Training and Development

Joyce Jose
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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

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Syllabus
Introduction
Training 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

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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
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Design

Process

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 Twain Tell me and I forget, teach me and I remember, involve me and I learn - Benjamin Franklin

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Introduction

Average Japanese companies spends about 6% of budget on training.

Study of major automobile manufactures found U. S automakers spend about 40 hours training new employees compared to 300 hours for Japanese automakers. Motorolas CEO required all divisions to spend at least 2% of budget on training. Over next 7 years, profits increased 47% and it was estimated that each $1.00 in training yielded $30.00 in return.

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Training and HRD

Talent Acquisition

Training and Development

Human Resource Department

Compensation and Benefit

Human Resource Planning

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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
Focus Use of Work Experiences Directed towards Current Low Training is normally directed at operative employees and relates to technical aspects. Greater emphasis on ON-JOB methods Preparation for current job Future High It is directed at managerial personnel to acquire conceptual and human skills. Greater emphasis on OFF the Job methods. Preparation for changes

Development

Methodology Goal

Relevance

Duration

Training is of more relevance at Development is of higher junior-levels. relevance at middle and senior levels. Training courses are designed It involves a broader long-term mostly for short term. education for a long run term.

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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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 Marketing HR Accounting IT

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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

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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The Broadening of Trainings Role

Focus on Teaching Skills and Knowledge

Link Training to Business Needs

Use Training to Create and Share Knowledge

Forces Influencing Training

o o o o o o o

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

Step 1
Conduct & Develop Training Need Analysis

Step 2
Design and select Training Methos

Step 3
Implement Training Methods

Step 4

Step 5

Evaluate Training

Training Results

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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)

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.
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Types of Training

Skills Training. Retraining. Cross-Functional. Team Training Creativity Training. Literacy Training. Diversity Training. Customer Service

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