SlideShare a Scribd company logo
MBA – HR : 3rd semester
Training & Development:
Systems & Practices
Unit-1: Training- Basic Concepts
Vimal Jyothi
Institute of Management & Research- Chemperi
Kannur Dt, Kerala-670632. www.vjim.ac.in; 91-4602213399
Jinuachan Vadakkemulajanal, Faculty -administrator; jinuachan@gmail.com
Unit-1: Training- Basic concepts
• The Training Context: Nature and Scope of
Training, Training Challenges, Forces Influencing
Working and Learning, Role of Training in
Organizations, Systematic Approach to Training,
• Learning: Theories and Process Strategic
Training:
• Models of Training- Faculty, Customer, Matrix,
Corporate University and Business Embedded
Model, Snapshots of Training Practices:
• Training Facts and Figures, Training Investment
Leaders etc. 2Jinuachan@gmail.com T&D
MBA3E18 : TRAINING & DEVELOPMENT: SYSTEMS & PRACTICES
Functions of HRD
a. Managerial Functions
b. Operative Functions
c. Advisory Functions
a. Managerial Functions: The HR Manager is a
part of the organizational management &
must perform the basic managerial functions
of planning, organizing, directing and
controlling in relation to his department.
Eg Manpower Planning, Salary estimation,
3Jinuachan@gmail.com T&D
b. Operative Functions
The operative functions are specific duties of the
HR or personnel department. These are
concerned with :
 Employment, development, compensation
 Integration- (Grievance and disciplinary) and
maintenance of personnel (QWL+ Welfare),
Motivation.
 Personal records- HRIS, IR, separation
4Jinuachan@gmail.com T&D
c. Advisory Functions
• Human resource manager has specialized in
education and training for managing HR.
• Advise to Top Management
• Advise to Departmental Heads
• Training Functions, TNA
5Jinuachan@gmail.com T&D
1. Nature and Scope of Training
• Skills, Education, Development, Ethics,
Attitudinal Change
• Innovative, Problem solving and Regular
behaviour of HR
6Jinuachan@gmail.com T&D
What is training ?
• Meaning – training is the systematic process of
increasing the knowledge & skills of an employee
for doing a specified job by providing a learning
experience. Eg? X-ray welding, Pay roll maintenance
• It helps the trainee acquire new skills, technical
knowledge, problem-solving ability etc. thereby
increasing the performance of the employees.
• It also gives awareness of rules & procedures
• It gives an ethical responsibility to HR
• Helps to imbibe commitment and job satisfaction
7Jinuachan@gmail.com T&D
DEFINITION OF TRAINING
• Training is the continuous, systematic development
among all levels of employees in knowledge, skills
and attitudes which contribute to their welfare and
of the company. – Planty, Cord M.C and Efferson
• “It is the process of aiding employees to gain
effectiveness in their present and future work - Richard
P. Calhoon
8Jinuachan@gmail.com T&D
SCOPE OF TRAINING
• It enhance job-related performance, organizational
effectiveness, make behavioural changes, develops
life skills leading to personal growth.
• The scope has considerably widened. It equips an
individual with competencies that help him/her
cope-up with day-to-day problems of living &
manage interpersonal relations and improving them.
• Ultimately it aims commitment to profession through
better QWL and employee development
9Jinuachan@gmail.com T&D
Importance of Training objectives
i. Articulate the goal of training: When, where,
how, why, whom
ii. Communicate intent to learner
iii. Provide means of evaluation: significance
and future valuation. eg in salary /promotion
iv. Assists in selection of materials, content,
methods.
10Jinuachan@gmail.com T&D
Elements of Training objectives
• Outcomes of training program: observable
behaviours  “by the end of the program participants
will be able to …”
• Conditions of the training program: circumstances
in which the outcomes should take place  “in a
cohesive team situation”, without the use of instructional
materials”
• Standards of the training program: expected level of
attainment in terms of quality  “ to 100% accuracy (or
some other level)”, “at the rate of 50 per hour”.
11Jinuachan@gmail.com T&D
FUNCTIONS OF TRAINING
According to Miller five functions
i. Research – training systems
ii. Analysis - identifying training needs
iii. Development – teaching materials
iv. Operation – training aids & methods
v. Evaluation – monitors the effectiveness of
trainer in meeting goals, success of program
and its impact on performance of employees.
12Jinuachan@gmail.com T&D
BENEFITS OF TRAINING
• Regular training and learning opportunities are an
investment that helps employees to prosper and
develop their careers while giving your business a
highly skilled workforce and a competitive
advantage.
• By investing in employee development
organisations are able to demonstrate their loyalty
and commitment to their staff.
• It ensures increased engagement, improved
retention, dedication to company goals, and is an
important element for `Employers of Choice?
13Jinuachan@gmail.com T&D
… Benefits of Training…
• Benefits to the business
• Benefits to the employees
– Improved staff attitude, morale & confidence
– More efficient & effective
– Staff turnover and recruitment
– Increase workforce flexibility
– Produce more with minimum effort
Jinuachan@gmail.com T&D 14
Increase staff efficiency
Wastage eliminated
Less chances of accidents
Reduced supervisory need
Increase quality of goods
-Product accuracy and efficiency
-Good work safety practices
-Better service delivery.
-'soft skills' such as inter-staff
-Staff morale and satisfaction.
-Communication and leadership.
-Time management customer
satisfaction
• Some of the challenges faced in training are:
– Schedule selection
• It can be one of the most difficult challenges a HRD can
face. Many managers are reluctant to let employees take
much time away from their duties for training.
– Rapid changes
• Rapid changes in technology, corporate initiatives and
programs can make it difficult to adequately prepare
training materials and deliver training before employees
need information and new skills.
• Eg: Mobile OS, Banking services and products
2. Challenges Faced in Training
15Jinuachan@gmail.com T&D
Challenges faced in training
–Age, gender, and professional status
• Different cultures give different regard to age,
gender, and professional qualification.
• Some countries are also biased about the gender.
Like in Gulf countries, women’s role is limited to
households only. North east –female workers
• Same is with high professional status - the higher
the qualification of the trainer, the more will be
the importance attached to the information.
16Jinuachan@gmail.com T&D
Challenges faced in training
–Language problem in training and
development
• Language comprises of both spoken and
unspoken means of communication.
• The best of the best training programs will fail if
trainer is not well versed in communicating
trainees’ language. Language is one of the most
important ingredients of culture.
• Non verbal, ethos and symbolisms, Cultural
contexts
17Jinuachan@gmail.com T&D
Challenges faced in training– Organizational barriers to learning
• Typically, as organizations grow and mature they develop
more rigid systems and processes and ways of thinking.
• This has an impact on the organizational learning process.
• When problems arise in the company, the solutions that
are proposed often became for a short term application.
– Individual barriers to learning
• Resistance to learning can occur within an organization if
there is not sufficient buy in at an individual level.
• Learning and personal mastery is a question of individual
choice and cannot be forced.
• Higher learning may add extra works and responsibilities
