2006
Of 32,000 employers surveyed in 26
countries and territories,

29%
said they would have hired more professional staff if
candidates had had the necessary skills.

33% of employers in India said they would have hired more permanent
professional staff
if they could have found candidates with the right skills.
2008 Manpower Talent
Shortage Survey

31 %
of employers worldwide are
having difficulty filling positions due
to the lack of suitable talent available
3- Competing in the Global
Economy
 Competing in the Global
Economy

• New technologies
• Need for Knowledge workers.
• Cultural sensitivity required
• Team involvement
• Problem solving,Communications skills
 Functions of HRD

1. Competency Mapping
2. Training & Development
3. Career planning
TRAINING AND DEVELOPMENT

21st century focus would be

- LEARN, RELEARN & UNLEARN-
-Alvin Toffler-
What is Training?
 What is Training?

• “Process of Learning and Re-learning-

to acquire/enhance skills and
knowledge and apply them in practice.”
 Important Concepts-KSA
• Knowledge- Relevant Information

• Skill- Ability to perform the task

• Attitude – beliefs and opinions support

behavior.

• Competency – grouping of KSA.

 Training
The process of providing employees with
specific skills or helping them correct
deficiencies in their performance.

Development
An effort to provide employees with the
abilities the organization will need in the
future.
 Training versus
Development
Training Development

Focus Current job Current and future jobs

Scope Individual employees Organization
Time Frame Immediate Long term
Goal Fix current skill deficit Prepare for future work
demands
What needs Training can
fulfill?
 Needs for Training
 To match the employee specifications
with the job requirements and
organizational needs
 Organizational transformation process
 Technological advances
 Change in the job assignment
 Needs for Training
 Improve organizational
climate/Human relations

 Career growth

 Minimize the resistance to change

What are training links to
other HR functions?
Training Links to HR Practices

• JOB ANALYSIS

• PERFORMANCE APPRAISAL

• CAREER PLANNING & GROWTH

• RETENTION
 Case-British Airways
• In the early 1980’s ,British Airways was in
serious trouble.
• Lost $1.3 billion in 1981-1982 .
• Faced lay off about 20,000 employees,
closing down unprofitable routes.
• In 1983,Board of Directors charged COLIN
Marshall re-establish the company as
world’s favorite Airline.
 Initiatives Marshall took……
training Investment
• Designed framework to develop skills aligned
with performance standards in every training
schedule.

• Performance feedback used on quarterly basis.

• Program-“Winning for Customers”,assess

customer’s satisfaction.

• Program for customer retention.

 How following initiatives linked to
Training?

• Designed framework to develop skills aligned with

performance standards in every training schedule.

• Performance feedback used on quarterly basis.

• Program “Winning For Customers”to assess

customer’s satisfaction.

• Program for customer retention

 CASE CONTINUED………
• British airways,1997- most profitable
airlines reporting $2 billion profit for the
year 1997. Same year announced 6
billion, 3 year program to improve aircraft,
products, facilities, training for
employees.

• British Airlines now, created worldwide

image as preferred international airline.
Training Process
ADDIE Model Diagram

ANALYSE

IMPLEMENT EVALUATE DESIGN

DEVELOP
The ADDIE model - Analyze

• Organisation Analysis
• Task Analysis
• Individual Analysis
 The ADDIE model - Design

• Decide on instructional strategy

• Learning outcomes - Objectives?

 The ADDIE model - Develop

• Select delivery modes

• Produce instructional materials

– Select tools
The ADDIE model - Implement

• Dry Run

• Training
The ADDIE model - Evaluate
 The Training Process

1. TNA 2.Design,
•Organization Needs 3.Development,
•Task Needs 4.Implementation
•Person Needs of Training

5.Evaluation
 The ADDIE model – Analyze

• Training Need Assessment- TNA

 TNA

“TNA is a systematic method for

determining gap between actual to desired
performance.”

“GAP ANALYSIS”
 The KSA Gap

KSA Training Need

K
Gap

S
K
A S
A

Available
Required
 Expected Performance,
Behavior & Attitude

Actual performance
Behavior & Attitude
Why Training Need Analysis?
 Why TNA?
• Diagnosing the cause of performance
deficiency.

• Effective use of time and money

spent on training.

• Determining benchmark for

evaluation of training.
 Why TNA?
• Aligning training activities to the
strategies and plans of the
organisation.

• Trainers able to pitch their course

design coverage and inputs closer to
the specific needs of the participants.
How to do TNA & At what
levels?
Level for Need Analysis
• Organisational level

• Task level/Departmental Level

• Individual Level
 Outcomes of TNA-Non-training
needs
1. Rewards and punishments

2. Feedback

3. Changing job profile

What data sources for all
three levels?
 Sources for Organisational
Analysis

• Company’s Goals/Strategies
• Personnel Inventories
• Skill Inventories
• Exit Interviews
 Data sources for
Task/Operational Analysis?

• Job description/Job specification

• Performance standards
• Questions from job holder/supervisor
 Data sources for Individual
Analysis
• Performance data
• Observation
• Interviews
• Questionnaires
• Tests
• Critical incident
• Training progress
CASE ANALYSIS
 Performance Problem……….

• Lets analyse it with case background of call

centre having team of 20 Tele callers,1 team
leader and 1 team Manager.

• This call center has a target of 2-3 crore (EVERY

MONTH) by cross selling of financial products.
But achieving a target of 2 crore every month and
facing a problem of major attrition.Team manager
is asking you to give a solution through training
and increase business minimum 40% .
 Assuming,you have been asked to make
presentation and give solution through your
training program

1-Prepare list of questions maximum 5,

that you would ask Team Manager,
Company Head & Employees

2- How your training program can be a

solution for attrition and Profit.Discuss
through your Presentation.
 Guidelines for ….. Assignment
Identify Training Needs for SIBM Students:

1- Follow the complete approach of TNA, covering

all 3 levels- Organisation,Task & Individual.
2- For Individual Analysis- take the sample size of
20 for Individual Analysis.Tool should be
questionnaire. Findings should be discussed.
3- For Task and Organiation level,use effective
tools to understand needs for student
development.
 Guidelines…..
• Each team would get 15 mts for
presentation.

• Pls note:Need assessment report would

be referred to design the final training
program.