E 03 Monjima Bora

E 05 Deeksha
E 06 Kunal Dharna
E 10 Pallavi Arora
E 26 Regina Massey
E 46 Abhishek Mehrotra HUMAN RESOURCE MANAGEMENT:
E 57 Ankur Mittal TRAINING AND DEVELOPMENT
 FUNCTIONS OF HRM
• Recruitment And Selection
• Training And Development
• Compensation Management
• Performance Management

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 TRAINING
It is a formal and a systematic modification of
behavior through learning which occurs as a result of
education, instruction, development and planned
experience.
• It is a short term process.
• Refers to instruction in technical and mechanical
problems.
• Targeted to most cases of non-managerial personnel.
• Specific job related purpose.
HUMAN RESOURCE MANAGEMENT:
TRAINING AND DEVELOPMENT
 DEVELOPMENT
Any learning activity which is directed towards
future needs rather than present needs and which is
concerned more with career growth than immediate
performance.
• It is a long term educational process.
• Refers to philosophical and theoretical educational
concepts.
• Managerial personnel.
• General knowledge purpose.
HUMAN RESOURCE MANAGEMENT:
TRAINING AND DEVELOPMENT
 Why Training and Development

TRAINING:-
Helps Employees to do
their current jobs.

DEVELOPMENT:-
Helps the Individual
handle future
responsibilities.
HUMAN RESOURCE MANAGEMENT:
TRAINING AND DEVELOPMENT
 Initial training is all about…

• Orientation of the company

Telling them about:-
• “Who we are”…… (Company Knowledge)
• “What we do”…… (Product Knowledge)
• And telling them “ How YOU are going to do
what we do”….. (Job Knowledge).

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 Training helps in bridging
gap between

Existing Required
• Skills • Skills
• Knowledge • Knowledge
• Attitudes • Attitudes

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 When does the need for
training arise?
• Introduction in the organization.
• Installation of new equipment or techniques.
• Change in working methods or products
produced.
• Labor shortage, necessitating the upgrading
of some employees.
• Promotion or transfer.

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 ADVANTAGES
• Improved profitability.
• Improve job knowledge and skills.
• Improve morale of workforce.
• Strengthening superior subordinate relationship.
• Helps prepare guidelines for work.
• Better corporate image.

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 DISADVANTAGES
• Resource drain.
• Time taking.
• Brain drain.
• Narrow experience.

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 OBJECTIVES
• Efficiency.
• Improves quality.
• Versatility in operations.
• Employee stability.

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 IMPORTANCE
• Benefits the organization.
• Benefits the individual.
• Benefits interpersonal relationship.

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 INPUTS
• Skills
• Knowledge
• Development
• Ethics
• Behavior

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 PROCESS
1. Determine Training and Development needs.
2. Establish specific objectives.
3. Select Training and Development methods.
4. Implement Training and Development programs.
5. Evaluate Training and Development programs.

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 TYPES OF TRAINING
• Induction or Orientation program
• Job training
• Safety training
• Promotional training
• Refresher training
• Remedial training
• Internship training

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 INDUCTION/ORIENTATION
• Introducing new employees to the organization
and its procedures, rules and regulations.
• Familiarity with job, superiors and subordinates.
• Short and informative.
• Immediately after recruitment.
• Eg:- Induction program at Marriot Hotel is a two
day event which includes – Presentation Sessions
and Interaction with Top Management, Games,
Team Building approach, etc.
HUMAN RESOURCE MANAGEMENT:
TRAINING AND DEVELOPMENT
 JOB TRAINING
• Increase knowledge and skill to improve
performance.
• It may include:-
 Information about machine and its handling.
 Process of production.
 Methods to be used.
• The purpose is to reduce accidents, waste and
inefficiency in performance.
HUMAN RESOURCE MANAGEMENT:
TRAINING AND DEVELOPMENT
 SAFETY TRAINING
• Training provided to minimize accidents and
damage to the machinery.
• It involves instruction in the use of the safety
devices and in safety consciousness.

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 PROMOTIONAL TRAINING
• Training of existing employees to enable them
to perform higher level jobs.
• Employees with potential are selected and are
given training before their promotion.

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 REFRESHER TRAINING
• Also called Retraining.
• Purpose is to acquaint the existing employees with the
latest methods of performing their jobs and improve their
efficiency further, i.e., to avoid personnel obsolescence.
• It is essential as
– To relearn
– To keep pace with the technological changes in the
field.
– When newly created jobs are given to existing
employees.
HUMAN RESOURCE MANAGEMENT:
TRAINING AND DEVELOPMENT
 REMEDIAL TRAINING
• To overcome the shortcomings in the behavior
and performance of old employees.
• It may include unlearning certain inappropriate
methods and techniques.

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 INTERNSHIP TRAINING
• Under this educational institutes enter in an
arrangement with an industrial enterprise for
providing practical knowledge to its students.
• The organization providing the training may
even absorb the candidate post training.
• Eg:- engineering and MBA students undergo
such training.

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 Training at INFOSYS
• The 14 ½ week rigorous training model for
fresher which Infosys conduct at INFOSYS U
– one of the largest corporate training centers
in the world.
• The training module encompasses both
technical and soft skills training and gears the
fresher for a challenging career.

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 METHODS

ON THE JOB TRAINING:-

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

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
 COACHING
• Considered as corrective method for inadequate
performance.
• A coach is the best training plan for the CEO’s
because
– One to One interaction.
– Can be done on phone, meetings, through e-mails,
chat.
– Provide opportunity for feedback from an expert.
– Helps in identifying weaknesses and focus on the area
that needs improvement.
HUMAN RESOURCE MANAGEMENT:
TRAINING AND DEVELOPMENT
 MENTORING
• It is an ongoing relationship that is developed
between a senior and a junior employee.
• Key Points:-
– Focuses on attitude development.
– Conducted for management level employees.
– Done by someone from within the
organization.
– Helps in identifying weaknesses and focus on
the area that needs improvement.
HUMAN RESOURCE MANAGEMENT:
TRAINING AND DEVELOPMENT
 JOB ROTATION
This allows manager to operate in diverse roles and
understand different issues that crop in.
Benefits:-
– Provides employees with opportunities to broaden the
horizon of knowledge, skill and abilities.
– Identification on Knowledge, Skill & Abilities-KSAs.
– Determine where improvement is required.
– Assessment of the employees who have the potential
and caliber filling the position.
HUMAN RESOURCE MANAGEMENT:
TRAINING AND DEVELOPMENT
 JOB INSTRUCTION
TECHNIQUE (JIT)
It uses a strategy with focus on knowledge (factual
and procedural), skills and attitude development.

PLAN

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TRAIL

HUMAN RESOURCE MANAGEMENT:

TRAINING AND DEVELOPMENT
HUMAN RESOURCE MANAGEMENT:
TRAINING AND DEVELOPMENT