• Wants to be in safe zone with routine works
18Jinuachan@gmail.com T&D
3. Forces Influencing Working and Learning process
A. External forces
• Market competition for skilled employees
• Attracting and retaining apt employees becomes
a challenge.
• Limited market opportunities for advancement.
• Tremendous Technological development
• Emerging learning organizations- People rapidly
expand their capacity to create the results they truly desire for.
Jinuachan@gmail.com T&D 19
B. Internal Forces
• Need for additional skills- skill requirements have
been on the rise, skills as per rapid tech. changes
• Funding for employee training and
development is a concern in budgeting.
• Less job security concerns/ attrition –
transferable skill development
• Productivity, safety, quality, culture demands
• Strategic innovation in process, products and
services
Jinuachan@gmail.com T&D 20
4. Role of Training in Organizations
• It is essential for every organization to be with
changing trends of the market place.
• Adaptation to the technological change in
products presupposes HR adaptation too
• Firms fail due to inertia for change- Kodak,
• First mover benefits in the market forces
• Maintain competitive edge in service and
products- Android TVs
Jinuachan@gmail.com T&D 21
BASIC PURPOSES OF TRAINING
1. Increasing productivity
2. Improving quality
3. To fulfill future personnel needs- promotion, succession
4. Improve organizational climate- QWL, Team spirit
5. Improve health &safety
6. Obsolescence prevention- innovation
7. Personal growth – career path planning- development
8. Optimum Utilization of Human Resources
9. Development of skills of employees – Core competency
KSA
10. Productivity
22Jinuachan@gmail.com T&D
Need for Training
• Increased use of technology
• Labour turnover
• Need for additional hands
• New employees- Induction, apprentice
• Promotion, career development
• Increasing the employee morale
• For reducing grievances & minimizing accident rates
• Refresher training for Old employees
23Jinuachan@gmail.com T&D
Ref: Managing Human
Resources, 12e, by
Bohlander/Snell/Sherman ©
2001 South-Western/Thomson
Learning
6-24
Need for
Training
5. Systematic Approach to Training
• System- subsystem-closed system concept
• Training as routine model- induction, refresher
programme, mock drills,
• Training as an open system model approach
• Training as process model- systematic approach
Jinuachan@gmail.com T&D 25
Training as an open system model approach
Jinuachan@gmail.com T&D 26
Jinuachan@gmail.com T&D 27
Jinuachan@gmail.com T&D 28
Jinuachan@gmail.com T&D 29
Jinuachan@gmail.com T&D 30
6. Learning: Theories and Process
Reinforcement
Theory
Social Learning
Theory
Goal Theories
Need Theories
Expectancy Theory
Adult Learning
Theory
Information
Processing Theory
Reinforcement theory: +,-, punishment, extinct
Social learning theory: next slide
Goal setting theories
Need theory Need hierarchy, ERG
Expectancy theory 3 factor
Adult learning theories Andragogy
Information Processing theories
Learning cycle
Jinuachan@gmail.com T&D 32
6. Learning: Theories and Process
Processes of Social Learning Theory
Match
Modeled
Performance
Attention Retention
Motor
Reproduction
Motivational
Processes
• Model Stimuli
• Trainee Characteristics
• Coding
• Organization
• Rehearsal
• Physical Capability
• Accuracy
• Feedback
• Reinforcement
Knowles’ 4 Principles Of Andragogy
Malcolm Shepherd Knowles (1913 – 1997) US educator.
In 1984, he suggested 4 principles that are applied
to adult learning:
1. Adults need to be involved in the planning and
evaluation of their instruction.
2. Experience (including mistakes) provides the basis for
the learning activities.
3. Adults are most interested in learning subjects that
have immediate relevance and impact to their job or
personal life.
4. Adult learning is problem-centered rather than
content-oriented. (Kearsley, 2010)
Assumptions: Self-concept, Adult Learner Experience,
Readiness to Learn, Orientation to Learning, Motivation to
Lear
Jinuachan@gmail.com T&D 34
7. Models of Training
• Faculty, Customer, Matrix, Corporate,
University and Business Embedded Model
• Traditional models & Business Embedded Models
• System Model
• Transitional model
• INSTRUCTIONAL SYSTEMS DEVELOPMENT (ISD)
• KSA model
Jinuachan@gmail.com T&D 35
Faculty, Customer, Matrix, Corporate- University
Models
• Training departments are getting dynamic with OS
and methods
Faculty Model
• It works like a college; department, dean, Asso.P,
Asst P etc
• Standard material, systematic delivery, timings
• It has experts in the related field of training
• -ve: Feed back is not incorporated, individual
needs and skills are not addressed
Jinuachan@gmail.com T&D 36
Customer – Client Model Training depart.
• Identify the client needs, competency and
expected skills
• Trainee oriented training
• Internal/outsourced training may be given
• Emphasis: training needs of person/ department
• Suitable for flexible business, cut through
competitions etc
• It is always in remodeling, motion, shifting, new
emphasis…..
Jinuachan@gmail.com T&D 37
Matrix Model of training dept
• Multiple reporting model
• Line Manager :: Training dept director
• Helps to match training needs, organization
goals, recourses can be shared across
departments,
Jinuachan@gmail.com T&D 38
Training Director
Line -
functi
ons
Function Consultant 1 Consultant 2 Consultant 3
Subject matter Basic concepts, IT Team building
…
Development
Special projects C++, Automation Motivation, .. 360 degree,
etc
Corporate- University Models
• ‘Internal universities’ provide range of skill
imparting
• Similar to traditional university model
• Target: employees, suppliers, customers,
learners community- community college
• Corporate needs are taken up into curriculum,
place-able passouts,
• Eg whirlpool Inc – Indiana Uni, Michigan Univ
Ref: p-13-19; Training org by O’Connor. Bronner; Replika Press Pvt Ltd-2003
Jinuachan@gmail.com T&D 39
Traditional models
• Traditional training approach is a rigid set of
learning requirements that are built around a
compliance driven methodology.
• Eg: A training team living in a grain store from
the sales, operations and other teams.
• What occurs is that training may be outdated
and based on old policies and practices.
Jinuachan@gmail.com T&D 40
Business-embedded model
• This model is dynamic and ever evolving.
• The basic strategy: training should never be static.
It is directly tied to strategy and supports a learning
environment-
- where all employees are expected to continue their learning
to whatever degree is required to maintain a competitive
advantage.
• This expectation is injected into the culture and employees
initiate the process
• SWOT analysis become regular practice
• The voice of the customer is incorporated to the training
• Purpose: to drives new products and enhances competitive
advantage.
Jinuachan@gmail.com T&D 41
Jinuachan@gmail.com T&D 42
Transitional model
• Transitional model focuses on the organization
as a whole.
• The outer loop describes the vision, mission,
value etc
• Inner loop represent the micro level of the
training: objectives, plan, implement and
execute
Jinuachan@gmail.com T&D 43
Jinuachan@gmail.com T&D 44
Jinuachan@gmail.com T&D 45
Trends in training
• Aligning training with Business strategy
• Incorporating the technological advancement
• Talent Managing method, right talent+ diversity
• Quality and continuous improvement
• Legal issues: equal employment, harassment,
equity,
Jinuachan@gmail.com T&D 46
Jinuachan@gmail.com T&D 47
Dear Students,
Plz refer the class notes for the further
elaboration of the topic. The examples given
during the lecture should be added to each
part while answering the questions

