This document discusses training and development of human resources. It defines key terms like training, education, and development. It differentiates between training and education, and outlines the importance, need, and methods of training and development. The document discusses the steps in the training process and various on-the-job and off-the-job training methods. It also covers staff development processes, models, types of learning, and a manager's responsibilities toward staff development.

1. Training and Development of
Human Resource
By / MahmoudShaqria
‫شقريه‬ ‫محمد‬ ‫محمود‬

2. Educational Objectives

3. • At the end of this lecture the learner will be able to:
 Define training and development
 Differentiate between training, development
and education
 Identify training and development methods
 List the steps of training process
 Remember training and development important
and needs

4. Out Lines
- Introduction about training &development
- Definition of Training, Education, Development
- Distinction between Training and Education
- Objectives of (MDP) Management Development
Programs
- Difference between Training and Development
- Issues in employee training or training outputs

5. CONT
-Importance of Training & Development
-Need of Training & Identification of Training Needs
-Benefits of Training Needs Identification
-The steps in training process
-Methods of Training or types of training
-Advantages & Disadvantages of training methods
-Methods to collect data on the outcomes of training
-Barriers to Effective Training
-How To Make Training Effective?

6. Out Lines
-Definations.of staff Development
-Goals for staff Development
-Staff Development process
-Staff development model
-1-Needs assessment
-2-Planning
-3-Implementation
-Types of learning
-Staff development sources
-4-Evaluation

7. INTRODUCTION
Human resource management regards training
and development as a function concerned with
organizational activity aimed at bettering the job
performance of individuals and groups
in organizational settings. Training and
development can be described as "an
educational process which involves the
sharpening of skills, concepts, changing of
attitude and gaining more knowledge to
enhance the performance of employees."

8. • Training:
refers to the process or act of
imparting specific skills, knowledge,
information, abilities, and attitudes
to An employee undergoing training
.needed by a particular job and
organization

9. • Education:
It is a theoretical learning in classrooms.
The purpose of education is to teach
theoretical concepts and develop a
sense of reasoning and judgment.

10. • Development:
Development means those learning
opportunities designed to help employees to
grow. Development is not primarily skills
oriented. it provides the general knowledge
and attitudes, which will be helpful to
employers in higher positions. Development
provides knowledge about business
environment, management principles and
techniques and human relations.

11. MEANING OF TRAINING & DEVELOPMENT:
• The need for Training and Development is
determined by the employee’s
performance deficiency.
• Training & Development Need = Standard
Performance & Actual Performance
• We can make a distinction among Training,
Development and Education.

12. Distinction between Training and Education
Training Education
-Application oriented
Job
-experience
-Specific Task in mind
-Narrow Perspective
-Training is Job Specific
-Theoretical Orientation
-Classroom learning
-Covers general concepts
-Has Broad Perspective
-Education is no bar

13. Objectives of (MDP) Management
Development Programs OR Advantages of
Development

14. Making them
1. Self-starters
2. Committed
3. Motivated
4. Result oriented
5. Sensitive to environment
6. Understand use of power
7. Creating self-awareness
8. Develop leadership styles
9. Instill zest for excellence
10.Teach them about effective communication

15. Difference between Training and
Development

16. Training Development
Training is skills focused Development is creating learning abilities
Training depend on a formal education Development is not education dependent
Training needs depend upon lack or
deficiency in skills
Development depends on personal drive
and ambition
Trainings are generally need based Development is voluntary
Training is a narrower concept focused
on job related skills
Development is a broader concept focused
on personality development
Training may not include development Development includes training wherever
necessary
Training is aimed at improving job
related efficiency and performance
Development aims at overall personal
effectiveness including job efficiencies

17.  What are the Training Inputs?
(ISSUES IN EMPLOYEE TRAINING)

18. 1-Education Skills
2-Development
3-Ethics
4-Problem Solving Skills
5-Decision Making
6-Attitudinal Changes
7-Communications
8-Computer skills
9-Customer service
10 Diversity
11-Human relations
12- Quality initiative
13- Safety

19. Importance of Training & Development
1. Reduces dissatisfaction
2. Reduces absenteeism
3. Reduces complaints
4. Satisfy personal growth needs
5. Improve performance
6. Avoid Managerial Obsolescence
7. Solve organizational problems
8. Increase productivity and quality
9. To reduce labor turnover
10. To reduce the number of accidents

20. Need of Training
• Individual level
 1-Diagnosis of present problems and future
challenges
 2-Improve individual performance
 3-Improve skills or knowledge or any other
problem
 4-To prepare for possible job transfers

21. • Group level
 1-To face any change in organization strategy at
group levels
 2-When new products and services are launched or
started
 3-To avoid scraps advices or equipment and
accident rates

22. Identification of Training Needs

23. Individual Training Needs Identification
1-Performance assessment
2-Interviews
3-Questionnaires
4-Attitude Surveys
5-Training Progress Feedback

24. Group Level Training Needs Identification
1-Organizational Goals and Objectives
2-Improve efficiency Indicators
3-Work Planning Systems
4-Quality improvement
5-Customer Satisfaction Survey
6-Analysis of Current and future Changes

25. Identification Benefits of Training Needs
1. Trainers can be informed about the
broader needs in advance
2. Trainers Perception Gaps can be reduced
between employees and their supervisors
3. Diagnosis of causes of performance
deficiencies

26. THE STEPS IN TRAINING PROCESS:
1.Organizational objectives
2.Assessment of Training needs
3.Establishment of Training goals
4.Prepare and design training program
5.Implementation of training program
6.Evaluation of results

27. Methods of Training or types of training
program
• On the Job Training: These methods
are generally applied on the
workplace while employees are
actually working.

