Documente Academic
Documente Profesional
Documente Cultură
Year 2 Semester 2
Unit 23: Human Resources Development
Assignment title: Preparing and evaluating a training
event
Submitted by
Date
Ye Myint
Content
No.
Page No.
PART I INTRODUCTION
1 Introduction
2 Objectives
Executive summary
10
13
16
in an organization
2.2 The advantages and disadvantages of training methods
18
used in an organization
2.3 A systematic approach to plan training and development
for a training event
21
23
28
31
33
long Learning
4.2 The development of the competency movement has
35
38
Recommendation
39
Conclusion
39
Reference
40
PART I INTRODUCTION
1. Introduction
Human Resource Development (HRD) is the framework to helping employees
develop their personal and organizational skills, knowledge, and abilities. Human
Resource Development includes such opportunities as employee training,
employee career development, performance management and development,
coaching, mentoring, succession planning, key employee identification, tuition
assistance, and organization development.
2. Objective
The objective of this assignment is to understand learning theories and learning
styles, to be able to plan and design training and development, to be able to
evaluate a training event and to understand government-led skills development
initiatives.
has recently made decisions to increase 5% turnover in sales in next year and it is
informed to U Khin Maung Htay.
I have been working as a training manager in HR department an d same in working
years to U Khin Maung Htay and both of us are closed friends. U Khin Maung
Htay needs some adivice from me to handle and reduce the problems ha has been
encountering. U Maung Htay and his boss ( U Tin Myint) have discussed about this
situation and U Tin Myint has agreed to provide some appropriate trainings and
we are assigned to prepare and propose a training programme.
Concrete
Experience
( doing/having an
experience)
Active
Experimentation
(planning/trying out
what we have
learned )
Abstract
Conceptualization
( concluding/
learning from the
experience )
Reflection
Observation
(reviewing/
reflecting on the
experience )
10
1.2 Explain the role of learning curve and the importance of transferring
learning to workplace
Learning curve has an impact on the overall learning process because it represents
the track record of the performance of the learners. On the other hand learning
doesnt have any impact if they are not transferred to real world, i.e. the
workplace. Every learning style has its own objective and it can only be achieved if
it is transferred to the workplace (Werner and DeSimone, 2009).
The role of learning curve and the importance of transferring learning to the
workplace are stated bellow:
Role of Learning Curve:
Like any other curve a learning curve is also a graphical representation. It
represents the increase or decrease of learning in respect to experience. Its a great
tool for assessing the impact of any learning or training program as it shows the
track record.
11
The learning curve is used to identify the key elements of learners progress and
formulate education policy. It also shows the common elements of effective
learning.
1. Add Value:
12
The prime objective of the learning session is to add value to the organization. So
if the learning is not transferred to the workplace no value will be added to the
organization.
2. Proper utilization of Fund:
Each training and learning session requires funding. Organizations have spent a lot
to develop its employees. So if the learning is not transferred to the work place
then this spent money will not be utilized in a proper way.
3. Face and Overcome Challenges:
Employees may face practical obstacles in doing his assigned responsibility.
Sometimes he may face a challenge about which he doesnt have any prior
knowledge. Learning sessions contains such case studies. So if the learning is
transferred to the workplace it will help the employees to come up with the new
environment and face and overcome challenges.
13
1.3 Assess the contribution of learning styles and theories when planning and
designing a learning event
1. Converger,
2. Diverger,
3. Assimilator and
4. Accommodator
14
15
16
2.1 Compare the training needs for staff at different levels in an organization
Planning and evaluation are key elements in the effective delivery of training that
will satisfy business or operational needs within an organization.
For managers to begin to take responsibility for training and development of their
people they need to be able to understand the needs of the people they manage and
how these can be met with a variety of training methods.
There are three types of training or learning need:
Organizational training and development needs are those relating to the
competence of individuals in their jobs, what those individuals do in their jobs, and
what they should do to ensure that the organization is able to meet its objectives.
An example of this could be the ability to care for customers.
Occupational training needs are those which relate to skills, knowledge and
attitudes an individual must have to carry out a job irrespective of who he or she
is. An example could be a typist requiring word-processing skills, or a operator in
a call center knowing how to use the software and the knowledge of relevant
products or services.
