Hrm-mod-6

MODULE 5 HUMAN RESOURCE TRAINING & DEVELOPMENT Meaning

of T& D Assessments of training needs Need & Objectives Importance of Training Training Process Benefits of Training Training methods Advantages Training Procedures Evaluation

Definition

-Training refers to an organizations efforts to improve an individuals ability to perform -The organized procedure by which people learn knowledge and/or skill for a definite purpose -The act of increasing the knowledge & skill of an employee for doing a particular job  Thus training bridges the differences between job requirements and employees present specifications

Training enhances the 4 Cs

 Competence  Commitment  Creativity  Contribution

Training is necessary to bridge the gap between job requirements & employee’s present specifications

Inadequate job performance  Decline in productivity  Changes due to job redesigning  Technological breakthrough 

TRAINING  Process of learning a sequence of programmed behaviour  Involves changes in skills, attitudes, knowledge or social behaviour  Improves job behaviour  Creates awareness  Short term  Very specific and job related

In today’s rapidly changing society, Employee training is necessary to maintain a viable and knowledgeable work force

Development & progress of both individual & organization takes place simultaneously 2. To achieve organisational growth, 3. Growth of individual Training is an important subsystem of HRD: A current / potential employee requires training: 7. To increase / enhance skills 8. To acquire knowledge 9. To be adaptable & versatile at the job.

DIFFERENCE BETWEEN TRAINING & DEVELOPMENT AREAS

TRAINING

DEVELOPMENT

CONTENT Technical skills & Knowledge

Managerial & behavioural skills & Knowledge

PURPOSE Specific job related

Conceptual and general Knowledge

DURATIO Short term N

Long term

FOR WHOM:

Mostly technical Mostly for & non managerial managerial personnel personnel

Determination of training needs: Organisational goal Tasks that will help to achieve the goal Behaviour, attitude necessary for the employee to complete the tasks Deficiencies of the employee Assessing the need for in performing the job training:  Organisational  Task

Analysis

Analysis  Person analysis

Need for Training 1) To match employee specifications and Job requirements 2) To Cope with Technological advances 3) To refresh knowledge and practice of employees 4) To update employee knowledge 5) To provide behavioral insights

Need for Training 1) To enhance Human Relations 2) To fit employee for promotion 3) To prepare employee for change in job assignment 4) To impress the employee that management is interested in them 10) To kindle inventive intelligence (creativity)

NEED FOR TRAINING  To

match the employee specifications with the job requirements and organisational needs. (Eg. ICICI, Glaxo India)  Organisational viability and the transformational process (Eg. Polaris software, Infotech Enterprise.)  Technological advancements: mechanization, computerisation, automation.  Organisational complexity  To deal with human relations related to alienation, inter group & inter personal conflicts.  To improve quality, productivity & to facilitate changes in job assignment.

OBJECTIVES OF TRAINING

to

prepare the employees to meet present as well as future changing requirements To prevent obsolescence To impart to the new entrants skills & knowledge to perform at the job To prepare employees for high level tasks

OBJECTIVES OF TRAINING

To assist employees to function more effectively.  To build up a second line of competent officers.  To broaden the minds of senior managers. 

 To

develop the potentialities of the people. To ensure smooth & efficient working of the department.  To promote individual and collective morale, a sense of responsibility, cooperative attitudes & good relationships.

The Training Process Organisational Strategies & Objectives

Assessment of training needs

Establishment of Training Goals

Devise Training Programme

Implementation of training programme

Evaluation of results

TRAINING METHODS

ON-THE JOB METHODS

OFF-THE-JOB METHODS

•Job Rotation •Coaching • Vestibule / •Apprentice Simulation training •Internship /Assistantship •Job instruction Training • Lecture •Orientation Training • Role play

• Case study • Conference/discus sions/ seminars • Programmed instructions • Laboratory training • T-Group • TV’/Films

BENEFITS OF TRAINING Individual Organisation 

2. 3.

4. 5. 6. 7. 8.

Benefits of individual:

training

to

the

Capability to make better decisions /Problem solving Increases job satisfaction, recognition, growth, responsibility & advancement. Handling of stress, stress, tension, conflict & confusion Satisfies personal needs/goals Develops sense of learning Eliminates fear of new tasks Provides avenue for growth in future

Benefits of training to the Organisation: 1. Leads to profitability / positive attitude

Increases job knowledge & skill 3. Increases morale 4. Creates positive corporate image 5. Improves relationship 6. Fastens authenticity, openness, trust & aids in OD. 7. Helps in preparing guidelines 8. Provides information for future requirements 9. Helps in promotion from within 10. Increase productivity / quality of work 11. Helps in reducing cost in functional areas 12. Develops sense of responsibility 13. Creates climate for growth 14. Facilitates adjustment to change. 2.

BARRIERS TO EFFECTIVE TRAINING  Management

commitment is lacking & uneven  Aggregate spending on training is inadequate  Educational institutions award degrees but students lack skills  Poaching of trained workers  No help to displaced workers  Employers & B-schools must have closer ties  TU / Labour must help.

Criteria for evaluating training

REACTIONS

LEARNING

BEHAVIOUR

RESULTS

Steps in Training Program

Identifying Training Needs Getting ready for the job (prepare Trainer) Preparation for the learner Application of training programs Performance try out Follow up

Evaluation of Training Program

1) Feed back Method 2) Survey Method 3) Before and after training 4) Before & after with control group

Evaluation of Training Program

 Immediate assessment of trainees reactions of the program  Trainees observation  Evaluation of trainee skills before and after training  Measurement of improvement in trainees job behavior  Cost-Benefit analysis  Measurement of specific behavior (absenteeism, wastage, turnover etc)