More Related Content

What's hot

What is Performance Management
What is Performance ManagementWhat is Performance Management
What is Performance Management
Hrhelp board
 
Manpower Planning
Manpower PlanningManpower Planning
Manpower Planning
Khan Mohammad Mahmud Hasan
 
Competency mapping
Competency mappingCompetency mapping
Competency mapping
Suhail Muzafar
 
Human resource management
Human resource managementHuman resource management
Human resource management
Swagatika Barick
 
Training Needs Assessment Nordic 2009
Training Needs Assessment Nordic 2009Training Needs Assessment Nordic 2009
Training Needs Assessment Nordic 2009
arnyattentus
 
HR from outside book
HR from outside bookHR from outside book
HR from outside book
Majed Badghesh
 
Recent trends in training and development
Recent trends in training and developmentRecent trends in training and development
Recent trends in training and development
Ruhi Beri
 
Human Resources Management
Human Resources ManagementHuman Resources Management
Human Resources Management
Samantha Masters
 
Presentation on Succession Planning
Presentation on Succession PlanningPresentation on Succession Planning
Presentation on Succession Planning
Muhammad Sharjeel
 
Chapter 1 Strategic HRM
Chapter 1 Strategic HRMChapter 1 Strategic HRM
Chapter 1 Strategic HRM
Lo-Ann Placido
 
Scorecard 3
Scorecard 3Scorecard 3
Scorecard 3
dmdk12
 
Training & Development - Concept & Components
Training & Development - Concept & ComponentsTraining & Development - Concept & Components
Training & Development - Concept & Components
M R Jhalawad
 
Introduction to Training & Development
Introduction to Training & DevelopmentIntroduction to Training & Development
Recruitment and selection powerpoint presentation
Recruitment and selection powerpoint presentationRecruitment and selection powerpoint presentation
Recruitment and selection powerpoint presentation
Andrew Schwartz
 
Training and Development
Training and DevelopmentTraining and Development
Training and Development
Vishnu Lal R
 
Career Planning and Development
Career Planning and DevelopmentCareer Planning and Development
Career Planning and Development
Yodhia Antariksa
 
Training & development
Training & developmentTraining & development
Training & development
Ashak Hossan
 
MBA760 Chapter 02
MBA760 Chapter 02MBA760 Chapter 02
MBA760 Chapter 02
iDocs
 
Succession Planning Presentation by IWCCI
Succession Planning Presentation by IWCCISuccession Planning Presentation by IWCCI
Succession Planning Presentation by IWCCI
Huzaifa Hussain
 
Developing competency
Developing competencyDeveloping competency
Developing competency
Seta Wicaksana
 

What's hot (20)

What is Performance Management
What is Performance ManagementWhat is Performance Management
What is Performance Management
 
Manpower Planning
Manpower PlanningManpower Planning
Manpower Planning
 
Competency mapping
Competency mappingCompetency mapping
Competency mapping
 
Human resource management
Human resource managementHuman resource management
Human resource management
 
Training Needs Assessment Nordic 2009
Training Needs Assessment Nordic 2009Training Needs Assessment Nordic 2009
Training Needs Assessment Nordic 2009
 
HR from outside book
HR from outside bookHR from outside book
HR from outside book
 
Recent trends in training and development
Recent trends in training and developmentRecent trends in training and development
Recent trends in training and development
 
Human Resources Management
Human Resources ManagementHuman Resources Management
Human Resources Management
 
Presentation on Succession Planning
Presentation on Succession PlanningPresentation on Succession Planning
Presentation on Succession Planning
 
Chapter 1 Strategic HRM
Chapter 1 Strategic HRMChapter 1 Strategic HRM
Chapter 1 Strategic HRM
 
Scorecard 3
Scorecard 3Scorecard 3
Scorecard 3
 
Training & Development - Concept & Components
Training & Development - Concept & ComponentsTraining & Development - Concept & Components
Training & Development - Concept & Components
 
Introduction to Training & Development
Introduction to Training & DevelopmentIntroduction to Training & Development
Introduction to Training & Development
 
Recruitment and selection powerpoint presentation
Recruitment and selection powerpoint presentationRecruitment and selection powerpoint presentation
Recruitment and selection powerpoint presentation
 
Training and Development
Training and DevelopmentTraining and Development
Training and Development
 
Career Planning and Development
Career Planning and DevelopmentCareer Planning and Development
Career Planning and Development
 
Training & development
Training & developmentTraining & development
Training & development
 
MBA760 Chapter 02
MBA760 Chapter 02MBA760 Chapter 02
MBA760 Chapter 02
 
Succession Planning Presentation by IWCCI
Succession Planning Presentation by IWCCISuccession Planning Presentation by IWCCI
Succession Planning Presentation by IWCCI
 
Developing competency
Developing competencyDeveloping competency
Developing competency
 

Viewers also liked

Recruitment officer kpi
Recruitment officer kpiRecruitment officer kpi
Recruitment officer kpi
jombimin
 
Hr manual new
Hr manual newHr manual new
Hr manual new
Jagdish Rajan
 
Writing and implementing HRM policies
Writing and implementing HRM policiesWriting and implementing HRM policies
Writing and implementing HRM policies
Charles Cotter, PhD
 
6 recruitment group presentation 2013
6 recruitment group presentation 20136 recruitment group presentation 2013
6 recruitment group presentation 2013
Samuel Fletcher
 
Training and Development - Principles of Human Resource Management
Training and Development - Principles of Human Resource ManagementTraining and Development - Principles of Human Resource Management
Training and Development - Principles of Human Resource Management
Rai University Ahmedabad
 
