This document summarizes training and development in organizations. It discusses the systems approach to training, which includes four phases: needs assessment, program design, implementation, and evaluation. The needs assessment phase involves analyzing gaps in organizational, task, and individual employee performance. The design phase considers trainee readiness, learning principles, and instructor characteristics. A variety of training methods are discussed for implementing programs for managerial and non-managerial employees. Evaluation criteria include reactions, learning, behavior change, and results. Special topics like orientation, skills, and diversity training are also mentioned.

1. Training &
Development
HRM Chapter 6

2. The various HR Functions
• Recruitment
• Selection
• Training & Development
• Performance Appraisal
• Compensation Management

3. Training & Development
• What is Training?
• What is Development?
• How do companies go about T & D?

4. Systems Approach to Training
• Phase 1: Needs Assessment
• Phase 2: Program Design
• Phase 3: Implementation
• Phase 4: Evaluation

5. Phase 1: Need Assessment

6. Organizational
Analysis –
Objectives,
Resources,
Environment
Training Needs
TRIGGER
AOP < EOP =
Organization
Performance
Operational Analysis
– Expected
Performance (EP)
Identify
Performance
Gap (PG)
PG = EP - AP
Gap (OPG)
Person Analysis –
Actual Performance
(AP)
Input
Non – Training
Needs
ANALYSIS PHASE
Process
Output
Training Need Analysis Model

7. Organizational Analysis
An Organizational Analysis should provide information about:
• Vision & Strategies of the Organization
• Resources (Capital & Human) and their allocation
• Organizational Environment

8. Task (Operational) Analysis
An Operational Analysis should provide the following
information:
• Mission, Goals & Objectives
• Job Analysis (Descriptions & Specifications)
• Performance Standards & Reward Systems
• Methods & Practices
• Competency Assessment

9. Person Analysis
• Conducted to determine which of the employees lack KSA’s
to perform a particular job.
Sources of Data collection:
• Performance Appraisal
• Self Ratings & 360-degree performance review
• Proficiency Tests
• Cognitive Tests
• Behavioral Tests
• Attitude Measures

10. Phase 2: Designing the
Training Program

11. Trainee Readiness &
Motivation
• Trainee Readiness – Maturity & Experience
• Trainee Motivation – To be Conscientious, goal – oriented,
self – disciplined and persevering
Strategies to create a Learning Environment:
• Use Positive Reinforcement
• Eliminate Threats & Punishments
• Be flexible
• Participants setting personal goals
• Designing Interesting Instructions
• Break down physical & psychological barriers to learning

12. Principles of Learning
• Goal Setting
• Meaningfulness
Presentation
• Modeling
• Individual Differences
• Active Practice & Repetition
of
• Whole vs Part Learning
• Massed
vs
Distributed
Learning
• Feedback & Reinforcement

13. Characteristics of Instructors
• Knowledge of the Subject
• Adaptability
• Sincerity
• Sense of Humor
• Interest
• Clear Instructions
• Individual Assistance
• Enthusiasm

14. Phase 3: Implementing the
Training Program

15. Training for Non – Managerial
Employees
• On – The – Job Training
• Apprenticeship Training
• Cooperative Training, Internships and Governmental Training
• Classroom Instruction
• Programed Instruction
• Audiovisual Methods
• E – Learning
• Simulation Methods

16. Training Methods for Management
Development
• On – the – Job Experiences
• Seminars & Conferences
• Case Studies
• Management Games
• Role Playing
• Behavior Modeling

17. Phase 4: Evaluating the
Training program

18. Criteria for Evaluation
• Reactions
• Learning
• Behavior – Transfer of Training
• Results or Return on Investment (ROI)

19. Special Topics in T & D
• Orientation Training
• Basic Skills Training
• Team Training and Cross Training
• Diversity Training

20. Thank you for your co-operation
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