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Training and Development

Joyce Jose

Lesson 1

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Assessment

End Term Examination------------ 60 marks

l Class Participation/Attendance--- 10 marks

l Class Test/Quiz----------------------- 10 marks

l Case Study/Group Presentation 20 marks

Lesson 1

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Syllabus

IntroductionTraining and Development

Learning Organization, Principle of Adult Learning

Training Administration ( Budget, designing training calendar)

Training Process

Need Assessment

Competency modeling and mapping

Designing Training Module

Implementation of Training, Training Methods

E-learning

Training evaluation, ROI

Development

Management Development

Training Audit

Lesson 1

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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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Lesson 1

There is nothing Training cannot do; nothing is above

its reach; it can turn bad morals to good, it can

destroy bad principle and create good ones, it can lift

men to Angelship

-Mark TwainTell me and I forget, teach me and I remember,

involve me and I learn

- Benjamin Franklin

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Average Japanese companies spends about 6% of budget ontraining.

Study of major automobile manufactures found U. Sautomakers spend about 40 hours training new employeescompared to 300 hours for Japanese automakers.

Motorolas CEO required all divisions to spend at least 2% ofbudget on training. Over next 7 years, profits increased 47%

and it was estimated that each $1.00 in training yielded$30.00 in return.

Lesson 1

Introduction

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Training and HRD

Lesson 1

Human Resource Department

Training andDevelopment

Talent Acquisition

Compensation andBenefit

Human ResourcePlanning

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Training

Lesson 1

Training is the process of identifying, assuringand developing through planned activities theknowledge, skills and abilities that employeesneed to help them perform their current andfuture responsibilities in organization to the

greatest extent possible.

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Training

Lesson 1

Training is the process of acquiring the skills

necessary to do the job- Robert N. Lussier

Training is a set of activities that provides theopportunity to acquire and improve job related

skills - Schermerborn, Hunt and Osborn

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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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Development

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Training is the acquisition of concept

theories, knowledge , skills and attitudes

Development is the application of acquired

knowledge, theories, skills and attitudes tothe job for increasing organizational

effectiveness.

Lesson 1


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Comparison between Training andDevelopment

Training Development

Focus Current Future

Use of Work Experiences Low High

Directed towards Training is normally directed at

operative employees andrelates to technical aspects.

It is directed at managerial

personnel to acquireconceptual and human skills.

Methodology Greater emphasis on ON-JOB

methods

Greater emphasis on OFF the

Job methods.

Goal Preparation for current job Preparation for changes

Relevance Training is of more relevance at

junior-levels.

Development is of higher

relevance at middle and senior

levels.

Duration Training courses are designed

mostly for short term.

It involves a broader long-term

education for a long run term.

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Improvement in

CustomerSatisfaction

People, Process and

Performance

ShareholderSatisfaction

EmployeeSatisfaction

Training and Development for Shareholder Satisfaction

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All SIZES ofOrganizationSmallLarge

All TYPES ofOrganizationProfitNon Profit

Training andDevelopmentis Needed In

All LEVELSofOrganizationBottomTop

All AREAS oforganization

ManufacturingMarketingHRAccountingIT

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Frame work of Training

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TRAINING Objectives

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Aim of Training

Improve performance

Enhance employee growth

Facilitate overall professionaldevelopment

Improve the quality of the work force

Enhance productivity

Assist organization in successionplanning

Develop organization specific skillsand competencies

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Respond to technology changes affecting job requirements.

Respond to organizational restructuring.

Adapt to increased diversity of the workforce.

Support career development.

Fulfill employee need for growth.

Development of skills of employees

Productivity of Organization

Organizational Culture and Climate

Quality

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Importance of Training

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Focus on Teaching Skills and

Knowledge

Link Training to Business

Needs

Use Training to Create and

Share Knowledge

The Broadening of Trainings Role

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o Globalization

o Need for Leadershipo Attracting and Retaining Talent

o Customer Service and Quality Emphasis

o Changing Demographics and Diversity of

o Work Force

o New Technology

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Forces Influencing Training

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Integration of Business

Units

Global Presence

Business Conditions

Organizational Charactertics thatInfluence Training

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Step 1

Conduct &Develop

Training Need

Analysis

Step 2

Design andselect Training

Methos

Step 3

ImplementTrainingMethods

Step 4

EvaluateTraining

TrainingResults

Step 5

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Training Design Process

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ADDIE Model

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Refers to process for designing and developing

training programs

There is not one universally accepted ISDmodel

ISD process should be:Systematic

Flexible enough to adapt to business needs

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Instructional System Design (ISD)

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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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Assumption of ISD approach

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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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The Importance of Training Comparedto Other HRM Practices

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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 toobtain human resources to fill openpositions (supply flow)

Staffing Strategy Influence onTraining

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HR planning allows the company to anticipate themovement of human resources in the company.

HR plans can help identify where employees withcertain 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 predictedby the human resource plan.

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HR Planning Influence on Training

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Skills Training. Retraining.

Cross-Functional.

Team Training Creativity Training.

Literacy Training.

Diversity Training. Customer Service

Lesson 1

Types of Training

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Documents