Individual (personal) needs relate to the needs of the individual jobholders. For
example, a manager may wish to learn keyboard skills in order to be more effective
in his or her job, even if this is not a prerequisite for the job. This will also include
interpersonal skills development.
17
18
19
Disadvantages: It does not actively involve trainees in training process. The trainees forget
much information if it is delivered in verbal ways.2.
Demonstration:
Demonstration is one of very effective way for basic skills training.in this method, the trainer
shows trainees how to do something. The trainer may provide an opportunity for trainees to
perform the task being demonstrated.
Advantages: This method highlights the trainee involvement. It engages several senses such
as seeing, hearing, feeling, touching.
Disadvantages: It requires a arrangement for the trainer preparation and planning. There also
needs to be a sufficient space for the training. If the trainer is not skilled, poor work habits can be
learned by the trainee.3.
20
at the conference may differ from the managers ideas and may causing conflict.
Panel: This is an excellent method for using outside resource people. A panel provides several
points of view on a topic to seek alternatives to a situation. Panel members may have opposite
views but they must also have objective concern.
Advantages: Trainees often find it interesting to hear different points of view. The process
invites employees to share their opinions.
Disadvantages: It requires a great deal of preparation. The results of the method can be
difficult to evaluate.
21
22
23
24
25
employees. This type of training is delivered online through the internet or the web
by using a computer . Support for the trainee can be provided in the form of
discussion groups, chat rooms and online tutoring where anyone involved is able to
respond at a time that is convenient.
Off-the-job experiences: This method of training takes place outside the
organisation and training is usually carried out in groups. Examples of methods
commonly employed could be the use of Lectures, role-play of various kinds
supported by video, closed-circuit television (CCTV) and other audio-visual aids.
This type of training is usually used to train groups of employees of similar grades
or jobs. However, the choice of methods and locations must be determined by the
criterion of cost-effectiveness. Compared with on-the-job training, this technique is
costly and it also requires people to leave their places of work, it is essential for
certain types of training for example, in managerial roles as it is important that
people work in groups and learn from each other. Lectures: This method is usually
for the delivery of a topic of general understanding to trainees. It can be
implemented when a large amount of people are being provided with a limited
amount of information in a relatively short period of time.
External courses: These might include professional qualifications such as the
CIPD, CIM or ACCA or other formal qualifications in the form of part-time
programmes provided by institutions. Management of this technique could be
complicated and extremely demanding has it can prove difficult for employees to
manage when work load in the workplace is high. These types of programmes are
usually implemented as a career development move as opposed to a way of
immediate training. (Reid et al 2004)
Simulators: Simulators are used to imitate real work experiences. Most simulators
are very expensive but for certain jobs, like learning to fly a 747, they are
indispensable. Astronauts also train extensively using simulators to imitate the
challenges and micro-gravity experienced on a space mission. The military also
uses video games to train soldiers. Example: Truck drivers could use simulators to
practice responding to dangerous driving situations.
On-The-Job Training: Jumping right into work from day one can sometimes be
the most effective type of training. The following are a few examples of on-the-job
training:
26
Read the manual - a rather boring, but thorough way of gaining knowledge
of about a task.
A combination of observation, explanation and practice.
Trainers go through the job description to explain duties and answer
questions.
Use the intranet so trainees can post questions concerning their jobs and
experts within the company can answer them.
On-the-job training gives employees motivation to start the job. Some reports
indicate that people learn more efficiently if they learn hands-on, rather than
listening to an instructor. However, this method might not be for everyone, as it
could be very stressful. Example: New trucking employees could ride with
experienced drivers. They could ask questions about truck weigh stations, proper
highway speeds, picking up hitchhikers, or any other issues that may arise.
Lectures: Lectures usually take place in a classroom-format. It seems the only
advantage to a lecture is the ability to get a huge amount of information to a lot of
people in a short amount of time. It has been said to be the least effective of all
training methods. In many cases, lectures contain no form of interaction from the
trainer to the trainee and can be quite boring. Studies show that people only retain
20 percent of what they are taught in a lecture. Example: Truck drivers could
receive lectures on issues such as company policies and safety.