Process flow chart 6 stages powerpoint templates 0712
Process flow chart 6 stages powerpoint templates 0712Process flow chart 6 stages powerpoint templates 0712
Process flow chart 6 stages powerpoint templates 0712
SlideTeam.net
 

Viewers also liked (6)

Recruitment officer kpi
Recruitment officer kpiRecruitment officer kpi
Recruitment officer kpi
 
Hr manual new
Hr manual newHr manual new
Hr manual new
 
Writing and implementing HRM policies
Writing and implementing HRM policiesWriting and implementing HRM policies
Writing and implementing HRM policies
 
6 recruitment group presentation 2013
6 recruitment group presentation 20136 recruitment group presentation 2013
6 recruitment group presentation 2013
 
Training and Development - Principles of Human Resource Management
Training and Development - Principles of Human Resource ManagementTraining and Development - Principles of Human Resource Management
Training and Development - Principles of Human Resource Management
 
Process flow chart 6 stages powerpoint templates 0712
Process flow chart 6 stages powerpoint templates 0712Process flow chart 6 stages powerpoint templates 0712
Process flow chart 6 stages powerpoint templates 0712
 

Similar to Human Resource Training and Development

Training & development orientation
Training & development orientationTraining & development orientation
Training & development orientation
Shipra Tiwari
 
HRD Human Resource Development by Jinuachan Vadakkemulanjanal
HRD Human Resource Development by Jinuachan VadakkemulanjanalHRD Human Resource Development by Jinuachan Vadakkemulanjanal
HRD Human Resource Development by Jinuachan Vadakkemulanjanal
Jinuachan (Genimon) Vadakkemulanjanal
 
Training & Development.pptx
Training & Development.pptxTraining & Development.pptx
Training & Development.pptx
AVvivegam
 
training.ppt
training.ppttraining.ppt
training.ppt
SatyamGour7
 
Insights Into Corporate Learning Assessments For Tech Businesses
Insights Into Corporate Learning Assessments For Tech BusinessesInsights Into Corporate Learning Assessments For Tech Businesses
Insights Into Corporate Learning Assessments For Tech Businesses
Techademy
 
Training and development
Training and development Training and development
Training and development
Preeti Bhaskar
 
BBA_4.2_HRM.1_training & development.pptx
BBA_4.2_HRM.1_training & development.pptxBBA_4.2_HRM.1_training & development.pptx
BBA_4.2_HRM.1_training & development.pptx
unnati630155
 
HR for Non HR_Learning and Development.
HR for Non HR_Learning  and Development.HR for Non HR_Learning  and Development.
HR for Non HR_Learning and Development.
azischin
 
Training And Development
Training And DevelopmentTraining And Development
Training And Development
Jiten Menghani
 
Lecture 1
Lecture 1Lecture 1
Lecture 1
buitems_mba
 
training
trainingtraining
training
Preeti Bhaskar
 
TAD UNIT 1 .pptx
TAD UNIT 1 .pptxTAD UNIT 1 .pptx
TAD UNIT 1 .pptx
AssocProfMBAVelTechC
 
Encyclopedia of training and development - Manu Melwin Joy
Encyclopedia of training and development - Manu Melwin JoyEncyclopedia of training and development - Manu Melwin Joy
Encyclopedia of training and development - Manu Melwin Joy
manumelwin
 
Career development
Career developmentCareer development
Career development
Rai Blanquera
 
gocareerguide-Careerdevelopment by gocareerguide.com
gocareerguide-Careerdevelopment by gocareerguide.comgocareerguide-Careerdevelopment by gocareerguide.com
gocareerguide-Careerdevelopment by gocareerguide.com
Carmor Bass
 
Significance of training and development - Manu Melwin Joy
Significance of training and development - Manu Melwin JoySignificance of training and development - Manu Melwin Joy
Significance of training and development - Manu Melwin Joy
manumelwin
 
Talent Management for mba 3rd sem useful
Talent Management for mba 3rd sem usefulTalent Management for mba 3rd sem useful
Talent Management for mba 3rd sem useful
AtifaArbar
 
u2-lect-1-to-9-mtd-pvb-1801161758710.ppt
u2-lect-1-to-9-mtd-pvb-1801161758710.pptu2-lect-1-to-9-mtd-pvb-1801161758710.ppt
u2-lect-1-to-9-mtd-pvb-1801161758710.ppt
Major K. Subramaniam Kmaravehlu
 
Chapter 1-TnD.pptx
Chapter 1-TnD.pptxChapter 1-TnD.pptx
Chapter 1-TnD.pptx
Kanchan387016
 
Training and Development
Training and Development Training and Development
Training and Development
Ahsan Khan
 

Similar to Human Resource Training and Development (20)

Training & development orientation
Training & development orientationTraining & development orientation
Training & development orientation
 
HRD Human Resource Development by Jinuachan Vadakkemulanjanal
HRD Human Resource Development by Jinuachan VadakkemulanjanalHRD Human Resource Development by Jinuachan Vadakkemulanjanal
HRD Human Resource Development by Jinuachan Vadakkemulanjanal
 
Training & Development.pptx
Training & Development.pptxTraining & Development.pptx
Training & Development.pptx
 
training.ppt
training.ppttraining.ppt
training.ppt
 
Insights Into Corporate Learning Assessments For Tech Businesses
Insights Into Corporate Learning Assessments For Tech BusinessesInsights Into Corporate Learning Assessments For Tech Businesses
Insights Into Corporate Learning Assessments For Tech Businesses
 
Training and development
Training and development Training and development
Training and development
 
BBA_4.2_HRM.1_training & development.pptx
BBA_4.2_HRM.1_training & development.pptxBBA_4.2_HRM.1_training & development.pptx
BBA_4.2_HRM.1_training & development.pptx
 
HR for Non HR_Learning and Development.
HR for Non HR_Learning  and Development.HR for Non HR_Learning  and Development.
HR for Non HR_Learning and Development.
 
