Human Resource

Human Resource Training & Development By M. Ali Hassan

[email protected]

Role Of HRM  Primary Goal of any Organization is to enhance Productivity.  Productivity is the efficiency with which an organization uses its inputs of labor, energy, material, capital, and information resources to produces its outputs of products or services.  HRM tries to improve the productivity by improving the performance of labor component of inputs.

What is Work Performance? Output of worker = Skills x Attitude  Skills can be increased by training programs  Attitude can be improved by personality development programs  Most MNCs provide 500 hours of training and development programs for each employee.  Skill Enhancement Programs = 170 hours  Personality Development = 330 hours

What is Human Capital?  The knowledge, education, training, skills and expertise of an organization’s workers  Human Capital is the key factor of success in Dynamic, Competitive, technology oriented and Global-wide markets.

Principles of Learning  Motivation to achieve Personal Goals  Knowledge of Results  Reinforcement of Positive learning  Flow of the training program  Practice and Repetition  Spacing of sessions  Whole or Part Training

Vision & Mission  Most HR Experts emphasize the development of personal vision and mission by each individual worker before any formal training should begin.  Vision- where do you see yourself in created future.  How can personal vision and mission could be aligned with that of the organization’s vision and mission?

Case Study  UPS, DHL and Fed-Ex all of them have similar level of technology and material resources but what distinguishes and makes Fed-Ex as the leading courier service is the high level of Human Capital and commitment of its work-force, which allows it to offer superior customer services and guaranteed on-time deliveries.

Orientation  A procedure for providing new employees with basic information about the firm, department, work unit, and the job.  Orientation by HR Department  Orientation by immediate supervisor  Orientation through “Buddy System”  Orientation by a Mentor

Topics for Orientation  Information about Organization  HR Information  Department Information  Safety & Security Information  Facilities Information  General Policies & Procedures  Job Duties and Responsibilities

Training Process  Training Need Analysis  Instructional Design  Validation by Experts  Implementation of Program  Evaluation or Follow-up

Training Need Analysis  Task Analysis – A detailed study of Job to identify the specific skills required. Usually done by using Job Description and Job Specification.  Performance Analysis – Verifying that there is a performance deficiency which could be corrected through training.

Training Objectives  Instructional Objectives: What Skills or concepts are to be learned? Who is to be taught? When are they to be taught?

 Departmental Objectives: What impact training will have on outcomes?

 Individual Objectives: What effect training will have on behavior? How training will impact personal or professional growth?

Training Methods  On-the-Job Training  Apprenticeship Training  Classroom Training Lectures Audio-visual Training Simulated Training Computer based Training

Training for Special Purposes  Literacy Program  Health Education & AIDS Awareness  Gender Issues at workplace  Sexual Harassment  Discrimination at Workplace  Training for Global Business  Team work training

Evaluating Training  Reaction: How much did the trainees like the program?  Learning: What concepts or skills were learned during training?  Behavior: Did the program change job behavior of the trainees?  Results: How much did the program affect the outcomes?

Managerial Development  Management Development is a training program for improving managerial performance by imparting knowledge, changing attitudes or increasing skills, with an aim of improving future performance of the company.

Management Development Process  Assessing the company’s strategic needs  Appraising the managers’ performance  Developing the managers (and future managers)

Methods for Management Development  Job Rotation  Coaching/Understudy Program  Action Learning  Case Study method  Outside seminars  In-house Development Centers  Behavior Modeling