Introduction to HR:

Human Resource Management (HRM), a relatively new term,

that emerged during the 1930s. Many people used to refer it
before by its traditional titles, such as Personnel Administration or
Personnel Management. But now, the trend is changing. It is now
termed as Human Resource Management (HRM). Human
Resource Management is a management function that helps an
organization select, recruit, train and develops.

HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people who staff

and manage organization. It comprises of the functions and
principles that are applied to retaining, training, developing, and
compensating the employees in organization. It is also applicable
to non-business organizations, such as education, healthcare etc.
Human Resource Management is defined as the set of activities,
programs, and functions that are designed to maximize both
organizational as well as employee effectiveness

Scope of HRM without a doubt is vast. All the activities of

employee, from the time of his entry into an organization until he
leaves, come under the horizon of HRM.
The divisions included in HRM are Recruitment, Payroll,
Performance Management, Training and Development, Retention,
Industrial Relation, etc. Out of all these divisions, one such
important division is training and development.

TRAINING AND DEVELOPMENT is a subsystem of an

organization. It ensures that randomness is reduced and learning
or behavioral change takes place in structured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVLOPMENT
Traditional Approach – Most of the organizations before never
used to believe in training. They were holding the traditional view
that managers are born and not made. There were also some
views that training is a very costly affair and not worth.
Organizations used to believe more in executive pinching. But
now the scenario seems to be changing.

The modern approach of training and development is that

Indian Organizations have realized the importance of corporate
training. Training is now considered as more of retention tool than
a cost. The training system in Indian Industry has been changed
to create a smarter workforce and yield the best results

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to

make sure the availability of a skilled and willing workforce to an
organization. In addition to that, there are four other objectives:
Individual, Organizational, Functional, and Societal.

Individual Objectives – help employees in achieving their

personal goals, which in turn, enhances the individual contribution
to an organization.

Organizational Objectives – assist the organization with its

primary objective by bringing individual effectiveness.

Functional Objectives – maintain the department’s contribution

at a level suitable to the organization’s needs.

Societal Objectives – ensure that an organization is ethically

and socially responsible to the needs and challenges of the
society.
TRAINING DEFINED

It is a learning process that involves the acquisition of knowledge,

sharpening of skills, concepts, rules, or changing of attitudes and
behaviours 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.

Definition of Training:

The systematic development of the knowledge, skills and

attitudes required by an individual to perform adequately a given
task or job. Training refers to efforts that help enhance employee
skills for carrying out the present job. According to Edwin B Flippo,
training is the act of increasing knowledge and skills of an
employee for doing a particular job.

Needs for training:

• To improve the current job performance of employees

• To familiarize employees with the policies and procedures of
the organization.
• To enhance the creativity, adaptability and versatility of the
employees and to facilitate learning at the work place
• To prepare employees for future job.
• To change the skills, knowledge and attitudes of the
employees on a permanent basis.
• To help employees manage their careers.
• To maintain knowledgeable work force.
• To gain competitive advantage through a knowledgeable
work force.
• To promote organizational growth through individual growth.

NATURE OF TRAINING AND DEVELOPMENT

• In simple terms, training and development refers to the imparting of specific

skills, abilities and knowledge to an employee. A formal definition of training
 & development is… it is any attempt to improve current or future employee
performance by increasing an employee’s ability to perform through learning,
usually by changing the employee’s attitude or increasing his or her skills and
knowledge. The need for training & development is determined by the
employee’s performance deficiency, computed as follows:

• Training & Development need = Standard performance – Actual performance.

• Development refers to those learning opportunities designed to help

employees grow. Development is not primarily skill-oriented. Instead, it
provides general knowledge and attitudes which will be helpful to employees
in higher positions. Efforts towards development often depend on personal
drive and ambition. Development activities, such as those supplied by
management developmental programmes, are generally voluntary.

• To bring the distinction among training, education and development into

sharp focus, it may be stated that “training is offered to operatives”,
whereas “developmental programmes are meant for employees in
higher positions”.

AIMS/OBJECTIVES OF TRAINING & DEVELOPMENT

The fundamental aim of training is to help the organization achieve its purpose by
adding value to its key resource – the people it employs. Training means investing
in the people to enable them to perform better and to empower them to make the
best use of their natural abilities. The particular objectives of training are to:

• Develop the competences of employees and improve their performance;

• Help people to grow within the organization in order that, as far as possible,
its future needs for human resource can be met from within;
• Reduce the learning time for employees starting in new jobs on appointment,
transfers or promotion, and ensure that they become fully competent as
quickly and economically as possible.