Training And Development
Training And DevelopmentTraining And Development
Training And Development
 
Lecture 1
Lecture 1Lecture 1
Lecture 1
 
training
trainingtraining
training
 
TAD UNIT 1 .pptx
TAD UNIT 1 .pptxTAD UNIT 1 .pptx
TAD UNIT 1 .pptx
 
Encyclopedia of training and development - Manu Melwin Joy
Encyclopedia of training and development - Manu Melwin JoyEncyclopedia of training and development - Manu Melwin Joy
Encyclopedia of training and development - Manu Melwin Joy
 
Career development
Career developmentCareer development
Career development
 
gocareerguide-Careerdevelopment by gocareerguide.com
gocareerguide-Careerdevelopment by gocareerguide.comgocareerguide-Careerdevelopment by gocareerguide.com
gocareerguide-Careerdevelopment by gocareerguide.com
 
Significance of training and development - Manu Melwin Joy
Significance of training and development - Manu Melwin JoySignificance of training and development - Manu Melwin Joy
Significance of training and development - Manu Melwin Joy
 
Talent Management for mba 3rd sem useful
Talent Management for mba 3rd sem usefulTalent Management for mba 3rd sem useful
Talent Management for mba 3rd sem useful
 
u2-lect-1-to-9-mtd-pvb-1801161758710.ppt
u2-lect-1-to-9-mtd-pvb-1801161758710.pptu2-lect-1-to-9-mtd-pvb-1801161758710.ppt
u2-lect-1-to-9-mtd-pvb-1801161758710.ppt
 
Chapter 1-TnD.pptx
Chapter 1-TnD.pptxChapter 1-TnD.pptx
Chapter 1-TnD.pptx
 
Training and Development
Training and Development Training and Development
Training and Development
 

More from Jinuachan (Genimon) Vadakkemulanjanal

HRM module-4 recruitment to development function: Jinuachan Vimal Jyothi
HRM module-4  recruitment to development function: Jinuachan Vimal JyothiHRM module-4  recruitment to development function: Jinuachan Vimal Jyothi
HRM module-4 recruitment to development function: Jinuachan Vimal Jyothi
Jinuachan (Genimon) Vadakkemulanjanal
 
HRM module 3, MBA, Kannur University Jinuachan Vimal Jyothi
HRM module 3, MBA, Kannur University Jinuachan Vimal JyothiHRM module 3, MBA, Kannur University Jinuachan Vimal Jyothi
HRM module 3, MBA, Kannur University Jinuachan Vimal Jyothi
Jinuachan (Genimon) Vadakkemulanjanal
 
Insurance& risk management modeule 1 part1 b
Insurance& risk management modeule 1 part1 bInsurance& risk management modeule 1 part1 b
Insurance& risk management modeule 1 part1 b
Jinuachan (Genimon) Vadakkemulanjanal
 
Insurance & risk management modeule 1 part1 a
Insurance & risk management modeule 1 part1 aInsurance & risk management modeule 1 part1 a
Insurance & risk management modeule 1 part1 a
Jinuachan (Genimon) Vadakkemulanjanal
 
HRM: Planning, Forecasting, Job models, Work schedule, Strategic Planning
HRM:  Planning, Forecasting, Job models, Work schedule, Strategic PlanningHRM:  Planning, Forecasting, Job models, Work schedule, Strategic Planning
HRM: Planning, Forecasting, Job models, Work schedule, Strategic Planning
Jinuachan (Genimon) Vadakkemulanjanal
 
HRM Challenges in Human Resource Management
HRM Challenges in Human Resource Management HRM Challenges in Human Resource Management
HRM Challenges in Human Resource Management
Jinuachan (Genimon) Vadakkemulanjanal
 
Training Need Analysis Training and Development
Training Need Analysis Training and Development Training Need Analysis Training and Development
Training Need Analysis Training and Development
Jinuachan (Genimon) Vadakkemulanjanal
 
Training and develpment hrdp ii module 6 nov 2014
Training and develpment hrdp ii   module 6    nov 2014Training and develpment hrdp ii   module 6    nov 2014
Training and develpment hrdp ii module 6 nov 2014
Jinuachan (Genimon) Vadakkemulanjanal
 
Responsible Parenthood
Responsible ParenthoodResponsible Parenthood
Responsible parenthood
Responsible parenthoodResponsible parenthood
Responsible parenthood
Responsible parenthoodResponsible parenthood

More from Jinuachan (Genimon) Vadakkemulanjanal (11)

HRM module-4 recruitment to development function: Jinuachan Vimal Jyothi
HRM module-4  recruitment to development function: Jinuachan Vimal JyothiHRM module-4  recruitment to development function: Jinuachan Vimal Jyothi
HRM module-4 recruitment to development function: Jinuachan Vimal Jyothi
 
HRM module 3, MBA, Kannur University Jinuachan Vimal Jyothi
HRM module 3, MBA, Kannur University Jinuachan Vimal JyothiHRM module 3, MBA, Kannur University Jinuachan Vimal Jyothi
HRM module 3, MBA, Kannur University Jinuachan Vimal Jyothi
 
Insurance& risk management modeule 1 part1 b
Insurance& risk management modeule 1 part1 bInsurance& risk management modeule 1 part1 b
Insurance& risk management modeule 1 part1 b
 
Insurance & risk management modeule 1 part1 a
Insurance & risk management modeule 1 part1 aInsurance & risk management modeule 1 part1 a
Insurance & risk management modeule 1 part1 a
 
HRM: Planning, Forecasting, Job models, Work schedule, Strategic Planning
HRM:  Planning, Forecasting, Job models, Work schedule, Strategic PlanningHRM:  Planning, Forecasting, Job models, Work schedule, Strategic Planning
HRM: Planning, Forecasting, Job models, Work schedule, Strategic Planning
 
HRM Challenges in Human Resource Management
HRM Challenges in Human Resource Management HRM Challenges in Human Resource Management
HRM Challenges in Human Resource Management
 
Training Need Analysis Training and Development
Training Need Analysis Training and Development Training Need Analysis Training and Development
Training Need Analysis Training and Development
 
Training and develpment hrdp ii module 6 nov 2014
Training and develpment hrdp ii   module 6    nov 2014Training and develpment hrdp ii   module 6    nov 2014
Training and develpment hrdp ii module 6 nov 2014
 
Responsible Parenthood
Responsible ParenthoodResponsible Parenthood
Responsible Parenthood
 
Responsible parenthood
Responsible parenthoodResponsible parenthood
Responsible parenthood
 
Responsible parenthood
Responsible parenthoodResponsible parenthood
Responsible parenthood
 

Recently uploaded

ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
PECB
 
How to Make a Field Mandatory in Odoo 17
How to Make a Field Mandatory in Odoo 17How to Make a Field Mandatory in Odoo 17
How to Make a Field Mandatory in Odoo 17
Celine George
 
A Visual Guide to 1 Samuel | A Tale of Two Hearts
A Visual Guide to 1 Samuel | A Tale of Two HeartsA Visual Guide to 1 Samuel | A Tale of Two Hearts
A Visual Guide to 1 Samuel | A Tale of Two Hearts
Steve Thomason
 
