In human resource management (HRM) the training and development of an employees is the major role of an organizations progress. Training and Development is very important for improving employees performance and enhance their work. So in this slide we have discus some points through which you can easily understand the purposes that how an employee be trained in an Organization.

1. TRAINING AND
DEVELOPMENT
CHAPTER # 3

2. GROUP MEMBERS
• Name
• Sufyan Sattar
• Talha Nasir
• Abdul Rehman
• Roll #
• 15-UGLC-935
• 15-UGLC-941
• 15-UGLC-963

3. OBJECTIVES
• Introduction
• HRM
• Training & Development
• Partners in Training
• Defining Training
• Benefits of Training
• Systematic Approach to Organizing Training Program
• Role of Computer In Training

4. INTRODUCTION
• Systematic training will provide value for money.
• Ineffective training is the wastegate of Money and Time.
• Examine that who is responsible for training.
• Systematic Approach used to Organize a Training Programs

5. PARTNERS IN TRAINING
• Payment to employee when learning on the JOB.
• Wastage of Cost, Material and Customers because of Untrained employee.
• Management time cost to undo the mistakes.
• Accident-related costs, well documented about employee’s mistakes.
Training programmers help in recruiting workers as the more sophisticated and
educated workers chooses for companies that offer opportunities for personal
growth.

6. DEFINING TRAINING
• Most expects distinguish between training, education and development.
According to Nadler(1984)
• Training: An organizational activity which improve an employee’s current performance.
• Education: An activity designed to prepare Employee’s future Job.
• Development: An activity designed to help the individual employee grow but not confined
for particular job
• Training programs are designed to change either
• Change Attitude (A)
• Change Skills (S) OR
• Change Knowledge (K)

7. BENEFITS OF TRAINING
Effective
Training
Increase Workers
productivity
Increase workers
job satisfaction
Keep workers skills
and knowledge up-
to-date
Motivates Workers

8. SYSTEMATIC APPROACH TO ORGANIZE TRAINING PROGRAMMERS
Identify Training
Needs
Set Training
Objectives
Design the Training
Programme
Implement the Training
Programme
Evaluate the Training
Programme

9. IDENTIFY TRAINING NEEDS
• Conducting training needs, two key questions must be answered.
o Which worker(s) need Training?
o What ,specifically, the worker lacking that he needs training?
• When Training is needed?
• Worker(s) face difficulties in Performance of their JOB.
• New workers are recruited.
• New technology and procedures are introduced.
• A major change such as merger takes place.

10. SET TRAINING OBJECTIVES
• As Mager(1984) says,” If you know where you are going, you have a better
chance of getting there.”
• An ideal Training Objectives are:
• Terminal behavior
• Standards to be achieved
• Conditions of Performance

11. DESIGN THE TRAINING PROGRAM
Training Methods
1. Budget available
2. The skills of the trainer
3. The objectives of the programe
4. The target learners
5. Effectiveness of the training methods
6. Lectures
7. Role-play
8. Job rotations
9. Case studies and discussion
10. Adventure Learning

12. EVALUATE THE TRAINING PROGRAM
• The following reasons for evaluating
• To justify the financial investment in the training
• To get feedback
• To compare the effectiveness
• To meet requirements set by legislation

13. EVALUATE THE TRAINING PROGRAM
Four questions or levels of evaluating.
• What are the trainees’ responses to the program?
• What have the trainees learned ?
• What is the behavior of trainees after training?
• How has the organization benefited form the training program?

14. LEARNING PRINCIPLES
Adults cannot be forced to learn. They must want to learn. They need to understand
the relevance to the training materials
• Effective training is based on sound learning principles
• The learner must want to learn.
• Active or Passive learning
• Feedback or knowledge of resuits
• Learning is faster in terms
• Learning must be Fun.

15. ROLE OF COMPUTER IN TRAINING AND DEVELOPMENT
Organizations intending to buy or commission customized e-learning program
• Communicate the employee the existing of the programs and explain hoe to access.
• Provide access to computers to employee.
• Motivate the employees to use the programs.

16. ROLE OF COMPUTER IN TRAINING AND DEVELOPMENT
Soong(2006), an e-learning consultant based in Singapore, suggests five critical
success factors which must be considered if e-learning is to be successful
• Human Factors
• Technical competency
• Mindset
• Level of collaboration
• Perceived IT infrastructure