Training &

Development
What we hear
we forget

What we see
we remember

What we do
we understand
Would you be equipped to handle the Job of HR Manager?
Design a training programme for yourself which may enable
you to handle the Job of a HR Manager
 Session Plan

1. Competence & Performance

2. Improving Performance
3. Training & Development System
4. Training & Education
5. Gaps in Training
1 Competence & Performance
 Competence

Knowledge, Skill and Experience to

handle a Job by a Job Holder
 Performance

Effectiveness and efficiency required for

Completing the Job
 Competence and Performance Matrix

Performance

Effective ineffective
Efficient

Success
Need Training
Competence

Manageable
Inefficient

but Need Training

Need Training
 The Result

If competence is low, performance is

likely to be low.

If competence is high and performance

is low

Something is Bad………
 The Result

The Management is concerned with

improvement in Both……..
 Factors Affecting Performance

• Vague definition of Responsibility

• Low Managerial Authority
• Red tape
• Wrong Selection & Promotion
• Poor Motivation
• Interference
 Basic Equation

Knowledge × Skill = Competence

Attitude × Situation = MOTIVATION

Competence × Motivation = PERFORMANCE

Performance × Resources = RESULTS

2 Improving Performance
Interventions for Improving performance

• Management Education
• Management Development
• Management Training
• Experiential Learning
• Organization Development
• Process Development
• Management Consulting
 Management Education

ME is concerned with acquisition of

management knowledge and skills required
for wide range of managerial jobs in unknown
organizational context
 Management Development

MD is a process which provides wide range

of activities and learning opportunities for
improving managerial competence and
performance
Management Development- activities

• Training
• Job Rotation
• Coaching
• Counseling
• Working on New Projects
• Action Learning
• Motivation for personal Growth
• Self-development
• Leadership Abilities
• Communication Abilities
• Learning from Consultants
• Participation in OD
 Management Training— narrow sense

Management Training is acquisition and

improvement of knowledge, practical skills and
attitude in the use of job- related management
techniques and methods
 Management Training— broad sense

Management Training is acquisition and

improvement of knowledge, practical skills and
attitude in the use of job- related management
techniques and methods and also embraces
developmental activities as well
 Management Training

Management Training can take place either

off the Job (Course) or on the job (Practice)
 Experiential Learning

Process of learning by solving open-

ended
Problems in organizations with
emphasis on
Acquiring skills for analysing and
solving future
Problems

It occurs on the job, on condition that

the work
content and objectives provide
opportunities for
learning
 Organizational Development

OD is defined as set of activities directed to

increase overall organizational effectiveness and
health, based on the concepts and approaches of
the behavioral science
Organizational Development--issues

• Organizational Climate
• Information Sharing
• Communication
• Team building
• Collaborative relationship
• Change in values
• Inter personal relations
• Organizational Processes
Improvement in Organization Systems and Practice

Process of planned introduction of new

organization
Structures and systems including
management
Techniques and procedures
Improving Systems and Practices

• Changes in Organizational Structure

• Changes in Processes
• Introduction of New technology
• New Planning & Control Techniques
• New Systems of Record
• New System of Information
• Changes in Wage Schemes and Systems
• Personnel Changes---transfer, promotion,
termination
• Redefining Authority
 Management Consulting

Process of providing professional and

independent
assistance to help in problem
identification and solving
to improve general management
competence
3 training and Development System
 Goals and Functions
Training
System
Identifying Training and Development Needs

Collecting and Analysing Job Data

Selecting &
Validating
Validating Writing
Training
Objectives Training
System
Objectives

Selecting & Selecting &

Sequencing Using
Course Training
Contents Strategies
Selecting Determine Producing
Training Equipment Training
Aids Required Document

Selecting Selecting
Trainers Trainees

Conducting
Evaluating Training Administering
Training The Course

Follow
Up
4 Training & Education
Training is change in
Skill

Education is change in
Knowledge
 Training & Education

Why people often don’t learn because

most of the training given is not training
but Education
 Think of professional
Runner

He gets an education on
how to run (Stance,
footwear, stride, pace )

The runner trains using

Education, learn and use his
skill to race
Education
is an attempt to give learners broad information on a
subject; not much attempt s are made to develop skills.

Training
is the deliberate attempt to build a set of skills
 What Makes Training, Training ?
3
things

1 Assess skill level of learners

before training starts

2 Design a program based on

sound adult learning principles,

3 Assess learner’s skill

level after training is over.
 A watchword for training……….

If the learner’s skills did not increase,

the training didn`t work.
5 Gaps in Training
 Modern Training is Response
to A Gap Between

JOB JOB HOLDER

Desired Level Of Existing Level of
-Competence -Competence
-Behaviour -Behaviour

paramjit 40
Essential Features of Training

The Job
The Job Holder
The Organisation

paramjit 41
 The Job-defined JOB
It must have the following: Responsibility

Responsibility
Authority
Authority
List of Tasks
List of Tasks
Resources
Relationship with other
jobs\positions Resources

Relationship
paramjit 42
 Job Holder

•Recruited and Placed on Job

•Perform Job Related Tasks and duties

•Contribute to Organizational Goals

paramjit 43
 THE ORGANISATION

UNDERSTANDING ORGANISATIONAL

•Culture
•Vision
•Mission
•Goals
•History
•Management Practices

paramjit 44
 Matching

JOB
JOB Holder ORG

Matching
paramjit 45
 JOB JOB HOLDER
•Responsibility
•Authority •Knowledge
•Tasks Job Job •Skill
•Resources Description Specification •Attitudes
•Relationship

Existing Level of Desired Level of

COMPARE &
Identifying
KSA GAPS KSA

paramjit 46
 Gap
( Training)

Desired level of
Existing level competence
of
competence

paramjit 47
10 commonly committed mistakes about
Training
 10 mistakes

1. Training Event was in the Neighborhood

2. Training ---not in the Budget
3. There is no time for Training
4. Getting training for sake of Credit Hours
5. Lack of Reinforcement
6. Lack of Alignment with Organizational Goals
7. Not Measuring the effectiveness of training
8. Not caring about class mix
9. Putting too much faith on off the shelf training
10. Failing to sharpen the saw
?