Training and Human Resource Management

The HR functioning is changing with time and with this change, the
relationship between the training function and other management activity is
also changing. The training and development activities are now equally
important with that of other HR functions. Gone are the days, when training
was considered to be futile, waste of time, resources, and money. Now-a
days’, training is an investment because the departments such as, marketing
& sales, HR, production, finance, etc depends on training for its survival. If
training is not considered as a priority or not seen as a vital part in the
organization, then it is difficult to accept that such a company has effectively
carried out HRM. Training actually provides the opportunity to raise the
profile development activities in the organization.
To increase the commitment level of employees and growth in quality
movement (concepts of HRM), senior management team is now increasing
the role of training. Such concepts of HRM require careful planning as well
as greater emphasis on employee development and long-term education.
Training is now the important tool of Human Resource Management to
control the attrition rate because it helps in motivating employees, achieving
their professional and personal goals, increasing the level of job satisfaction,
etc. As a result training is given on a variety of skill development and covers
a multitude of courses.

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Role of HRD Professionals in Training:
This is the era of cutthroat competition and with this changing scenario of
business; the role of HR professionals in training has been widened. HR role
now is:
1.Active involvement in employee education
2.Rewards for improvement in performance
3.Rewards to be associated with self-esteem and self worth
4.Providing pre-employment market oriented skill development education
and post employment support for advanced education and training
5.Flexible access i.e. anytime, anywhere training

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 Introduction of Training

Training Defined:
It is a learning process that involves the acquisition of knowledge,
sharpening of skills, concepts, rules, or changing of attitudes and behaviors
to enhance the performance of employees. Training is activity leading to
skilled behavior.

• It’s not what you want in life, but it’s knowing how to reach it

• It’s not where you want to go, but it’s knowing how to get there

• It’s not how high you want to rise, but it’s knowing how to take off

• It may not be quite the outcome you were aiming for, but it will be an
outcome

• It’s not what you dream of doing, but it’s having the knowledge to do it

• It's not a set of goals, but it’s more like a vision

• It’s not the goal you set, but it’s what you need to achieve it

Training is about knowing where you stand (no matter how good or bad the
current situation looks) at present, and where you will be after some point of
time.

Training is about the acquisition of knowledge, skills, and abilities (KSA)

through professional development.

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ROLE OF TRAINING

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 Importance Of Training and Development

• Optimum Utilization of Human Resources – Training and Development

helps in optimizing the utilization of human resource that further helps the
employee to achieve the organizational goals as well as their individual
goals.

• Development of Human Resources – Training and Development helps to

provide an opportunity and broad structure for the development of human
resources’ technical and behavioral skills in an organization. It also helps the
employees in attaining personal growth.

• Development of skills of employees – Training and Development helps in

increasing the job knowledge and skills of employees at each level. It helps
to expand the horizons of human intellect and an overall personality of the
employees.

• Productivity – Training and Development helps in increasing the

productivity of the employees that helps the organization further to achieve
its long-term goal.

• Team spirit – Training and Development helps in inculcating the sense of

teamwork, team spirit, and inter-team collaborations. It helps in inculcating
the zeal to learn within the employees.

• Organization Culture – Training and Development helps to develop and

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improve the organizational health culture and effectiveness. It helps in
creating the learning culture within the organization.

• Organization Climate – Training and Development helps building the

positive perception and feeling about the organization. The employees get
these feelings from leaders, subordinates, and peers.

• Quality – Training and Development helps in improving upon the quality

of work and work-life.

• Healthy work-environment – Training and Development helps in creating

the healthy working environment. It helps to build good employee,
relationship so that individual goals align with organizational goal.

• Health and Safety – Training and Development helps in improving the

health and safety of the organization thus preventing obsolescence.

• Morale – Training and Development helps in improving the morale of the

work force.

• Image – Training and Development helps in creating a better corporate

image.

• Profitability – Training and Development leads to improved profitability

and more positive attitudes towards profit orientation.

• Training and Development aids in organizational development i.e.

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Organization gets more effective decision-making and problem solving. It
helps in understanding and carrying out organizational policies

• Training and Development helps in developing leadership skills,

motivation, loyalty, better attitudes, and other aspects that successful
workers and managers usually display.

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 Models of Training

Training is a sub-system of the organization because the departments such

as, marketing & sales, HR, production, finance, etc depends on training for
its survival. Training is a transforming process that requires some input and
in turn it produces output in the form of knowledge, skills, and attitudes
(KSAs).

The Training System:

A System is a combination of things or parts that must work together to
perform a particular function. An organization is a system and training is a
sub system of the organization. The System Approach views training as a
sub system of an organization. System Approach can be used to examine
broad issues like objectives, functions, and aim. It establishes a logical
relationship between the sequential stages in the process of training need
analysis (TNA), formulating, delivering, and evaluating. There are 4
necessary inputs i.e. technology, man, material, time required in every
system to produce products or services. And every system must have some
output from these inputs in order to survive. The output can be tangible or
intangible depending upon the organization’s requirement. A system
approach to training is planned creation of training program. This approach
uses step-by-step procedures to solve the problems. Under systematic
approach, training is undertaken on planned basis. Out of this planned effort,
one such basic model of five steps is system model that is explained below.
Organization are working in open environment i.e. there are some internal
and external forces, that poses threats and opportunities, therefore, trainers
need to be aware of these forces which may impact on the content, form, and

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conduct of the training efforts. The internal forces are the various demands
of the organization for a better learning environment; need to be up to date
with the latest technologies. The three models of training are:
1. System Model
2. Instructional System Development Model
3. Transitional model

System Model Training:

The system model consists of five phases and should be repeated on a
regular basis to make further improvements. The training should achieve the
purpose of helping employee to perform their work to required standards.