INPUTS IN TRAINING AND DEVELOPMENTS

Any training and development programme must contain inputs which enable the
participants to gain skills, learn theoretical concepts and help acquire vision to look
into distant future. In addition to these, there is a need to impart ethical orientation,
emphasize on attitudinal changes and stress upon decision-making and problem-
solving abilities.

Skills

Training, as was stated earlier, is imparting skills to employees. A worker needs

skills to operate machines, and use other equipments with least damage or scrap.
This is a basic skill without which the operator will not be able to function. There is
also the need for motor skills. Motor skills refer to performance of specific physical
activities. These skills involve training to move various parts of one’s body in
response to certain external and internal stimuli. Common motor skills include
walking, riding a bicycle, tying a shoelace, throwing a ball and driving a car. Motor
skills are needed for all employees – from the clerk to the general manager.
Employees, particularly supervisors and executives, need interpersonal skills
popular known as the people skills. Interpersonal skills are needed to understand
one self and others better, and act accordingly. Examples of interpersonal skills
include listening, persuading, and showing an understanding of others’ feelings.

Development

Another component of a training and development is development which is less skill

oriented but stressed on knowledge. Knowledge about business environment,
management principles and techniques, human relations, specific industry analysis
and the like is useful for better management of the company.

Ethics

There is need for imparting greater ethical orientation to a training and

development programme. There is no denial of the fact that ethics are largely
ignored in businesses. Unethical practices abound in marketing, finance and
production function in an organization. They are less see and talked about in the
personnel function. If the production, finance and marketing personnel indulge in
unethical practices the fault rests on the HR manager. It is his/her duty to enlighten
all the employees in the organization about the need of ethical behavior.
Attitudinal Changes

Attitudes represent feeling and beliefs of individuals towards others. Attitude affects
motivation, satisfaction and job commitment. Negative attitudes need to be
converted into positive attitudes. Changing negative attitudes is difficult because –

1. Employees refuse to changes

2. They have prior commitments
3. And information needed to change attitudes may not be sufficient

Nevertheless, attitude must be changed so that employees feel committed to the

organization, are motivated for better performance, and derive satisfaction from
there jobs and the work environment

Decisions Making and Problem Solving Skills

Decision making skill and problem solving skills focus on method and techniques for
making organizational decisions and solving work-related problems. Learning
related to decision-making and problem-solving skills seeks to improve trainees’
abilities to define structure problems, collect and analysis information, generate
alternative solution and make an optimal decision among alternatives. Training of
this type is typically provided to potential managers, supervisors and professionals.

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 team work, 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 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 aligns
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. Organization gets more effective decision making and
problem solving. It helps in understanding and carrying out
organisational policies

 Training and Development helps in developing leadership

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

Importance Of Training Objectives

Training objectives are one of the most important parts of

training program. While some people think of training objective as
a waste of valuable time. The counterargument here is that
resources are always limited and the training objectives actually
lead the design of training. It provides the clear guidelines and
develops the training program in less time because objectives
focus specifically on needs. It helps in adhering to a plan.

Training objective tell the trainee that what is expected out of

him at the end of the training program. Training objectives are of
great significance from a number of stakeholder perspectives,

1. Trainer
2. Trainee
3. Designer
4. Evaluator
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.

Role of HRD Professionals in Training

This is the era of cut-throat 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.

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 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 model of training are:

1. System Model

2. Instructional System Development Model

3. Transitional model

Systematic 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. 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.

3. Develop- This 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 & 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.

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.

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.

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.

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.

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..

Instructional System Development Model(ISD)Model

Instructional System Development model or ISD training 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.

3. DEVELOPMENT – 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 the entire
training program. In this model, the output of one
phase is an input to the next phase.
TRAINING AND DEVELOPMENT AS SOURCE OF COMPETITIVE ADVANTAGE

Companies derive competitive advantage from training and development. Training

and development programmes, as was pointed out earlier, help remove
performance deficiencies in employee. This is particularly true when - (1) the
deficiency is caused by a lack of ability rather than a lack of motivation to perform,
(2) the individual(s) involved have the aptitude and motivation need to learn to do
the job better, and (3) supervisors and peers are supportive of the desired
behaviors.

Training & Development offers competitive advantage to a firm by removing

performance deficiencies; making employees stay long; minimized accidents,
scraps and damage; and meeting future employee needs.

There is greater stability, flexibility, and capacity for growth in an organization.

Training contributes to employee stability in at least two ways. Employees become
efficient after undergoing training. Efficient employees contribute to the growth of
the organization. Growth renders stability to the workforce. Further, trained
employees tend to stay with the organization. They seldom leave the company.
Training makes the employees versatile in operations. All rounders can be
transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity,
which is reflected in increased profits from year to year. Who else but well-trained
employees can contribute to the prosperity of an enterprise?

