1. The document discusses various topics related to training and professional development including balancing individual needs with career needs, orientation training, diversity training, team training, and moving from training to performance. 2. It provides information on scheduling learning into work and down time, different types of orientation, diversity, and team training, and the benefits of team training. 3. The document also covers challenges of training programs, uses of technology to increase productivity, training of special groups, and priorities for moving from training to performance.

1. HRTD
UNIT - 4
TRAINING & PROFESSIONAL
DEVELOPMENT

2. BALANCING INDIVIDUAL
• How to Balance Professional Development With Your Career?
• Learning and development can easily take a backseat to pressing work responsibilities.
• 1. Make a commitment to give professional development the time it deserves
• 2. Ask your employer for time to train
• 3. Schedule learning into your work-time
• 4. Schedule learning into your down-time
• 5. Learn with your colleagues
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3. BALANCING INDIVIDUAL (MANAGEMENT
MATRIX)
• The Management Matrix below serves as a helpful tool to define personal priorities and
barriers you face in allocating time and energy.
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4. GROUP AND ORGANIZATIONAL NEEDS
• The Four Needs of the Organization
• (BODY) Survival — financial health.
• (MIND) Growth and development — economic growth, customer growth, innovation of new
products and services, increasing professional and institutional competency.
• (HEART)Relationships — strong synergy, strong external networks, and partnering,
teamwork, trust, caring, valuing differences.
• (SPIRIT) Meaning, integrity and contribution — serving and lifting all stakeholders:
customers, suppliers, employees and their families, communities, society — making a
difference in the world.
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5. ORIENTATION TRAINING
Meaning:
• Orientation is the process of introducing new employees to their responsibilities, co-
workers and workplace.
Importance of Orientation:
• Lower costs: Helping employees becoming acclimated to their roles more quickly means
they can become productive in completing their responsibilities more quickly, which
lowers costs.
• Increase employee confidence: New hires will gain confidence rapidly because they
understand the company's expectations, systems and people early on.
• Improve performance: An orientation can help employees develop relationships and
build key skills rapidly, which can improve their overall performance.
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6. TYPES OF ORIENTATION TRAINING
• Self-paced online learning programs for information like safety procedures, software skills
or other technical skills
• One-on-one meetings to discuss work and provide constructive feedback
• Mentoring to give new hires a key resource within the company who they can go to
continuously for questions and feedback
• Hands-on training to learn how to use machines and equipment
• In-person group training to train employees on soft skills like customer service, team-
building, client management and coaching
• Formal courses available through outside vendors on business and other topics
• “Shadowing” or following a skilled employee to observe and learn skills and procedures.
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7. NEEDS OF ORIENTATION TRAINING
• Introduction of new equipment or processes
• A change in the employee's job responsibilities
• A drop in an employee's productivity or in the quality of output
• An increase in safety violations or accidents
• An increased number of questions
• Complaints by customers or coworkers
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8. DIVERSITY TRAINING
Meaning:
• Diversity training in a workplace provides awareness and knowledge of the unique
identities of the employees- race, color, ethnicity, sexual orientation, gender, socio-
economic status, mental ability, etc. And how they come together to form a workplace
culture
Benefits of Diversity Training
• Develop a sense of understanding amongst coworkers
• Emphasize and celebrate the cultural, ethnic, and gender differences
• Eradicate unconscious biases
• Encourage workers to stand against discrimination.
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9. TYPES OF DIVERSITY TRAINING
1. Awareness Training
• Collective problem-solving and decision-making
• Promoting respect and value amongst co-workers
• Uplift underrepresented people in the mainstream world
• Creating awareness about employees’ differences
• Emphasize the need for change and eradicate prejudices
2. Skill-based Diversity Training
• Creating new ways to communicate with a diverse workforce
• Reinforce existing skills
• Encourage skill-building methods
• Technical skill training for administrative purposes
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10. TYPES OF DIVERSITY TRAINING(CONT.)
3. Diversity Audits
• Assessing the happenings around the office and peer relations.
• Managing employee attitudes toward coworkers and ensuring that company policies are fully
observed.