Benner "Expanding Pathways to Publishing Careers"
Benner "Expanding Pathways to Publishing Careers"Benner "Expanding Pathways to Publishing Careers"
Benner "Expanding Pathways to Publishing Careers"
National Information Standards Organization (NISO)
 
Temple of Asclepius in Thrace. Excavation results
Temple of Asclepius in Thrace. Excavation resultsTemple of Asclepius in Thrace. Excavation results
Temple of Asclepius in Thrace. Excavation results
Krassimira Luka
 
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
GeorgeMilliken2
 
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
Nguyen Thanh Tu Collection
 
Mule event processing models | MuleSoft Mysore Meetup #47
Mule event processing models | MuleSoft Mysore Meetup #47Mule event processing models | MuleSoft Mysore Meetup #47
Mule event processing models | MuleSoft Mysore Meetup #47
MysoreMuleSoftMeetup
 
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptxPengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Fajar Baskoro
 
Gender and Mental Health - Counselling and Family Therapy Applications and In...
Gender and Mental Health - Counselling and Family Therapy Applications and In...Gender and Mental Health - Counselling and Family Therapy Applications and In...
Gender and Mental Health - Counselling and Family Therapy Applications and In...
PsychoTech Services
 
Walmart Business+ and Spark Good for Nonprofits.pdf
Walmart Business+ and Spark Good for Nonprofits.pdfWalmart Business+ and Spark Good for Nonprofits.pdf
Walmart Business+ and Spark Good for Nonprofits.pdf
TechSoup
 
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem studentsRHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
Himanshu Rai
 
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
imrankhan141184
 
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptxBIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
RidwanHassanYusuf
 
Bonku-Babus-Friend by Sathyajith Ray (9)
Bonku-Babus-Friend by Sathyajith Ray  (9)Bonku-Babus-Friend by Sathyajith Ray  (9)
Bonku-Babus-Friend by Sathyajith Ray (9)
nitinpv4ai
 
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxBeyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
EduSkills OECD
 
HYPERTENSION - SLIDE SHARE PRESENTATION.
HYPERTENSION - SLIDE SHARE PRESENTATION.HYPERTENSION - SLIDE SHARE PRESENTATION.
HYPERTENSION - SLIDE SHARE PRESENTATION.
deepaannamalai16
 
Présentationvvvvvvvvvvvvvvvvvvvvvvvvvvvv2.pptx
Présentationvvvvvvvvvvvvvvvvvvvvvvvvvvvv2.pptxPrésentationvvvvvvvvvvvvvvvvvvvvvvvvvvvv2.pptx
Présentationvvvvvvvvvvvvvvvvvvvvvvvvvvvv2.pptx
siemaillard
 
How to Setup Warehouse & Location in Odoo 17 Inventory
How to Setup Warehouse & Location in Odoo 17 InventoryHow to Setup Warehouse & Location in Odoo 17 Inventory
How to Setup Warehouse & Location in Odoo 17 Inventory
Celine George
 
writing about opinions about Australia the movie
writing about opinions about Australia the moviewriting about opinions about Australia the movie
writing about opinions about Australia the movie
Nicholas Montgomery
 

Recently uploaded (20)

ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
 
How to Make a Field Mandatory in Odoo 17
How to Make a Field Mandatory in Odoo 17How to Make a Field Mandatory in Odoo 17
How to Make a Field Mandatory in Odoo 17
 
A Visual Guide to 1 Samuel | A Tale of Two Hearts
A Visual Guide to 1 Samuel | A Tale of Two HeartsA Visual Guide to 1 Samuel | A Tale of Two Hearts
A Visual Guide to 1 Samuel | A Tale of Two Hearts
 
Benner "Expanding Pathways to Publishing Careers"
Benner "Expanding Pathways to Publishing Careers"Benner "Expanding Pathways to Publishing Careers"
Benner "Expanding Pathways to Publishing Careers"
 
Temple of Asclepius in Thrace. Excavation results
Temple of Asclepius in Thrace. Excavation resultsTemple of Asclepius in Thrace. Excavation results
Temple of Asclepius in Thrace. Excavation results
 
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
 
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
 
Mule event processing models | MuleSoft Mysore Meetup #47
Mule event processing models | MuleSoft Mysore Meetup #47Mule event processing models | MuleSoft Mysore Meetup #47
Mule event processing models | MuleSoft Mysore Meetup #47
 
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptxPengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
 
Gender and Mental Health - Counselling and Family Therapy Applications and In...
Gender and Mental Health - Counselling and Family Therapy Applications and In...Gender and Mental Health - Counselling and Family Therapy Applications and In...
Gender and Mental Health - Counselling and Family Therapy Applications and In...
 
Walmart Business+ and Spark Good for Nonprofits.pdf
Walmart Business+ and Spark Good for Nonprofits.pdfWalmart Business+ and Spark Good for Nonprofits.pdf
Walmart Business+ and Spark Good for Nonprofits.pdf
 
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem studentsRHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
 
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
 
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptxBIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
 
Bonku-Babus-Friend by Sathyajith Ray (9)
Bonku-Babus-Friend by Sathyajith Ray  (9)Bonku-Babus-Friend by Sathyajith Ray  (9)
Bonku-Babus-Friend by Sathyajith Ray (9)
 
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxBeyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
 
HYPERTENSION - SLIDE SHARE PRESENTATION.
HYPERTENSION - SLIDE SHARE PRESENTATION.HYPERTENSION - SLIDE SHARE PRESENTATION.
HYPERTENSION - SLIDE SHARE PRESENTATION.
 
Présentationvvvvvvvvvvvvvvvvvvvvvvvvvvvv2.pptx
Présentationvvvvvvvvvvvvvvvvvvvvvvvvvvvv2.pptxPrésentationvvvvvvvvvvvvvvvvvvvvvvvvvvvv2.pptx
Présentationvvvvvvvvvvvvvvvvvvvvvvvvvvvv2.pptx
 
How to Setup Warehouse & Location in Odoo 17 Inventory
How to Setup Warehouse & Location in Odoo 17 InventoryHow to Setup Warehouse & Location in Odoo 17 Inventory
How to Setup Warehouse & Location in Odoo 17 Inventory
 
writing about opinions about Australia the movie
writing about opinions about Australia the moviewriting about opinions about Australia the movie
writing about opinions about Australia the movie
 