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The steps involved in System Model of training are as follows:

1. Analyze and identify the training needs i.e. to analyze the department, job,
employees requirement, who needs training, what do they need to learn,
estimating training cost, etc The next step is to develop a performance
measure on the basis of which actual performance would be evaluated.
2. Design and provide training to meet identified needs. This step requires
developing objectives of training, identifying the learning steps, sequencing
and structuring the contents.

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3. Developing phase requires listing the activities in the training program
that will assist the participants to learn, selecting delivery method,
examining the training material, validating information to be imparted to
make sure it accomplishes all the goals and objectives.
4. Implementing is the hardest part of the system because one wrong step
can lead to the failure of whole training program.
5. Evaluating each phase so as to make sure it has achieved its aim in terms
of subsequent work performance. Making necessary amendments to any of
the previous stage in order to remedy or improve failure practices.

Instructional System Development Model (ISD) Model:

Instructional System Development model was made to answer the training
problems. This model is widely used now a days in the organization because
it is concerned with the training need on the job performance. Training
objectives are defined on the basis of job responsibilities and job description
and on the basis of the defined objectives individual progress is measured.
This model also helps in determining and developing the favorable
strategies, sequencing the content, and delivering media for the types of
training objectives to be achieved.
The Instructional System Development model comprises of five stages:
1.Analysis – This phase consist of training need assessment, job analysis,
and target audience analysis.
2.Planning – This phase consist of setting goal of the learning outcome,
instructional objectives that measures behavior of a participant after the
training, types of training material, media selection, methods of evaluating
the trainee, trainer and the training program, strategies to impart knowledge
i.e. selection of content, sequencing of content, etc.

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 3.Devel
opment – This phase translates design decisions into training material. It
consists of developing course material for the trainer including handouts,
workbooks, visual aids, demonstration props, etc, course material for the
trainee including handouts of summary.
4.Execution – This phase focuses on logistical arrangements, such as
arranging speakers, equipments, benches, podium, food facilities, cooling,
lighting, parking and other training accessories.
5.Evaluation – The purpose of this phase is to make sure that the training
program has achieved its aim in terms of subsequent work performance.
This phase consists of identifying strengths and weaknesses and making
necessary amendments to any of the previous stage in order to remedy or
improve failure practices.
The ISD model is a continuous process that lasts throughout the training
program. It also highlights that feedback is an important phase throughout

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the entire training program. In this model, the output of one phase is an input
to the next phase.

Transitional Model:
Transitional model focuses on the organization as a whole. The outer loop
describes the vision, mission and values of the organization on the basis of
which training model i.e. inner loop is executed.
1.Vision – focuses on the milestones that the organization would like to
achieve after the defined point of time. A vision statement tells that where
the organization sees itself few years down the line. A vision may include
setting a role mode, or bringing some internal transformation, or may be
promising to meet some other deadlines.
2.Mission – explain the reason of organizational existence. It identifies the
position in the community. The reason of developing a mission statement is
to motivate, inspire, and inform the employees regarding the organization.
The mission statement tells about the identity that how the organization
would like to be viewed by the customers, employees, and all other
stakeholders.
3.Values – is the translation of vision and mission into communicable ideals.
It reflects the deeply held values of the organization and is independent of
current industry environment. For example, values may include social
responsibility, excellent customer service, etc.

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The mission, vision, and values precede the objective in the inner loop. This
model considers the organization as a whole. The objective is formulated
keeping these three things in mind and then the training model is further
implemented.

Methods of Training

There are various methods of training, which can be divided in to cognitive

and behavioral methods. Trainers need to understand the pros and cons of

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each method, also its impact on trainees keeping their background and skills
in mind before giving training.
Cognitive methods are more of giving theoretical training to the trainees.
The various methods under Cognitive approach provide the rules for how to
do something, written or verbal information; demonstrate relationships
among concepts, etc. These methods are associated with changes in
knowledge and attitude by stimulating learning.
The various methods that come under Cognitive approach are:
• Lectures
• Demonstrations
• Discussions
• Computer Based Training (CBT)
• Intelligent Tutorial System (ITS)
• Programmed Instruction (PI)
• Virtual Reality

Behavioral methods are more of giving practical training to the trainees. The
various methods under Behavioral approach allow the trainee to behavior in
a real fashion. These methods are best used for skill development.
The various methods that come under Behavioral approach are:
• Games And Simulations
• Behavior-Modeling
• Business Games
• Case Studies
• Equipment Stimulators
• In-Basket Technique

