HUMAN RESOURCE MANAGEMENT

REPORT
IN

SUBMITTED TO:

DOC. MARYJANE LUBOS

REPORTED BY:

MICHELLE F. PAALA

STUDENT # 1903614

MBBA
#6.Essentials of success of Management Development Programme
Step 1 – Assess Organisational Training & Development Needs
Step 2 – Define Your Training Objective
Step 3 – Training Program Design
Step 4 – Adopt Training Principles for Adults
Step 5 – Training Program Development
Step 6 – Training Program Implementation
Step 7 – Evaluate Your Training Program
 Employee Feedback:
 Employee Assessment:  
 Program Assessment
#7.Process of Designing a Training Program
Most training design models contain five steps. One of the most commonly used models is the ADDIE model, which
stands for analysis, design, development, implementation & evaluation.

The considerations for developing a training program are as follows:

1.Needs assessment and learning objectives. .There 3.Delivery mode. 
are three levels of training needs assessment:  4.Budget. 
a.Organizational assessment 5.Delivery style. 
b.Occupational (task) assessment 6.Audience
c.Individual assessment.  7.Content. 
2.Consideration of learning styles.  8.Timelines
a.Visual learner. 9.Communication. 
b.Auditory learner.  10.Measuring effectiveness of training
c.Kinesthetic learner. 
#8.Methods of Training
Training methods can be classified into two categories:
I. On-the-Job Methods
This refers to the methods of training in which a person learns  a job by actually doing/performing it. A
person works on a job and learns and develops expertise at the same time.
1. Understudy 4. Experience
2. Job rotation 5. Committee assignment
3. Special projects 6. Coaching

II. Off-the-Job Methods

These methods require trainees to leave their workplace and concentrate their entire time towards the training
objectives. These days off-the-job training methods have become popular due to limitations of the on-the-job training
methods such as facilities and environment, lack of group discussion and full participation among the trainees from
different disciplines, etc.

1. Special courses and lectures 8. Vestibule schools

2. Conferences and seminars 9. Apprenticeship training
3. Selected reading 10. In-basket exercise
4. Case study method 11. Business games
5. Programmed instruction/learning 12. Behaviour modeling.
6. Brainstorming 13. Sensitivity (T-group) training
7. Role-playing 14. Multiple management
#9 Training Requirement for Different Types of Employees.
Major Training Requirements in Business Organizations
1. Development of executives: through advanced executive learning programs, leadership training, mentoring
programs, cross-department assignments, special assignments, and assignment of high-level tasks like decision making
for management
2 .Development of management: focusing on leadership, networking, change management, time management,
project management, coaching, mentoring, goal setting, and development of other strategic planning skills
3. Development of supervisory skills: focuses on interpersonal communication, giving orders, coaching, setting
objectives, giving feedback, time-management, decision making and other skills needed by newly recruited or newly
promoted supervisors
4. Professional development: This area includes development of specific skills related with professional disciplines
like health care, purchasing, selling, and et cetera, and covers a wide variety of performance oriented skills like stress
management, communications, using software, and others. Professional development can be periodic according to the
needs of the general workforce, specific teams, or specific key individuals and can be either basic, advanced, or refresher
training
5. Development of technical skills: Technical skills training focuses on developing skills required to getting work
done in the current and latest environment using specific systems and equipment, and carrying out policies and
procedures
6. Literacy skills: reading comprehension, writing, speaking and making decisions at entry-level jobs in an
organization is crucial for developing and retaining good employees, as well as meeting business objectives
7. Marketing and sales Training is wide and varied and ranges from training new sales reps to instilling the
motivational aspects of marketing
8 Workplace laws, health and safety: In today's world of increasing regulations, training is required in every
organization to maintain compliance, and maintain required levels of health and safety of workers. Such issues include
coping with job stress, discrimination, substance abuse, work-life balance, wellness training, and dealing with legal issues
9. Employee orientation: A trained workforce helps to orient an employee faster than an uncultured workforce
which does not know how to absorb new employees and make them a part of the system.
10.    Training in organizational development: This focuses on managing organization changes and making positive
interventions to change processes to optimize organizational output and increase efficiency. Focus areas include Six
Sigma, team building, customer services and others