Accidents, scrap and damage to machinery and equipment can be avoided or

minimized through training. Even dissatisfaction, complaints, absenteeism, and
turnover can be reduced if employees are trained well.

Future needs of employees will be met through training and development

programmes. Organizations take fresh diploma holders or graduates as apprentices
or management trainees. They are absorbed after course completion. Training
serves as an effective source of recruitment. Training is an investment in HR with a
promise of better returns in future.

A company's training and development pays dividends to the employee and the
organization. Though no single training programme yields all the benefits, the
organization which devotes itself to training and development enhances its HR
capabilities and strengthens its competitive edge. At the same time, the employee's
personal and career goals are furthered, generally adding to his or her abilities and
value to the employer. Ultimately, the objectives of the HR department are also
furthered.

The Benefits of Employee Training

How Training Benefits the Organization:

• Leads to improved profitability and/or more positive attitudes towards profit

orientation. Improves the job knowledge and skills at all levels of the
organization
• Improves the morale of the workforce
• Helps people identify with organizational goals
• Helps create a better corporate image
• Fosters authenticity, openness and trust
• Improves relationship between boss and subordinate
• Aids in organizational development
• learns from the trainee
• Helps prepare guidelines for work
• Aids in understanding and carrying out organizational policies.
• Provides information for future needs in all areas of the organization
• Organization gets more effective decision-making and problem-solving skills
• Aids in development for promotion from within
• Aids in developing leadership skills, motivation, loyalty, better attitudes, and
other aspects that successful workers and managers usually display
• Aids in increasing productivity and/or quality of work
• Helps keep costs down in many areas, e.g. production, personnel,
administration, etc.
• Develops a sense of responsibility to the organization for being competent
and knowledgeable
• Improves Labour-management relations
• Reduces outside consulting costs by utilizing competent internal consultation
• Stimulates preventive management as opposed to putting out fires
• Eliminates suboptimal behavior (such as hiding tools)
• Creates an appropriate climate for growth, communication
• Aids in improving organizational communication
• Helps employees adjust to change
• Aids in handling conflict, thereby helping to prevent stress and tension.

Benefits to the Individual Which in Turn Ultimately Should Benefit the Organization:

• Helps the individual in making better decisions and effective problem solving
• Through training and development, motivational variables of recognition,
achievement, growth, responsibility and advancement are internalized and
operationalised
• Aids in encouraging and achieving self-development and self-confidence
• Helps a person handle stress, tension, frustration and conflict
• Provides information for improving leadership, knowledge, communication
skills and attitudes
 • Increases job satisfaction and recognition
• Moves a person towards personal goals while improving interactive skills
• Satisfies personal needs of the trainer (and trainee)
• Provides the trainee an avenue for growth and a say in his/her own future
• Develops a sense of growth in learning
• Helps a person develop speaking and listening skills; also writing skills when
exercises are required. Helps eliminate fear in attempting new tasks

Benefits in Personnel and Human Relations, Intra-group & Inter-group Relations and
Policy Implementation:

• Improves communication between groups and individuals:

• Aids in orientation for new employee and those taking new jobs through
transfer or promotion
• Provides information on equal opportunity and affirmative action
• Provides information on other government laws and administrative policies
• Improves interpersonal skills.
• Makes organizational policies, rules and regulations viable.
• Improves morale
• Builds cohesiveness in groups
• Provides a good climate for learning, growth, and co-ordination
• Makes the organization a better place to work and live

Process, Methods of Training and Induction Training from

textbook

Training Program done by Max

New York Life

Training is must for every individual when he enters into the

organization. Even though the candidate has experience he also
should get training. Why because the organization culture, values
and beliefs are different from one organization to other. That’s
why the training program plays a key role in every organization.

Training program following by Max New York Life Insurance is

different at various levels.

Mainly in training program the company concentrates on sales

managers, agents, operations executives and telecallers.

Training program for sales managers:

• The training program duration is 15 – 20 days

• They get training on product knowledge.
• Motivating and encouraging Advisors

Training program for Advisors:

• The training program duration is 15 – 20 days

• They get training on product knowledge
 • How to convince the people.
• Objection Handling

Training program for operations executives:

• They will get training on customer database files

• Taking care of the customer files
• Well trained in product information and documentation
• Renewals will be informed periodically.

Required skills for employees in Max New York Life

Insurance:

• Interpersonal skills
• Excellent communication skills
• Understanding nature
• Aggressiveness
• Convincing skills
• Ability to motivate others
• Interest to learn