Outdoor Training: A nice break from regular classroom or computer-based training,
the usual purpose of outdoor training is to develop teamwork skills.
Some examples include:
Wilderness or adventure training - participants live outdoors and engage in
activities like whitewater rafting, sailing, and mountain climbing.
Low-impact programming - equipment can include simple props or a
permanently installed "low ropes" course.
High-impact programming - Could include navigating a 40-foot "high ropes"
course, rock climbing, or rappelling.
27
Outgoing and active participants may get the most out of this form of training. One
risk trainers might encounter is distraction, or people who dont like outdoor
activities. Example: As truck drivers are often on the road alone, they could
participate in a nature-training course along with depot personnel to build esprit de
corps.
Many avenues exist to train employees. The key is to match the training method to
the situation. Assess each training method implemented in the organization and get
feedback from trainees to see if they learned anything. Then take the results from
the most popular and most effective methods to design a specific training program.
28
29
People skills
Interpersonal skills
Developing others
Delegating work
Problem solving
Needs for and benefits of coaching
Directing people to do has always produced inferior results compared to inspiring
people to want to do. Increasingly, we are finding out why we need to do things.
But why makes no profit, how to does. Coaching is the how to.
Coaching training methods will be chosen for the staffs of Golden star Ltd who are
needed to improve such kind of skills; to unlock their natural ability, performances,
learning and achieving , to increase awareness of the factors which determine
performance, self-coach and Identify and remove internal barriers to achievement.
On the job training is cost effective for companies because it often requires fewer
resources than having to recruit new employees. Staff members lacking proper
training are likelier to leave the company either by their own choice, or through
termination by the business for poor performance. Training employees while they
are working, as opposed to sending them to an offsite location, increases the
chance that learned information will be fully assimilated. Additionally, employees
often find onsite training more enjoyable than having to go to a classroom away
from the job.
On the job training method will be chosen for the staff of Golden star Ltd who can
improve the skills of them which working at the job and who are prefer onsite
training more than going to classroom away from the job.
Outdoor Training is a practical tool for creating skilled, organic teams that
function efficiently and effectively. A nice break from regular classroom or
30
Supervisor
Method
Be provided
a class for
communicat
ion, selling
and
negotiation
Be provided
a
conversation
club
Subject
To be good at
communication,
selling and
negotiation
Be provide a To be good at
Duration
3 months
Sat and sun
8:00 AM to
11:00 AM
3 months
31
class
for leading the team
leadership
and time
and
time management
management
Incharge
Be provide a To be good at
class
for leading
leadership
and
time
management
32
2. Knowledge Acquisition:
This is another feedback material from the HR team. The HR team of Golden star
Ltd measures the rate of knowledge by immediate question and answering process
and that was bevy much interactive and most of the trainees participated and their
gesture was good. So the HR team of Golden star Ltd thinks that the rate of
knowledge acquisition rate is good.
3. Behavioral Application:
This was an aftermath of the training program. The overall approach and Behavior
of the trainees changed and the improvement was eye-catching. The Golden star
Ltd is very much content to see this improvement.
4. Measurable Business Improvement:
The HR team of Golden star Ltd observed 2 weeks from the conduction of the
training sessions and find measurable business improvement. The production cost
minimized at a notables rate due to train of the workers and employees of the
production department. And though the training of the Marketing agents the sale of
the product increases and the feedbacks from the customers are better than before.
5. Measuring with a Benchmark:
And finally the Golden star ltd compares the result obtained from the training
program with the previously determined standard. This is the final step of
evaluation. Golden star finds it pretty impressive and content of the result obtained.
Now the organization is on the verge of setting up new a new goal higher than the
previous one.
33
And this is the end of the evaluation process the training sessions conducted by the
Golden star. It is very much effective to evaluate by using several methods rather
than one method. It guarantees more accurate result.
34
The role of the government in training, development and lifelong learning is very
vital. The focusing contributions of government are this perspective is given
bellow:
1. Generating a Public Norm:
A government can reach to all. Though its various tolls and means the government
can initiate a process to generate a common culture among the public which will
help them to train and develop them.
2. Formulate a HR Policy for All:
The government can formulate a Human Resource Development policy for all of
its citizens and help to improve the capability of its citizens.