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 • Role Plays
Both the methods can be used effectively to change attitudes, but through
different means. Another method is management development method –

Management Development:
The more future oriented method and more concerned with education of the
employees. To become a better performer by education implies that
management development activities attempt to instill sound reasoning
processes. Management development method is further divided into two
parts:

On The Job Trainings-

The development of a manager’s abilities can take place on the job. The four
techniques for on-the job development are:
• Coaching
• Mentoring
• Job Rotation
• Job Instruction Technique (JIT)

Off The Job Training-

There are many management development techniques that an employee can
take in off the job. The few popular methods are:
• Sensitivity Training
• Transactional Analysis
• Straight Lectures/ Lectures
• Simulation Exercises

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 Training in Banking

Favorable economic climate and number of other factors such as, growing
urbanization, increasing consumerism, rise in the standard of living, increase

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in financial services for people living in rural areas, etc has increased the
demand for wide range of financial products that has led to mutually
beneficial growth to the banking sector and economic growth process. This
was coincided by technology development in the banking operations. Today
most of the Indian cities have networked banking facility as well as Internet
banking facility. Some of the major players in the banking sector are State
Bank of India, HDFC Bank, Citibank, ICICI Bank, Punjab National Bank,
etc. Number of opportunities in banking sector has increased than ever
before. With this rapid expansion and coming up of major players like
ICICI, HDFC, UTI, etc in the sector, the need of human resource
development, technical skills, and personal skills has increased. Some of the
training Institutes in banking sector are:

• National Institute for Bank Management

• Indira Gandhi Institute for Development Research (IGIDR)
• Institute for Development and Research in Banking Technology
(IDRBT)
• Indian Institute of Banking & Finance
• Institute of Finance, Banking & Insurance
• Indira Gandhi Farmers’ & Entrepreneurship Development Institute

Some of the areas covered in the training program are:

• Risk Management
• Process Training
• Product Training

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 • Credit Management
• Treasury Management
• Forex Management
• Interest rates and self-sufficiency
• Liquidity management
• Investment Banking (Including structured Finance & Debt Advisory)
• Marketing financial services

Some of the preferred training methods used in the banking field are:
• Game-based learning
• Coaching
• On-the-job (OTJ) Training
• Seminars/Workshops
• Simulation Workshops
• Computer-based training (CBT)

Training at ICICI Bank

Bank in India is an integral part of our life. Even before the formation of
Pakistan, pre partition era, people used to run private banks. Lending money

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and borrowing money were the only objectives of these unorganized banks.
At the time of British rule, banks in the organized sector started operations.
Then Government of India felt the need of nationalizing this sector, as there
was no security of people investments. A regulating body Reserve Bank Of
India started making regulations and supervising their operations. A large
number of private banks were nationalized. A person getting job in a bank
started thinking of not executing his duty properly. Going to bank to open an
account or for any other purpose was a tense proposition for majority of us.
There was no human touch at all. There was no accountability of bank
employees.
Then came the globalization era. The sector was opened to private players.
Foreign banks entered India and Indian banks faced some heat of
competition. The large number of employees in these banks were not trained
in soft skills viz. communication, human relation, customer service etc.
Private Banks started training their employees in human skills and people
skills. Following are the training patterns of ICICI:
• Trainers, motivators and motivational speakers like are engaged for
coaching ICICI employees.
• The Bank has ensured that all its employees are given adequate
training. On an average 37 hours of training is given to employees,
which compares well with the best globally.
• ICICI Bank’s credit card department and loan department are given a
successive sessional program on sales skills and positive customer
care.
• ICICI Bank’s security team consists of security professionals in IT
teams. Periodic training programs are conducted for the security team;
classroom training for all IT administrators and system and

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 application owners is also carried out. All the web developers are
trained on secure coding practice on a yearly basis.
• E learning games ICICI Bank plays to train its new hires. New
recruits are made to play online games for hours before they start
dealing with customers. These hires, typically junior and middle-level
managers hired for customer-facing functions play online games for
several hours before they get down to the business of dealing with
people.
• Besides above ICICI bank uses coaching, on-the-job (OTJ) training,
seminars/workshops, simulation workshops, computer-based training
(CBT) etc to provide all technical and non-technical skills to its
employee.

Conclusion

Its clear for modern era that training cannot be avoided as it is the essential
part of human recourse management in today’s business. To increase the
commitment level of employees and growth in quality movement (concepts
of HRM), senior management team is now increasing the role of training.
Such concepts of HRM require careful planning as well as greater emphasis

21
on employee development and long-term education. Training is now the
important tool of Human Resource Management to control the attrition rate
because it helps in motivating employees, achieving their professional and
personal goals, increasing the level of job satisfaction, etc.
It is a learning process that involves the acquisition of knowledge,
sharpening of skills, concepts, rules, or changing of attitudes and behaviors
to enhance the performance of employees. Training is activity leading to
skilled behavior.
Banks as ICICI requires defferent type of training to its employee. it uses
coaching, successive sessional programs, Periodic training programs, on-the-
job (OTJ) training, seminars/workshops, simulation workshops, computer-
based training (CBT) etc to provide all technical and non-technical skills to
its employee.

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