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Training and development

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  • 1. Training and Development This is the most frequently used and focused subsystem of HRD. It has been to significant that in past HRD was equated in some companies with training. Induction Training It is a process of welcoming a new employee to the organization and to acquaint to the organization and his job. After joining a post, the employee should be given necessary induction training - need for the same is 1} To inform the employee the terms and conditions of his employment & the job requirements, environments. 2} To help him in gaining confidence in his work and the organization he has joined. Induction training is also given to an employee who gets promoted to a supervisory position from a lower rank. It is the responsibility of the personnel department to arrange for such orientation, the line managers should take interest in orienting the subordinates assigned to the departments for ultimately they are responsible for the better performance of new entrants. Induction relates to -- Informing the achievement of other seniors and Co’s recognitions towards each and showing them the way to achieve the same
  • 2. Making them to know about their team leader requirements, risk involved, ways of co-ordination in view of overall performance levels To make them comfortable with the Co’s professional environment together with improvement areas etc., Training System and its Elements - A Systematic Training Cycle Periodical meetings with group heads. Analysation of skills of the employees who require training & successfulness of previous training programmes Cost involved Factors considered for Evaluating Induction Programme undergon Identify Training Needs Evaluate Training Outcomes Plan & Design Training Deliver Training
  • 3. In order to analyse Induction programme, the following factors are Considered: Adequacy of programme duration Organizational Involvement Execution of programmeInduction programme Usefulness of programme Superiors Involvement
  • 4. Inputs  Training needs are identified on the basis of performance gaps in the previous year and performance opportunities for the next year; these are assessed through performance appraisals and come as inputs to the training subsystem.  Training needs are assessed on the basis of potential appraisal exercises and assessment centers.  Training needs are assessed on basis of technological changes in the organization, strategic moves and other changes in the environment.  Training needs are assessed on the basis of the norms, values and other cultural aspects the organization wants to develop in its members. Outputs  New Competencies acquired by the employee  New Competencies acquired by the teams and the organization as a whole. These new competencies are expected to become the inputs for improved performance, cost reduction, speed, efficiency and quality improvement in the products or processes.
  • 5. Elements Methods of identifying training needs: performance appraisals, training need identification surveys, organizational diagnosis surveys etc., The training department or training center in the case of large organizations. The training manager or the HRD staff handling the training subsystem and their own competencies. The faculty and their competencies. The training methods and strategies used. The trainers and their competencies Training evaluation methods Processes The processes essentially deal with the organization of the above elements and the rules, procedure and steps that govern their use.  Method of determining training needs  The Timing  The method of using the training needs to prepare training plans. Etc.,  Method of sponsoring the employee for training  Pre-training preparation is required  Process of evaluating it  Follow up methods
  • 6. Factors Considered in Evaluating Training & Development programme In order to analyse Training & Development programme, the Following factors are considered :
  • 7. 3. Duration of programme 2. Coverage of Subject matter Training & Developmen t Programme 4. Methods & Aids used 1. Number of Trainees Per Session 5. Superiors help during Programme
  • 8. Factors for evaluation with respect of respondents feedback is shown below:
  • 9. Managerial Skills Development (Development Programme) Improvement Present Job Performance Training & Development programme Interest in Attending More programmes Overall Satisfaction with regard to Programme

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