3. Allocate Fund:
Government can give fund for HRD in private sector as well as in public sector.
Usually the governments around the world provide fund to train and develop its
state employees. According to government policy and need they can also give fund
to the private sector too (Martin, 2009).
4. Promote HRD Study:
Government can help training and development by promoting HR study for all. It
can be done through including an intense syllabus of HRD in the National
Curricula.
35
36
37
defines the ideas, concepts and techniques associated with competency in each
country. The transfer of these ideas and practices into the public sector
accompanied the spread of new public management, which has increased
throughout the 1990s. The movement is now an international one prompted by
both the OECD and the management consultancy industry. The process of adoption
and implementation has tended to be pragmatic and ad hoc but evidence suggests it
is now becoming an important vehicle for organisational cultural change. This
introduction provides the backdrop for the remaining five articles in this special
issue of the journal, which illustrate both developments in theory and practice of
competencybased management within public services.
Competency can be described as the ability to accomplish any given job (Mathis
and Jackson, 2003). This ability requires some other qualifications which are a
prerequisite to finish a job effectively. The concept of competency can be
understood from the following sequence:
Novice: Who dont any prior knowledge
Experienced beginner: Who got the primary knowledge of the job
Practitioner: Working with primary knowledge for a descent time-frame.
Knowledgeable Practitioner: Who has gathered all required knowledge of the
subject matter, but yet to reach the level of an expert.
An Expert: Who actually become proficient in the subject and developed an inbuilt understanding of the subject or job.
Competency of a person revolves through this process and there is an impact of
competency in the real world workplace.
Both public and private sector are influence by the competency movement. In the
past this knowledge of competency was not widely circulated. With the passage of
time it becomes a matter of big discussion and standard of competencies become a
common debate among the experts. Especially in the public sector the competency
of the public servant become a matter of concern. Some said that high competency
standard must be maintained in order to sever the public well. They advocated for
38
rigorous competition for the public sector jobs and intense training programs to
make them more competent for the job (Megginson, 1993).
For maintaining competitive advantages the private sector accepted a high
competency standard and for this reason they offered gigantic salary figures for the
competent persons. But during the recession time this competency standard was
used in favor of the corporation against many competent employees who lost their
jobs in low competency-standard ground.
The UK government has several initiatives in the fields of HRD (Milkovich et al.,
1991). The government institutions which look after in this matter are:
I.
II.
III.
39
IV.
Department of Health.
The services provided by this agencies to the privately own organisations are as
follows (Mondy, Noe and Gowan, 2005):
Providing business likes to the eager and needy ones.
a) Providing skills for Business Network by Sector Skills Council.
b) Funding and planning education for the over 16s by the Learning and Skills
Council.
c) Creating skilled workforce for the industry by the University Of Industry.
d) Creating standard workforce of specific sector by National Vocational
Qualifications.
e) Ensuring good practice of work by the Investors in Peoples Standard.
These are the few initiatives taken by the Government of the UK which helps the
organization to get better people for their jobs and ensures the commitment of the
government to help the private sector.
40
on what is going well and what is not. Communication can serve as an important
bridge, for several reasons, Incentives and recognition is always important to
provide our team as a whole, as well as individual members, with clear incentives
to perform well, and recognition and rewards when they succeed. Continuous
Learning & Support is often what employees needs to get boost in their morale and
performance is a bit of technological or human support, which will help them
learn.
Conclusion
To summarize, Human Resource Development is an important study in todays
world. Now The HRD is an elaborated subject which includes many concepts and
studies. Understanding the learning theories and learning styles, the training need,
implications of the learning theories and style, ability to design and formulate
training events, evaluation process and method and so on. are some of the few
topics covered by the HRD study. Also the role of government in development of
training and development is a significant one.
References
Books
Bratton, J. and Gold, J. (2000). Human resource management. Mahwah, N.J.: Lawrence
Erlbaum.
41
Honey.
VUC handout book
Websites
http://www.jsbonline.com/knowledgebank/post/160/coaching-the-mosteffective-training-method-in-the-world
http://jobs.lovetoknow.com/Benefits_of_on_the_Job_Training
http://www.emeraldinsight.com/doi/abs/10.1108/09513550010350283
www.wikipedia.com