Human Resource Management

Practices (HRMP)
T R AIN IN G AN D D EVEL O PM EN T
PD M ( 2 0 1 6 1 8 )
SESSIO N - 6
 Do we know?

We know the similarities. But do we know the differences

between:

Education
Training
Learning
Development

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 Training and Development
Training provides employees with specific skills or helps them correct
deficiencies in their performance.

A systematic approach of developing KSA required by an individual to

adequately perform the given task.

Training vs. Development

Development means providing employees with abilities that would be useful for
organisations in future.

Training is to address the immediate gaps in competence whereas development is with

a long-term perspective

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 Benefits of Training and Development
TO INDIVIDUAL
Improves job knowledge and skills at all levels of
the organisation
Helps people identify with organisational goals
Improves morale of the workforce
Aids organisational development
Helps prepare guidelines for work
Helps people identify with organisational goals
Aids increasing productivity and/or quality of
work
Aids improving organisational communication
Aids in development for promotion from within
TO ORGANISATION
Helps individual in making better decisions
and effective problem solving
Aids in encouraging and achieving self-
development and self-confidence
Increases job satisfaction and recognition
Moves the person towards personal goals
Eliminates fear in attempting new tasks
Motivational variables of recognition,
achievement, growth, responsibility and
advancement are internalised.
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How do we address the Training and Development Dilemma?
To invest in Training and Development or Not?

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 Important Decisions in Designing a
Training Programme
Training Intensity : Duration of the training Content of Training and Selection of
programme(s) Trainers
Areas/Themes to be covered
Focus of Training : To be assessed at three
levels: Methods
Organisational Level Training Process
Task Level Training Needs Identification
Individual Level Development and Conduct of Training
At each level the focus is to bridge the gap Evaluation of Training

Existing level of: Required level of:

Knowledge Knowledge
Skill Skill
Ability/Attitude GAP Ability/Attitude

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Different Types of Training and
Development Programmes

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 A New Job A New Phase!
Orientation!
Orientation is designed to provide new hires with the information they
need to function comfortably and efficiently in the organisation.
Also known as On-boarding, Induction, Boot Camps etc.
Typically, orientation conveys three types of information
A review of the firms history, founding members, objectives, operations, products
or services and how employees job contributes to the organisations need.
Details about organisations policies such as work rules, employee benefits
General information about the daily work routine such as introduction to
supervisors, colleagues, trainers etc, job duties, reporting structure

Overall processes are reception, documentation, initial briefing,

introduction to the workplace, formal induction courses and formal and
informal training activities.
 Purposes of Orientation/On-boarding

To make new employees feel welcomed, at home and part of the team
To smooth the preliminary stages when everything is likely to be strange
and unfamiliar to the starter;
To establish quickly a favourable attitude to the company in the mind of
the new employee so that he or she is more likely to stay;
To obtain effective output from the new employee in the shortest
possible time;
To reduce the likelihood of the employee leaving quickly.
 WHY TAKING CARE ABOUT INDUCTION IS
IMPORTANT
Reducing the cost and inconvenience of early leavers
Cost per hire, time per hire etc goes up if new recruits leave early.
Increasing commitment:
A committed employee is one who identifies with the organization, wants to
stay with it and is prepared to work hard on behalf of the organization. The
first step in achieving commitment is to present the organization as one that is
worth working for and to ensure that this first impression is reinforced during
the first weeks of employment.
Clarifying the psychological contract:
The psychological contract consists of implicit, unwritten beliefs and
assumptions about how employees are expected to behave and what responses
they can expect from their employer. It is concerned with norms, values and
attitudes. Induction provides an opportunity to inform people of the way
things are done around here so that misapprehensions are reduced even if
they cannot be eliminated.
 WHY TAKING CARE ABOUT INDUCTION IS
IMPORTANT (Contd.)
Accelerating progress up the learning curve

Clearly, the length of the learning curve and rates of learning vary, but it is important to
provide for it to take place in a planned and systematic manner from the first day to
maximize individual contributions as quickly as possible.

Socialisation

New employees are likely to settle in more quickly and enjoy working for the
organization if the process of socialization takes place smoothly. The social aspects of
work relationships with colleagues are very important for many people.
 Other Types of Training And Development
Initiatives

On-the-Job Training (OJT)

Buddy Programmes
Mentorship Programmes
Online Training
Management Development Programmes
Leadership Development Programmes
Sponsorship for undergoing courses being offered by different Institutes,
Organisations, Universities etc.
Refresher Courses

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 Case Discussion
ICECD
What is the working model of ICECD for conducting Training
and Development Activities?

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