Employee training is needed to ensure that key competencies required by individuals to perform their job functions are developed and
nursed effectively to meet organizational expectations and objectives. Hence, training needs to be planned like all other business
processes and has a deep impact upon business success or failure.
# 10.Techniques of Evaluation of Training
There are five techniques that are most often trusted by companies today. Some of these techniques are referred to as models, or
training evaluation methods, and we’ll use these terms interchangeably.
 Kirkpatrick’s Four-level Training Evaluation Model
 The Phillips ROI Model
 Kaufman’s Five Levels of Evaluation
 Anderson’s Model of Learning Evaluation
 Summative vs Formative Evaluation
Kirkpatrick’s Four-level Training Evaluation Model
Step 1: Evaluate learners’ reactions to training. This is commonly measured after training. Ask learners to complete a
survey about their overall satisfaction with the learning experience.
Step 2: Measure what was learned during training. Use assessments to measure how much knowledge and skills
have changed from before to after training.
Step 3:Assess whether or not (and how much) behavior has changed as a result of training. The best way to
measure behavior change is through workplace observations and comparing 360-degree reviews from
pre- and post-training.
Step 4: The final and most important step is to evaluate the impact of your employee training program on business
results. Here, it’s common to measure results like productivity, quality, efficiency, and customer
satisfaction ratings.
The Phillips ROI Model
This model is the same as Kirkpatrick’s (see technique above), but with an extra step. The fifth step of the Phillips ROI
model is to evaluate the program’s return on investment (ROI). To do this, you need to measure the difference
between your training cost and training results.
When the results of training are so great that they exceed the cost, then you’ve achieved a positive training ROI. When
the cost of training is larger than the results, something needs to change
Kaufman’s Five Levels of Evaluation
Kaufman’s model is another one of the training evaluation methods that takes Kirkpatrick’s approach a step further. You can think of
this model as Kirkpatrick’s with a twist
Step 1a: Measure the resources that were invested into your training program, like time and costs in developing materials.
Step 1b: Evaluate learners’ reaction to the training process. (This step is similar to the first step in Kirkpatrick’s model.)
Step 2: Assess whether or not the training objectives for individual learners or small teams were met.
Step 3: Measure the practical impact of the benefits in Step 2
Step 4: Measure the greater (or macro) benefits for the business, like increased profitability or reduced costs.
Step 5: Evaluate the effectiveness of your employee training program in relation to societal benefits.
Anderson’s Model of Learning Evaluation
This is one of the training managers’ favorite evaluation techniques for training, because it helps them keep their business strategy a
priority. And what happens when your training directly supports your strategic priorities? Success!
Stage 1: Evaluate your current training programs against the business’ strategic priorities.
Stage 2: Measure the contribution of training to strategic results.
Stage 3: Find the most relevant approaches for your company. Here’s where you decide whether the ROI is worthwhile.
Summative vs Formative Evaluation
A thorough evaluation will give you the best insight into the drawbacks of your training. So, it’s important to know how to assess a
training program both while it’s being developed (formative evaluation), and after it’s been delivered (summative evaluation).

Determine what you’ll measure when evaluating your employee training program
New skills and knowledge
The measure of knowledge and skills development is sometimes referred to as ‘learning performance’, because it relates to an
employee’s performance as a learner, rather than their performance on the job.
Learning experience
One measure of training effectiveness that’s often overlooked, even when using the best types of training evaluation methods, is the
learning experience. Why does this matter? Because when the learning experience is poor, employees are less likely to engage with
training content, which means that they’re less likely to learn the skills that will make them better at their jobs.
Employee happiness
The great thing about happy employees is that they tend to work harder, stay committed for longer, and produce better results. So,
while employee happiness might sound like a strange indicator at first, it’s actually one of the best results you can hope to see for your
business.
Cultural impact
Culture is the special ingredient that makes your business unique in a highly competitive world. So, you need to protect it with training
that fosters workplace norms and values that are good for business.
Efficiency impact
Efficiency can be measured in different ways depending on your industry and the specific department you’re training. For example, a
manufacturing company might train their assembly line staff on new equipment, and then measure how many more units can be
completed per day. On the other hand, an online tech business could measure how many tickets their customer support team closes
after completing a training program.
Financial impact
Finally, it’s crucial to evaluate the real impact of a company’s employee training program on its financial position. The real economic
impact of your training can be measured by changes in revenue and profit.
When training is successful, and all the measures of training effectiveness you use show positive results, then you should see an
increase in sales and income, or a reduction in costs – or both! When it’s both, you’ll certainly also benefit from a rise in profits.
Choose the right training evaluation tools
Observations
This is the process of observing employees as they complete a task or process, or engage in a team activity. Often, the observer will
use a journal to record what they see (it’s true, even the best evaluators can’t remember everything!).
Tests
Tests are a great way to measure changes in knowledge and skills, and they come in all shapes and sizes. Perhaps the best part about
tests is that you can measure a specific skill or knowledge area without the distraction of being observed.
Surveys
Perhaps one of the most common training evaluation tools and techniques used today is the survey. A survey, or training evaluation
questionnaire, collects data through a series of questions, usually in the form of multiple choice.
Interviews
Interviews can be conducted face-to-face or online. But either way, they’re as effective as questionnaires – and even more so. Why?
Because not only can you ask employees a set of questions, but you can answer their questions and delve deeper into their responses,
too. This flexibility often means that you get more valuable and detailed information from employees about their training.
Focus groups
Focus groups are carefully facilitated discussions among a small group of employees who all completed the same training. These are
great tools for exploring what employees think and feel about training, and to get suggestions for future improvements.
Performance records
If training doesn’t improve job performance, it isn’t working. So, performance records are surely an important measure to include in any
training evaluation..The biggest advantage of performance records is that they’re based on numbers, not opinions. This makes them
free from bias, and a trusted source of information to judge your training success by.
Conclusion:
Creating training and development programs for employees is of vast importance, and needs to be treated with the
respect that it deserves. In order to deliver the desired results, the program requires a dedicated team. Your senior staff
may agree to share the burden and teach the rest of your employees, but that won’t produce the results you expect.
If you are not able to create an in-house dedicated team, there are training consultants who can manage your training and
development program. Either way, this is a job for expert training coaches.