• It helps to identify discrimination of any sort
• Encouraging employee transparency
4. Intermediate Diversity Training
• Identifies unconscious/implicit bias and knowing how to mitigate them
• It accommodates people with different beliefs, values, or abilities and builds a sense of
belonging
• Eradicates microaggressions and makes a workplace free of stereotypes and discrimination
• Encourages cross-cultural communication and team bonding
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11. TYPES OF DIVERSITY TRAINING(CONT.)
5. Basic Diversity Training
• Anti-racism (policy changes)training
• Anti-sexism training
• Educating about sexual orientation and gender identities
• Cultural sensitivity training
• Human resource compliance training
6. Mobile Learning
• You can organize this at any time of the day, depending on everybody’s schedule.
• Everyone can access it at the same time.
• You can also record it for employees to access and refer to it whenever they want
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12. TEAM TRAINING
Meaning:
• Team training can be defined as training in which teams are used to increase individual procedural
knowledge and proficiency in doing a job (task/work), individual procedural knowledge and
proficiency in functioning as part of a team (teamwork), and overall team performance.
• Team Training Frameworks:
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13. TYPES OF TEAM TRAINING
• Onboarding
• Technical skills
• Product or service training
• Soft skills
• Anti-bias and diversity training
• Compliance training
• Managerial and leadership skills
• Leadership Training
• Quality Assurance (Q/A) Training
• Sales Training
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14. BENEFITS OF TEAM TRAINING
• 1. Team training helps build employee relationships.
• 2. Team training increases employee engagement.
• 3. Training a team improves collaboration.
• 4. It benefits productivity.
• 5. Training a team can improve company culture.
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15. ISSUES/CHALLENGES OF TRAINING
PROGRAMMES
• Reskilling & upskilling for a digital workplace
• Complex enterprise software
• Adapting to remote learning
• Ineffective and outdated training methods
• Lack of employee feedback on training
• Measuring ROI of training programs
• Scaling personalized training & development
• Developing leaders from within
• Busy employees finding time for training
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16. USES OF TECHNOLOGY FOR INCREASED
PRODUCTIVITY
• 1. Automates and Systematizes Workflows and Processes
• 2. Keeps Lines of Communication Open
• 3. Enables more strategic planning and time management
• 4. Simplifies setting and meeting goals
• 5. Allows for better concentration
• 6. Facilitates continuous education
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17. TRAINING OF SPECIAL GROUPS
6 phases of Special group Training:
• 1. Managerial Grid: This aspect of Grid training programme lay emphasis on identifying the managerial
styles, teamwork and communication skills prevailing within the organization.
• 2. Teamwork Development: Here, the focus is on developing the teamwork by analyzing the tradition
and culture existing within the organization. Also, the planning skills, objective-setting skills, and
problem-solving skills are developed in this phase.
• 3. Intergroup Development: This aspect deals with maintaining the cordial intergroup relationships. The
focus is on increasing the cooperation among the group members and ruling out the conflicts, if any.
• 4. Developing Ideal Strategic Corporate Model: Here the focus shifts towards the organization as a
whole, where the skills necessary for the organizational excellence are inculcated into the members
through training.
• 5. Implementing the Ideal Strategic Model: This aspect of the programme focuses on building the
organization on the grounds of an ideal organization as perceived in the previous phase
• 6. Systematic Critique: Here, organization development programme is critically evaluated on the
grounds of efforts made and the shortcomings encountered while running the programme.
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18. MOVING FROM TRAINING TO PERFORMANCE
• Transitional training is all about equipping employees with the necessary skills and knowledge to move
through a transition. This can include a workplace or career transition.
• Examples include a promotion, change of team or even moving cross-functionally within the
organization.
Performance & Outcomes:
• Projective - Form attitudes and aptitudes relevant to the task
• Cognitive - Frame knowledge related to the task
• Application - Apply skills to the task
• Synthesis - Anticipate and resolve problems that may affect performance
• Group reinforcement - Reinforce team approaches
• Self-direction - Maintain self-direction and initiative
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19. MOVING FROM TRAINING TO PERFORMANCE
(CONT.)
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20. MOVING FROM TRAINING TO PERFORMANCE
GIVING PRIORITY TO……
• The life experience of the learner;
• Skills in problem-solving and resource management;
• Concrete experiences that lead to reflection and conceptual thought;
• The learner taking more control of his or her learning;
• Activities that develop the capacity to discover questions to be asked rather than finding
"fixed" answers
• And a non-formal environment.
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