Lesson Objectives

Introduction

to Training and Development Difference between training and development Role of Training Forces influencing the training Organization Characteristics that influence training Various aspects of the training design process

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Training and HRD

Training and Development

Talent Acquisition

Human Resource Department

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Training

Training is the process of identifying, assuring and developing through planned activities the knowledge, skills and abilities that employees need to help them perform their current and future responsibilities in organization to the greatest extent possible.

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Training

Training is the process of acquiring the skills necessary to do the job

- Robert N. Lussier

Training is a set of activities that provides the opportunity to acquire and improve job related skills - Schermerborn, Hunt and Osborn

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Development

Development is a process of preparing employees for future position and improve their personal skills to handle the critical situations in an organization.

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Training and Development

Training is the acquisition of concept theories, knowledge , skills and attitudes Development is the application of acquired knowledge, theories, skills and attitudes to the job for increasing organizational effectiveness.
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Comparison between Training and Development

Training Nature Tangible in nature. Training is more specific, jobrelated information. Training is important because technology is improving and changing. Training is normally directed at operative employees and relates to technical aspects. Development Intangible in nature. Development is more general in nature, especially at the top level management level. Development is important to adapt to new technology and changing patterns in organization. It is directed at managerial personnel to acquire conceptual and human skills.

Importance

Directed towards

Methodology Frequency

Greater emphasis on ON-JOB Greater emphasis on OFF the Job methods methods. Training is less frequent; it is It is more frequent and continuous carried out mostly at induction and in nature. every succeeding stage of the job. Training is of more relevance at junior-levels. Training courses are designed Development is of higher relevance at middle and senior levels. It involves a broader long-term

Relevance

Duration

Frame work of Training

All SIZES of Organization Small Large

All TYPES of Organization Profit Non Profit

Training and Development is Needed In

All LEVELS of Organization Bottom Top

All AREAS of organization Manufacturing Lesson 1 Marketing

Training and Development Improvement in People, Process and Performance

Customer Satisfaction

Shareholder Satisfaction

Employee Satisfaction

Training and Development for Shareholder Satisfaction

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TRAINING Objectives
Improve performance Enhance employee growth Facilitate overall professional development Aim of Training Improve the quality of the work force Enhance productivity Assist organization in succession planning Develop organization specific skills and competencies
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Importance of Training

Optimum utilization of Human Resources Development of Human Resources Development of skills of employees Productivity of Organization Organizational Culture and Climate Quality
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Role of Training
Increase efficiency Increase morale of employee Employees enthusiasm, conformance

with regulations, willingness to corporate with others Improve human relation Reduce supervision Increase organizational viability and resilience Introduction of New Strategy and working method Advancement in technology Organizational Policy
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Forces Influencing Training

Globalization Need for Leadership Attracting and Retaining Talent Customer Service and Quality Emphasis Changing Demographics and Diversity of Work Force New Technology

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Organizational Charactertics that Influence Training

Integration of Business Units Global Presence

Business Conditions
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Training Design Process

S t e p1
C o n d u ct & D e ve lo p T r a in in g N e e d A n a lysis

S te p2
D e sig n a n d se le ct T r a in in g M e th o s

S te p3
Im p le m e n t T r a in in g M e th o d s

S t e p4
E va lu a te T r a in in g

S te p5

T r a in in g R e su lts

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ADDIE Model

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Instructional System Design (ISD)

Refers to process for designing and developing training programs There is not one universally accepted ISD model ISD process should be:
Systematic Flexible enough to adapt to business needs
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Assumption of ISD approach

Training is effective only if it helps employees reach instructional or training goals Measurable training objectives should be identified before training objectives

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The Importance of Training Compared to Other HRM Practices

The type of training and resources devoted to training are influenced by the strategy adopted for two HRM practices: Staffing Human Resource Planning

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Staffing Strategy Influence on Training

Two aspects of a companys staffing strategy influence training: The criteria used to make promotion and assignment decisions (assignment flow) The places where the company prefers to obtain human resources to fill open positions (supply flow)
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HR Planning Influence on Training

HR planning allows the company to anticipate the movement of human resources in the company. HR plans can help identify where employees with certain types of skills are needed in the company. Training can be used to prepare employees for:
increased responsibilities in their current job, promotions, lateral moves, transfers, and downward job opportunities that are predicted by the human resource plan.

Lesson 1

The Broadening of Trainings Role

Focus on Teaching Skills and Knowledge Link Training to Business Needs

Use Training to Create and Share Knowledge

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