Best Example of a company for Training & Development.

Globe Invests in Employee Development;

Launches Globe University Campus
Strongly believing that employee engagement will further drive company growth and performance,
Globe Telecom recently launched its first Globe University campus, showcasing the company’s
commitment to invest in its people, motivating them towards personal and professional development.

Globe Telecom’s success as the leading mobile brand in the country is attributed in part to its efforts
to create wonderful work environment for its employees, which in turn helps spin the company’s
Circle of Happiness., a philosophy rooted in the belief that happy and engaged employees create
more opportunities for better products and services which Globe customers enjoy. Happy customers,
in turn, circle back towards increased growth and revenues for higher shareholder value.

The Globe University campus follows the design of the The Globe Tower, the leading
telecommunication provider’s headquarters in Bonifacio Global City, which seeks to create an
environment that reflects its vibrant culture and passion for technology. The campus features 5
studios or training rooms that can accommodate 18-25 people, pods or meeting rooms that can
accommodate 8-12 people, a function hall called Collaborate, which can accommodate up to 200
people, a cafeteria called Munch and workstations in an area called Create. A planned expansion of
its facilities would also include a design studio for digital learning, a test lab for networking training, a
boutique for Globe and Globe University branded items, a Globe University Art Gallery as well as
additional training rooms and meeting areas.

The Globe University campus supports the company’s talent development program that aims
continuous progression of knowledge, skills, and attitude of Globe employees. Expanding its
academic programs, Globe University now has five academies: namely Sales and Marketing,
Technical, Professional Leadership, and Culture.

“Globe Telecom strongly believes that in order to best serve our customers, we should have highly
engaged employees who excel in their own field of expertise. By investing in our people, we are able
to outperform competition, be first in the market and provide customers with the most innovative
mobile solutions and superior customer experience,” said Globe Chief Human Resource Officer
Renato Jiao.

Emphasizing the significance of the facility, Jiao believes learning encourages employees to think
beyond boundaries, break mindsets and come up with disruptive innovations. ” Our mission to create
a wonderful world for our customers and the nation starts with engaged employees. The vision is to
create a university that can rival the best universities and can elevate our people to the best of their
capabilities. This in turn, ensures that we will have the best set of leaders and the most competent
people within the organization, making sure that we’re prepared to take on the challenges of the
business,” he said.

Globe University also enrolls employees in partner schools like the Asian Institute of Management
and the Ateneo de Manila Center for Continuing Education in order to take up programs that will hone
their leadership and managerial skills. The goal is to give Globe employees a competitive advantage
by sharpening their business acumen, technical expertise, communication skills and other areas of
development based on their job description.

The facility also supports iLead, which aims to establish a strong leadership bench to help sustain the
gains in business performance. iLead integrates three targeted development tracks namely the
Executive Development Program, Emerging Executives Program and Young Leaders Program,
aimed at ensuring the Globe culture is continually enabled at every level. The Executive Development
Program targets seasoned talents who have the potential to be senior leaders and business leaders.
The Emerging Executives Program focuses on mid- career talents who demonstrate the potential to
become senior executives while the Young Leaders Program looks at emerging talents who can
assume larger leadership roles.

Following efforts to create wonderful work experience for its employees, Globe in 2014 was
recognized as Best Workforce by Sustainability Business Philippines and Best Place to Work in Asia
by Asian Corporate Sustainability Excellence.