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Human Resource Development in Human Resources from


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Human Resource Development in Human Resources from

  1. 1. Human Resource Development in Human Resources from<br /><br />
  2. 2. In organizations people develop in terms of numbers, but a successful organization is the one where proper training is imparted to their employees. <br />This training is of two types.<br />Human Resource Development<br /><br />
  3. 3. One is short-term training. And the other is long-term training. <br />Short-term training is mainly focused on the job that has to be done and performance concerns. <br />Human Resource Development<br /><br />
  4. 4. And the long-term training is about the development of the individual as well as the organization in terms of broadening the skills for future responsibilities.<br />Human Resource Development<br /><br />
  5. 5. Phase 1 Needs Assessment: An assessment about the organization, the task and the persons must take place in this phase. <br />At the organization level, an examination of the environment, strategies and resources of the organization to determine where training emphasis should be placed.<br />The Phases in Training and Development<br /><br />
  6. 6. Task analysis should determine what content of a training program should be on the basis of a study of the tasks and duties involved in the job. <br />Person Analysis involves the determination of specific individuals who need training.<br />Phase 1 Needs Assessment<br /><br />
  7. 7. Phase 2 Program Design: The training program design is based on instructional objectives, trainee readiness and motivation, principles of learning and characteristics of successful trainers. <br />Instructional objectives represent the desired outcomes of a training program.<br />Phase 2 Program Design<br /><br />
  8. 8. Trainee readiness requires motivation using positive reinforcement. <br />Eliminate threats and punishments. Being flexible. Designing interesting instruction and breaking down physical and psychological obstacles to learning. <br />Principles of learning involve feedback and reinforcement. These include spot rewards and behavior modification.<br />Phase 2 Program Design<br /><br />
  9. 9. Phase 3 Implementation: The implementation phase is the biggest phase of all where the actual training is imparted to the employee. <br />This phase requires choosing an instructional method. <br />Phase 3 Implementation<br /><br />
  10. 10. This involves the nature of training, types of trainees, organizational extent of training and importance of training outcomes. <br />Training methods for managerial and non-managerial employees differ. <br />Phase 3 Implementation<br /><br />
  11. 11. Phase 4 Evaluation: The last phase is about the evaluation of results. <br />Measuring the utility of training programs include calculating the benefits that are derived from training, quality improvement and contribution to profits. <br />Phase 4 Evaluation<br /><br />
  12. 12. Reduction in turnover and waste, Increases productivity and cost reduction are seen. <br />Viewing training in terms of the extent to which it provides knowledge and skills that create a competitive advantage and a culture that is ready for a continuous change.<br />Phase 4 Evaluation<br /><br />
  13. 13. Special Training and Development Programs<br />Organization wide training programs:<br />These include Orientation training, Basic skills training, Team and cross training and diversity training.<br /><br />
  14. 14. Special Training and Development Programs<br />Orientation Trainingis a formal process of familiarizing new employees with the organization, their jobs and their work units.<br />Basic Skills Traininghas become an essential occupational qualifications, having profound implications for product quality, customer service, internal efficiency and workplace and environmental safety. <br /><br />
  15. 15. Special Training and Development Programs<br />Team/ Cross Trainingis a difficult and comprehensive process. <br />Team development is not always linear sequence of ‘forming, storming, norming and performing’. <br />Additional training is required to assimilate new members. Behavioral and process skills need to be acquired through participative exercises.<br /><br />
  16. 16. Special Training and Development Programs<br />Diversity Traininghelps in awareness building. It helps employees appreciate the benefits of diversity. <br />It provides employees with skills necessary for working with people who are different from them.<br /><br />
  17. 17. For more details you can visit our websites at and<br />Thank You<br /><br /><br />