28. Advantages of On-the-Job Training:
1-It is directly in the context of job
2-It is often informal
3-It is most effective because it is learning by
experience
4-It is least expensive
5-Trainees are highly motivated
6-It is free from classroom situations

29. Disadvantages of On-the-Job Training:
1-Trainer may not be experienced enough to
train
2-It is not systematically organized
3-Poorly conducted programs may create
safety hazards

30. On the Job Training Methods

31. 1. Job Rotation: In this method, usually employees are
put on different jobs turn by turn where they learn
all sorts of jobs of various departments.
Advantage
– Employee gets to know how his own and other
departments also function.
– Interdepartmental coordination can be improved
team spirit.
• Disadvantage
- It may become too much for an employee to learn.
- It is not focused on employees own job
responsibilities.

32. 2. Job Coaching: An experienced employee can give
a verbal presentation to explain the job.
3. Job Instruction: It may consist an instruction or
directions to perform a particular task or a
function.
4. Apprenticeships: Generally fresh graduates are
put under the experienced employee to learn the
functions of job.
5. Internships and Assistantships: An intern or
assistants are recruited to perform a specific
time-bound jobs or projects during their

33. Off the Job Trainings:
These are used away from work
places while employees are not
working like classroom trainings,

34. Advantages of Off-the-Job Training:
1-Trainers are usually experienced enough
to train
2-It is systematically organized
3-Efficiently created programs may add lot
of value

35. Disadvantages of Off-the-Job Training:
1-It is not directly in the context of job
2-It is often formal
3-It is not based on experience
4-It is least expensive
5-Trainees may not be highly motivated

36. Off the Job Training Methods

37. 1- Classroom Lectures: It is a verbal lecture
presentation by an instructor to a large
audience.
•Advantage
-It can be used for large groups.
-Cost per trainee is low.
• Disadvantages
-Low popularity.
-It is not learning by practice.
-It is One-way communication.
-No feedback mechanism.
-No flexibility for different audience.

38. 2. Audio-Visual: It can be done using Films,
Televisions, Video, and Presentations etc.
• Disadvantages
- One-way communication
- No feedback mechanism.
- No flexibility for different audience.

39. 3. Simulation: creating a real life situation for
decision-making and understanding the
actual job conditions give it.
4. Case Studies: It is a written description of
an actual situation and trainer is supposed
to analyze and give his conclusions in
writing.
5. Role Plays: Here trainees assume the part
of the specific personalities in a case study
and enact it in front of the audience.

40. 6. Sensitivity Trainings: This is more from the
point of view of behavioral assessment, to
assess how an individual will behave himself
and towards others.
 Advantages
– increased ability to empathize, listening skills,
openness, tolerance, and conflict resolution
skills.
• Disadvantage
– Participants may resort to their old habits
after the training.

41. 7. Programmed Instructions: Provided in the form of
blocks either in book or a teaching machine using
questions and Feedbacks without the intervention
of trainer.
• Advantages
- Self-paced
- trainees can progress at their own speed
- Strong motivation for repeat learning.
- Material is structured and self-contained.
• Disadvantages
- Scope for learning is less
- Cost of books, manuals or machinery is expensive.

42. 8. Computer Aided Instructions: It is training by
using computers& internet (E-Learning)
• Advantages
 Provides accountabilities
 Modifiable to technological innovations
 Flexible to time.
• Disadvantages
 High cost
9. Laboratory Training: skills lap .computer lap,
English lap. all of this help for learning how to
collect and analyze data.

43. Various methods can be used to collect data
on the outcomes of training
1)Questionnaires
2)Tests
3)Interviews
4)Cost benefit analysis
5)Feedback

44. Barriers to Effective Training:
1. Lack of Management commitment
2. Inadequate Training budget
3. Education degrees lack skills
4. Non-coordination from workers
5. Unions influence

45. How To Make Training Effective?
1. Management Commitment
2. Training & Business Strategies Integration
3. Comprehensive and Systematic Approach
4. Continuous and Ongoing approach
5. Promoting Learning as Fundamental
Value
6. Creations of effective training evaluation
system

46. Staff development
• DefinitionOf Staff development
• is a process consisting of orientation,
in-service education and continuing
education for the people of promoting
the development of personnel within any
employment setting, consistent with the
goals and responsibilities of the
employment.

