human resource and management

2. A training plan consists of seven
steps:
1. Determining training needs
2. Establishing training policies
3. Setting goals & objectives of training
4. Preparing training budget
5. Deciding about the training venue
6. Deciding about the methods & techniques of
training
7. Determining methods of evaluating training

3. 1.Determining training needs
 The first step in training is to determine what type of
training if any, is required.
 Assessing training needs of the new employees
depending upon their job.
 Assessing training needs of the current employee is
more complex since it involves deciding whether
training is the solution or not.

4. Types of Analysis
According to Thayer & McGhee Model, training needs can be
identified through the following:
a) ORGANISATIONAL ANALYSIS: Its main purpose is to
determine where training emphasis should be placed
within the organization. It involves study of the entire
organization in terms of :-
 Analysis of Objectives - Involves study of both short
term & long term objectives along with the strategies
followed to accomplish them. Reviewing & revising of
objectives is also important with the change in
environment.

5.  Resource Utilization Analysis – Involves analysis of
financial, physical & human resources & how they are
put in use in various departments.
 Environmental scanning – Here, economic, social,
political & technological environment of the
organization is examined to identify what factors can
influence the organization and what factors the
organization cannot control.

6.  Organizational Climate Analysis – Climate reflects
the employees attitude within an organization &
management’s attitude towards the employee
development. This analysis can reveal the strengths &
weaknesses of the training programme.
b) Task or role Analysis: It is used to determine
training needs of employees who are new to their
jobs in order to develop the skills and knowledge
required for effective performance.

7. c) Manpower Analysis: Here, the persons to be trained
and the changes required in the knowledge & skills of
an employee are determined under three issues-
 Whether performance is satisfactory & training is
required.
 Whether employee is capable of being trained & the
specific areas in which training is needed.
 Whether training will improve employee’s
performance on the job.

8. 2.Establishing Training Policies
 Company’s policies play a vital role in the formulation
& designing of training programme.
 Every organization should have a well defined training
policy which represents the top management’s
responsibilities to train their employees
 It comprises of rules & procedures that governs the
standard & scope of training & development.

9. Setting Goals & Objectives of
Training
 This is the third step in a Systematic training plan.
 Immediate training objectives are established to
improve employee’s performance on his present job.
 Long range training objectives helps to guide a
qualified man in preparation for higher positions
involving greater responsibilities.

10. Major Types of Goals & Objectives
 Operational Objectives: Concerned with efficiency
in organizational working & outputs like enhanced
sales, reduced costs & improved productivity.
 Performance Objectives: Relates to individual
performance in terms of efficiency & quality,
organization’s effective performance within allocated
funds keeping in view the fulfillment of corporate
objectives.

11.  Instructional Objectives: Refers to the trainee’s
grasp of the lessons or instructions received during the
learning process which is evaluated at the end of the
training programme.
 Reaction Objectives: Here, the participants generally
give expression to their feelings & come out with
reactions about the training programmes which
further helps in improving programme content &
instructional methods.

12.  Personal Growth Objectives: indicative of
stimulating feelings of self confidence, self
competence, self image & other aspects of self
realisation.

13. 4. Preparing training budget
 Preparation of training budget is specifically
concerned with the allocation of funds to be
provided for the training for carrying out the
training activities according to the training plan.

14. Some of the estimated cost
 Trainer’s salary.
 Trainee’s salary or wage.
 Materials and supplies for training
 Lunch for participants
 Equipment costs: Audiovisual and computer.
 Support costs: Hours spent by clerical staff and
manager
 Marketing/information distribution.

15. 5. Deciding about the training venue
 The decision about the training venue depends invariably on
the type of training to be given.
 For on the job training , the venue naturally will be the
organization itself.
 Off the job training for trade associations and professional
organizations’ business, the venue has to be somewhat away
from the trainees working environments.
 The venue of the training will be the place where outside
agency is located.

16. 6. Deciding about the methods and
training to be deployed in training
 Training methods and techniques vary from
unorganized system of learning from working
colleagues, to more systematic methods of
instruction through programmed trainings.
 Training may rang from highly specific
instructions to be adopted while performing job,
to very general instructions concerning economy
and society.

17. Factors that matter in the selection of a particular
method for training are:
 Depth of knowledge, nature of the skill call for, in particular jobs
to be filled.
 Background of the trainees for assessing their capacities and
potential.
 For achievement of any other specific organization objectives
which compel them to use particular methods and techniques
 Consideration of facilities by way of cost, time, material,
equipments etc. as available for particular training and for
particular situation.
 No. of persons to be trained and developed.

18. 7. Determining methods of
Evaluating training
 Concerned with the extent of achievement of
objectives as set out in training plan.
 Measurement of the effectiveness of performance after
training and collecting useful feedback for future
training.

19. Four Methods are used for the evaluation of training.
 Judging and measuring reactions of participants in
various aspects as outlined in the training programme.
 Test conducted to measure how far the learning has been
gainful and effective.
 Evaluating new and different attitudes and behavior in
performance of the job of the participants as observed by
the supervisors.
 Measuring results or changes in terms of cost, quality
and production.