Human Resource Training and Development

  • 1. MBA – HR : 3rd semester Training & Development: Systems & Practices Unit-1: Training- Basic Concepts Vimal Jyothi Institute of Management & Research- Chemperi Kannur Dt, Kerala-670632. www.vjim.ac.in; 91-4602213399 Jinuachan Vadakkemulajanal, Faculty -administrator; jinuachan@gmail.com
  • 2. Unit-1: Training- Basic concepts • The Training Context: Nature and Scope of Training, Training Challenges, Forces Influencing Working and Learning, Role of Training in Organizations, Systematic Approach to Training, • Learning: Theories and Process Strategic Training: • Models of Training- Faculty, Customer, Matrix, Corporate University and Business Embedded Model, Snapshots of Training Practices: • Training Facts and Figures, Training Investment Leaders etc. 2Jinuachan@gmail.com T&D MBA3E18 : TRAINING & DEVELOPMENT: SYSTEMS & PRACTICES
  • 3. Functions of HRD a. Managerial Functions b. Operative Functions c. Advisory Functions a. Managerial Functions: The HR Manager is a part of the organizational management & must perform the basic managerial functions of planning, organizing, directing and controlling in relation to his department. Eg Manpower Planning, Salary estimation, 3Jinuachan@gmail.com T&D
  • 4. b. Operative Functions The operative functions are specific duties of the HR or personnel department. These are concerned with :  Employment, development, compensation  Integration- (Grievance and disciplinary) and maintenance of personnel (QWL+ Welfare), Motivation.  Personal records- HRIS, IR, separation 4Jinuachan@gmail.com T&D
  • 5. c. Advisory Functions • Human resource manager has specialized in education and training for managing HR. • Advise to Top Management • Advise to Departmental Heads • Training Functions, TNA 5Jinuachan@gmail.com T&D
  • 6. 1. Nature and Scope of Training • Skills, Education, Development, Ethics, Attitudinal Change • Innovative, Problem solving and Regular behaviour of HR 6Jinuachan@gmail.com T&D
  • 7. What is training ? • Meaning – training is the systematic process of increasing the knowledge & skills of an employee for doing a specified job by providing a learning experience. Eg? X-ray welding, Pay roll maintenance • It helps the trainee acquire new skills, technical knowledge, problem-solving ability etc. thereby increasing the performance of the employees. • It also gives awareness of rules & procedures • It gives an ethical responsibility to HR • Helps to imbibe commitment and job satisfaction 7Jinuachan@gmail.com T&D
  • 8. DEFINITION OF TRAINING • Training is the continuous, systematic development among all levels of employees in knowledge, skills and attitudes which contribute to their welfare and of the company. – Planty, Cord M.C and Efferson • “It is the process of aiding employees to gain effectiveness in their present and future work - Richard P. Calhoon 8Jinuachan@gmail.com T&D
  • 9. SCOPE OF TRAINING • It enhance job-related performance, organizational effectiveness, make behavioural changes, develops life skills leading to personal growth. • The scope has considerably widened. It equips an individual with competencies that help him/her cope-up with day-to-day problems of living & manage interpersonal relations and improving them. • Ultimately it aims commitment to profession through better QWL and employee development 9Jinuachan@gmail.com T&D
  • 10. Importance of Training objectives i. Articulate the goal of training: When, where, how, why, whom ii. Communicate intent to learner iii. Provide means of evaluation: significance and future valuation. eg in salary /promotion iv. Assists in selection of materials, content, methods. 10Jinuachan@gmail.com T&D
  • 11. Elements of Training objectives • Outcomes of training program: observable behaviours  “by the end of the program participants will be able to …” • Conditions of the training program: circumstances in which the outcomes should take place  “in a cohesive team situation”, without the use of instructional materials” • Standards of the training program: expected level of attainment in terms of quality  “ to 100% accuracy (or some other level)”, “at the rate of 50 per hour”. 11Jinuachan@gmail.com T&D
  • 12. FUNCTIONS OF TRAINING According to Miller five functions i. Research – training systems ii. Analysis - identifying training needs iii. Development – teaching materials iv. Operation – training aids & methods v. Evaluation – monitors the effectiveness of trainer in meeting goals, success of program and its impact on performance of employees. 12Jinuachan@gmail.com T&D
  • 13. BENEFITS OF TRAINING • Regular training and learning opportunities are an investment that helps employees to prosper and develop their careers while giving your business a highly skilled workforce and a competitive advantage. • By investing in employee development organisations are able to demonstrate their loyalty and commitment to their staff. • It ensures increased engagement, improved retention, dedication to company goals, and is an important element for `Employers of Choice? 13Jinuachan@gmail.com T&D
  • 14. … Benefits of Training… • Benefits to the business • Benefits to the employees – Improved staff attitude, morale & confidence – More efficient & effective – Staff turnover and recruitment – Increase workforce flexibility – Produce more with minimum effort Jinuachan@gmail.com T&D 14 Increase staff efficiency Wastage eliminated Less chances of accidents Reduced supervisory need Increase quality of goods -Product accuracy and efficiency -Good work safety practices -Better service delivery. -'soft skills' such as inter-staff -Staff morale and satisfaction. -Communication and leadership. -Time management customer satisfaction
  • 15. • Some of the challenges faced in training are: – Schedule selection • It can be one of the most difficult challenges a HRD can face. Many managers are reluctant to let employees take much time away from their duties for training. – Rapid changes • Rapid changes in technology, corporate initiatives and programs can make it difficult to adequately prepare training materials and deliver training before employees need information and new skills. • Eg: Mobile OS, Banking services and products 2. Challenges Faced in Training 15Jinuachan@gmail.com T&D
  • 16. Challenges faced in training –Age, gender, and professional status • Different cultures give different regard to age, gender, and professional qualification. • Some countries are also biased about the gender. Like in Gulf countries, women’s role is limited to households only. North east –female workers • Same is with high professional status - the higher the qualification of the trainer, the more will be the importance attached to the information. 16Jinuachan@gmail.com T&D
  • 17. Challenges faced in training –Language problem in training and development • Language comprises of both spoken and unspoken means of communication. • The best of the best training programs will fail if trainer is not well versed in communicating trainees’ language. Language is one of the most important ingredients of culture. • Non verbal, ethos and symbolisms, Cultural contexts 17Jinuachan@gmail.com T&D
  • 18. Challenges faced in training– Organizational barriers to learning • Typically, as organizations grow and mature they develop more rigid systems and processes and ways of thinking. • This has an impact on the organizational learning process. • When problems arise in the company, the solutions that are proposed often became for a short term application. – Individual barriers to learning • Resistance to learning can occur within an organization if there is not sufficient buy in at an individual level. • Learning and personal mastery is a question of individual choice and cannot be forced. • Higher learning may add extra works and responsibilities • Wants to be in safe zone with routine works 18Jinuachan@gmail.com T&D