47. Goals Of staff Development
program:
• In relation to nurse:-
1.To assist them to improve occupational
knowledge, skills, and attitude.
2.To acquire personal and professional abilities
that maximizes the possibility of career
advancement and promotion.
3.Higher productivity, fewer mistakes.
4.Better moral, great pride in work & better
nursing care.

48. Goals Of staff Development
program:
• In relation to organization:-
1.To ensure safe and effective patient care.
2.Decrease cost & increase productivity.

49. Types of staff development
1-Induction
• It is the first two or three days of
orientation. The employees handbook is
important instrument of induction that done
by personnel department employees for all
new Employees. It includes a history of
organization, vision, purpose, working
hours, holiday time and evaluation.

50. Types of staff development
• 2-Orientation
• Includes introducing new staff members to the job
responsibilities, workplace, clients and coworkers,
organization structures and work schedule.
• 3-In-service education
• Provides learning experiences in the work setting for
the purpose of refining and developing new skills and
knowledge related to job performance.

51. Types of staff development
• 4-Continuing education
• Include exposure to new concepts, refined
procedures, innovative product
applications and training for a higher level
of technical expertise.

52. Staff development process
• Staff development process
• Which is similar to the nursing process includes
assessment, planning, implementation and evaluation.
• 1-Assessment
• Is the process of investigated the learner's readiness to
learn and her or his specific learning needs, such as
skills, ability or knowledge.
• 2-Planning
•Entails obtaining learning resources to .present to the
learner and matching learning needs with educational
methods

53. Staff development process
• 3-Implementation
– Is the gathering of educators and all learners
and all of the materials and methods needed
for educational programs.
• 4-Evaluation
•Is an investigative process to determine
whether: the education was cost effective,
the objective was achieved and learning
was transferred from the learning site to
actual use on the job

54. Staff development model
• Staff development model
1.Needs assessment
• The following process is useful in needs
assessment:
1. Identify the desired knowledge or skills the staff should
have.
2. Identify the present level of knowledge or skill.
3. Determine where deficits of desired knowledge and skills
exist.
4. Identify available resources to meet needs.
5. Evaluate.

55. • Needs assessment methods
1.Questionnaire
2.Observation
3.Interviewing
4.Meetings
5.Performance appraisals

56. Staff development model
2-Planning
• After needs have been determined, the next
step is to plan staff development programs.
• Include identifying the goals of teaching and
make plan to meet those goals.
• According type of learning developing specific
objectives and selecting teaching methods
such as: Closed-circuit television, Computer&
Self-study.

57. 3-Implementation
• The teacher is responsible for
establishing an atmosphere of trust. The
feelings of trust encouraged by
maintaining structure, setting limits and
giving appropriate and supportive
feedback
• Structure

58. • Provide form of road map for learning
1. Which clear statement of goals and objectives.
2. Clear identification of the responsibilities of both the
teacher and the Learner.
• Feedback:
- Is extremely important during the implementation phase.
It assists the learner by reinforcing appropriate behavior
- Providing a comfortable physical environment
- Before beginning a structured group presentation, you
should think about the comfort of the seating
arrangement, the temperature in the room, and other
environmental factors such as noise and possible
interruptions

59. - Timing is also important in implementation
- During the implementation phase, you
should make sure the teaching materials
being used are appropriate for the given
teaching setting. Be sure that there are
adequate handouts for all participants

60. 4-Evaluating learning
• There are many ways to evaluate learning.
• Psychomotor learning
• should be evaluated in terms of the learner's ability to perform
some new skill consistently ex: LPN should be able to implement
suction for patient correctly every time and without supervision
 Cognitive learning
 can be evaluated using a variety of techniques
• Ex: post-test at the end of session
- Evaluation provides guidelines for continued important.
- Evaluation should be looked upon as a kind of reassessment in
which strengths and areas for improvements are identified.

61. Types of learning;
1. Cognitive learning
• Involves learning facts and information. Ex: list S&S of
hemorrhage shock. This information might be gained by
reading through lecture, video and poster
1. Psychomotor learning
• Involves learning how to do physical task. Ex: giving
injection Psychomotor learning does not occur without
physical practice.
1. Affective learning
•Involves attitude, values and feelings. This type of
learning occurs gradually. Ex: accept certain ethnic or
culture group or rights of patients

62. Staff development sources (Staff Development Methods)
• Staff development sources (Staff Development
Methods)
• Staff development can be divided into:
1. Internal (on the unit)
• Include on- the -job instruction, workshops for staff, in-
service programs.
1. External (off the unit)
• Are formal workshops presented by an education
department within the hospital and educational activities
outside the hospital including college courses,
conferences and continuing education workshops.

63. Nurse Manager's responsibilities toward staff
development
1. Review the goals for staff development program
2. Provide a budget for staff development activities
3. Participate in needs identification and analyze how
education effects change in nursing services
4. Differentiate staff development needs from
administrative needs
5. Provide positive reinforcement through recognition, such
as oral praise on the unit or acknowledgement of
accomplishments in newsletter