Training and Development of Human ResourcePresentation Transcript
The introduction of new
employees to the organization,
work unit, and job.
Company’s history and mission.
Key members in the organization.
Key members in the department.
Safety measures and regulations
Company organization chart.
Map of the company’s facilities.
Copy of policy and procedures handbook.
List of holidays and fringe benefits.
Copies of performance appraisal forms, dates, and procedures.
Copies of other required forms.
Emergency and accident prevention procedures.
Telephone numbers and locations of key company personnel.
Copies of insurance plans.
A successful orientation should accomplish four
things for new employees:
Make them feel welcome and at ease.
Help them understand the organization in a
Make clear to them what is expected in terms
of work and behavior.
Help them begin the process of becoming
socialized into the firm’s ways of acting and
Is the field which is concerned with organizational activity aimed at
bettering the performance of individuals and group in organizational
A learning process that involves the acquisition of skills, concepts, rules or
attitudes to enhance the performance of employees.
“It’s not what you want in life, but it is knowing how to reach it”.
“it’s not where you want to go, but it’s knowing how to get there”.
“It’s not what you dream of doing, but it’s having the knowledge to do it”.
“It’s not a set of goals, but it’s more like a vision”.
“It’s not the goal you set, but it’s what you need to achieve it”
DIFFERENCE BETWEEN TRAINING
It gives people an awareness of the rules
and procedures to guide their behavior.
It intends to improve their performance on
the current job and prepares them for an
It helps individual in the progress towards
maturity and actualization of potential
capabilities so that they can become
not only good employees but better
- Identify jobs performance skills needed, assess prospective trainees skills, and
- Produce the training program content.
- Presenting the training to a small representative audience.
IMPLEMENT THE PROGRAM
- Actual training.
- Assesses the program’s successes or failure
The employee is shown how to perform the job and allowed to do it
under the trainer’s supervision.
Job Rotation – a practice of moving employees between different tasks
to promote experience and variety.
Coaching & Counseling – refers to actually teaching the job.
- refers to advising the employee as and when
he faces problems.
Understudy – an employee is deputed to work under a senior.
Apprenticeship – train people for careers that demand a wide range of
skills, knowledge and independent judgment.
2. OFF-THE-JOB TRAINING
Provide enjoyable way of learning skills such as management and
bonding for employees that enhances their productivity.
DEVELOPMENT FOR THE
DEVELOPMENT FOR THE
• Increase in efficiency of
• Reduced Supervision
• Less Turnover of Labour
Make the Learning
At the start of training, provide a bird’s-eye
view of the material to be presented to
Use a variety of familiar examples.
Organize the information so you can present it
logically, and in meaningful units.
Use terms and concepts that are already
familiar to trainees.
Use as many visual aids as possible.
Motivate the Learner
People learn best by doing so provide as
much realistic practice as possible.
Trainees learn best when the trainers
immediately reinforce correct responses
Trainees learn best at their own way.
Create a perceived training need in the
The schedule is important too: The learning
curve goes down late in the day, less than full
day training is most effective.