The document discusses human resource management with a focus on training, development, and career management. It outlines the importance of training and development for organizational competitiveness, detailing the training process steps and various training methods, both on and off the job. Additionally, it addresses effective training practices and the nature of career development, along with the associated initiatives and challenges.

1. Subject : Human Resource Management
Topic: Training, Development & career management

2. NATURE OF TRAINING AND
DEVELOPMENT
INPUTS IN TRAINING AND
DEVELOPMENT

3. Training Meaning
Training refers to the process of imparting specific skills
Development meaning
Development refers to the learning opportunities designed to help employees grow
Training and development need = Standard performance – Actual performance

4. points Training Development
Level of person
involved
It meant for supervisor and operative level
of employees
It is meant for higher and
managerial levels
objective To perform particular job better Focus on overall growth of
employees
Duration Short term process Long term process
Focus It focuses on the technical skills It focuses on conceptual and
human ideas

5. Inputs in Training and Development
Skills
Education
Development
Ethics
Attitudinal Changes
Decision Making and Problem Solving Skills
Creativity
Literacy
Diversity
Crisis
Teams

6. TRAINING & DEVELOPMENT AS
SOURCE OF COMPETITIVE
ADVANTAGES, AND BENEFITS OF
EMPLOYEE TRAINING

7. Training & Development As Source Of
Competitive Advantages
■ Training and development play a crucial role in providing
competitive advantages to organizations. By investing in
learning and development, companies can enhance
productivity, decision-making, problem-solving skills, and the
quality of work. This leads to increased efficiency, reduced
costs, and improved morale among employees

8. Benefits Of Employee Training
■ Increase Productivity
■ Increase Employee Performance
■ Boost Motivation & Engagement
■ Lead To Improve Profitability
■ Improve Job Knowledge
■ Help People To Identify Organizational Goal
■ Improve Relationship Between Boss And
Subordinate

9. Topic: Training Process

10. Steps in Training Process
■ 1) Needs Assessment
■ 2) Setting Objectives
■ 3) Designing
■ 4) Implementation
■ 5) Evaluation

12. 1) Needs Assessment:
Assessing training needs and the resources available to meet those
needs forms the first step in developing and delivering effective
training.
2) Setting objectives:
The next phase in training Process is to identify instructional
objectives. Needs assessment helps prepare a blueprint that describes
the objectives to be archived by the trainee upon completion of the
training programme.
3) Designing:
Well-designed training is planned, appropriate to the target
audience and able to be delivered within the resources available.
Strategies and methods in this section address planning for training,
developing the materials used in the providing training and crafting a

13. 4) Implementation:
Once the training programme has been designed, it needs to be implemented.
Implementation is beset with certain problems. Training and development requires a
higher degree of creativity than perhaps, any other problem.
5) Evaluation:
This is the last step of the Training Process. Evaluation considers the success of
training and is necessary for identifying elements of training processes and training
programmes that were beneficial and areas for improvement.

14. ON THE JOB
TRAINING METHOD

15. ON THE JOB TRAINING
When the employees
are trained while they are
performing the job it is
called on-the-job training.
Under this method the
employees learn by doing.
The employees can learn the
practical problems while
working on the job.

16. ON THE JOB
TRAININGS
SHADOWING
JOB
ROTATION
JOB-
INSTRUCTION
TRAINING
ORIENTATION
TRAINING
MENTORING
APPRENTICE
TRAINING
INTERNSHIPS&
ASSISTANTSHIPS
COACHING

17. ORIENTATION TRAINING
The training is imparted by a
competent & experienced executive,
who provides knowledge about the
work, tools, equipment, techniques
situational problems.
JOB- INSTRUCTION
TRAINING
Under this training process
trainees are given instruction
systematically one-by-one about
the job.

18. APPRENTICE
TRAINING
In this method, an expert&
experienced person gives his
knowledge& skills to the trainee
who desires to learn that skills.
INTERNSHIPS &
ASSISTANTSHIP
A superior gives training to a subordinates
like an assistant to a manager or director
.The subordinates learn through
experience& observation by participating
in handling day to day problems.

19. JOB ROTATION
Under this method a trainee is
periodically shifted from one
division to another division for
a particular period of time.
COACHING
In this method, the superior
teaches or guides the new
employee about the
knowledge & skills relevant
to a given job.

20. MENTORING
Mentoring is the process of
sharing knowledge & experience
of an employee. The focus in this
training is on the development of
attitude of trainee.
SHADOWING
New employees observe
experienced colleagues,
learning tasks, processes &
best practices.

21. ADVANTAGES OF ON THE JOB
TRAINING
PRACTICAL EXPERIENCE
COST EFFECTIVE
IMMEDIATE APPLICATION
CUSTOMIZATION
REAL WORLD CHALLENGES

22. DISADVANTAGES OF ON THE
JOB TRAINING
QUALITY VARIATION
DISRUPTION
LIMITED EXPOSURE
TIME CONSUMING
INCONSISTENT STANDARDS

23. METHOD OF TRAINING
(OFF THE JOB)

24. OFF JOB TRRAINING METHOD:

25. ❑Class Room Lectures or
Conferences:
The lecture or conference
method is generally used for
conveying specific information,
rules, procedures, or methods.
❑ Films:
Films supply information
and show a definite display of
skills that are not easily
represented by other techniques.

26. ❑ Case Study:
Case studies are the actual experiences faced
by the organization. They display the events that the
managers have faced in real life.
❑ Computer Modelling:
It encourages the work environment by
developing a computer program that copies a few of
the realities of the job and enables learning to take
place securely.

27. ❑Vestibule Training:
In vestibule training, the employees are
given training on the equipment that they will be using
during their jobs.
❑Programmed Instruction:
In this method, the information is
divided into meaningful units, and these units are
arranged in a proper way to form a logical and
consecutive learning bundle or collection, i.e.,
from simple to complex.

28. Advantages of off- the- job training:
❑Productivity
❑Low risk
❑Economically beneficial
❑Save time

29. Disadvantages of off the
job training:
❑Expensive
❑Lost output
❑Lack of feedback

30. HOW TO MAKE TRAINING
EFFECTIVE, INTRO, NATURE AND
ROLLS OF CAREER DEVELOPMENT

31. How to make training effective?
■ Needs assessment
■ Allocate major resources
■ Practice and application
■ Experienced instructor
■ Supportive environment

32. Career development:-
■ Career development is the support an organization provides to
employees professional growth, especially to employees
movement to a new position or project within the organization.

33. Nature of career development:-
■ It is individualised and is an ongoing process.
■ It helps individuals develop skills required to fulfill different
career roles.
■ It defines life, career, abilities, and interests of the employees.
■ It can also give professional directions, as they relate to career
goals.

34. Rolls of career development:-
■ Organization
■ Manager
■ Employee
■ HR Manager

35. CAREER DEVELOPMENT
INITIATIVES &
CHALLENGES

36. • Career Development Initiatives
1. Career planning workshops
2. Career counselling
3. Mentoring
4. Sabbaticals
5. Secondments
6. Personal Development Plans
7. Career Workbooks

37. • Career Development Challenges
1. Declining Career Opportunities
2. Diverce Workforce
3. Atypical Form of Employment
4. International Mobility
5. Low celling careers
6. Dual Career Couples

38. CAREER MANAGEMENT
PROCESS

39. Career
Management
Process
Career
Management
strategy
Assessment
Career
Planning
Development
Evaluation