  • 19. 3. Forces Influencing Working and Learning process A. External forces • Market competition for skilled employees • Attracting and retaining apt employees becomes a challenge. • Limited market opportunities for advancement. • Tremendous Technological development • Emerging learning organizations- People rapidly expand their capacity to create the results they truly desire for. Jinuachan@gmail.com T&D 19
  • 20. B. Internal Forces • Need for additional skills- skill requirements have been on the rise, skills as per rapid tech. changes • Funding for employee training and development is a concern in budgeting. • Less job security concerns/ attrition – transferable skill development • Productivity, safety, quality, culture demands • Strategic innovation in process, products and services Jinuachan@gmail.com T&D 20
  • 21. 4. Role of Training in Organizations • It is essential for every organization to be with changing trends of the market place. • Adaptation to the technological change in products presupposes HR adaptation too • Firms fail due to inertia for change- Kodak, • First mover benefits in the market forces • Maintain competitive edge in service and products- Android TVs Jinuachan@gmail.com T&D 21
  • 22. BASIC PURPOSES OF TRAINING 1. Increasing productivity 2. Improving quality 3. To fulfill future personnel needs- promotion, succession 4. Improve organizational climate- QWL, Team spirit 5. Improve health &safety 6. Obsolescence prevention- innovation 7. Personal growth – career path planning- development 8. Optimum Utilization of Human Resources 9. Development of skills of employees – Core competency KSA 10. Productivity 22Jinuachan@gmail.com T&D
  • 23. Need for Training • Increased use of technology • Labour turnover • Need for additional hands • New employees- Induction, apprentice • Promotion, career development • Increasing the employee morale • For reducing grievances & minimizing accident rates • Refresher training for Old employees 23Jinuachan@gmail.com T&D
  • 24. Ref: Managing Human Resources, 12e, by Bohlander/Snell/Sherman © 2001 South-Western/Thomson Learning 6-24 Need for Training
  • 25. 5. Systematic Approach to Training • System- subsystem-closed system concept • Training as routine model- induction, refresher programme, mock drills, • Training as an open system model approach • Training as process model- systematic approach Jinuachan@gmail.com T&D 25
  • 26. Training as an open system model approach Jinuachan@gmail.com T&D 26
  • 31. 6. Learning: Theories and Process Reinforcement Theory Social Learning Theory Goal Theories Need Theories Expectancy Theory Adult Learning Theory Information Processing Theory
  • 32. Reinforcement theory: +,-, punishment, extinct Social learning theory: next slide Goal setting theories Need theory Need hierarchy, ERG Expectancy theory 3 factor Adult learning theories Andragogy Information Processing theories Learning cycle Jinuachan@gmail.com T&D 32 6. Learning: Theories and Process
  • 33. Processes of Social Learning Theory Match Modeled Performance Attention Retention Motor Reproduction Motivational Processes • Model Stimuli • Trainee Characteristics • Coding • Organization • Rehearsal • Physical Capability • Accuracy • Feedback • Reinforcement
  • 34. Knowles’ 4 Principles Of Andragogy Malcolm Shepherd Knowles (1913 – 1997) US educator. In 1984, he suggested 4 principles that are applied to adult learning: 1. Adults need to be involved in the planning and evaluation of their instruction. 2. Experience (including mistakes) provides the basis for the learning activities. 3. Adults are most interested in learning subjects that have immediate relevance and impact to their job or personal life. 4. Adult learning is problem-centered rather than content-oriented. (Kearsley, 2010) Assumptions: Self-concept, Adult Learner Experience, Readiness to Learn, Orientation to Learning, Motivation to Lear Jinuachan@gmail.com T&D 34
  • 35. 7. Models of Training • Faculty, Customer, Matrix, Corporate, University and Business Embedded Model • Traditional models & Business Embedded Models • System Model • Transitional model • INSTRUCTIONAL SYSTEMS DEVELOPMENT (ISD) • KSA model Jinuachan@gmail.com T&D 35
  • 36. Faculty, Customer, Matrix, Corporate- University Models • Training departments are getting dynamic with OS and methods Faculty Model • It works like a college; department, dean, Asso.P, Asst P etc • Standard material, systematic delivery, timings • It has experts in the related field of training • -ve: Feed back is not incorporated, individual needs and skills are not addressed Jinuachan@gmail.com T&D 36
  • 37. Customer – Client Model Training depart. • Identify the client needs, competency and expected skills • Trainee oriented training • Internal/outsourced training may be given • Emphasis: training needs of person/ department • Suitable for flexible business, cut through competitions etc • It is always in remodeling, motion, shifting, new emphasis….. Jinuachan@gmail.com T&D 37
  • 38. Matrix Model of training dept • Multiple reporting model • Line Manager :: Training dept director • Helps to match training needs, organization goals, recourses can be shared across departments, Jinuachan@gmail.com T&D 38 Training Director Line - functi ons Function Consultant 1 Consultant 2 Consultant 3 Subject matter Basic concepts, IT Team building … Development Special projects C++, Automation Motivation, .. 360 degree, etc
  • 39. Corporate- University Models • ‘Internal universities’ provide range of skill imparting • Similar to traditional university model • Target: employees, suppliers, customers, learners community- community college • Corporate needs are taken up into curriculum, place-able passouts, • Eg whirlpool Inc – Indiana Uni, Michigan Univ Ref: p-13-19; Training org by O’Connor. Bronner; Replika Press Pvt Ltd-2003 Jinuachan@gmail.com T&D 39
  • 40. Traditional models • Traditional training approach is a rigid set of learning requirements that are built around a compliance driven methodology. • Eg: A training team living in a grain store from the sales, operations and other teams. • What occurs is that training may be outdated and based on old policies and practices. Jinuachan@gmail.com T&D 40
  • 41. Business-embedded model • This model is dynamic and ever evolving. • The basic strategy: training should never be static. It is directly tied to strategy and supports a learning environment- - where all employees are expected to continue their learning to whatever degree is required to maintain a competitive advantage. • This expectation is injected into the culture and employees initiate the process • SWOT analysis become regular practice • The voice of the customer is incorporated to the training • Purpose: to drives new products and enhances competitive advantage. Jinuachan@gmail.com T&D 41
  • 43. Transitional model • Transitional model focuses on the organization as a whole. • The outer loop describes the vision, mission, value etc • Inner loop represent the micro level of the training: objectives, plan, implement and execute Jinuachan@gmail.com T&D 43
  • 46. Trends in training • Aligning training with Business strategy • Incorporating the technological advancement • Talent Managing method, right talent+ diversity • Quality and continuous improvement • Legal issues: equal employment, harassment, equity, Jinuachan@gmail.com T&D 46
  • 47. Jinuachan@gmail.com T&D 47 Dear Students, Plz refer the class notes for the further elaboration of the topic. The examples given during the lecture should be added to each part while answering the questions