Intro to Training and Devp

8/3/2019 Intro to Training and Devp

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Lesson ObjectivesLesson Objectives

Introduction to Training and DevelopmentDifference between training and development

Role of TrainingForces influencing the trainingOrganization Characteristics that influence

training

Various aspects of the training design process

Lesson 1


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Training and HRDTraining and HRD

Lesson 1

Human Resource Department

Training and

DevelopmentTalent Acquisition


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TrainingTraining

Lesson 1

Training is the process of identifying, assuring

and developing through planned activities the

knowledge, skills and abilities that employees

need to help them perform their current and

future responsibilities in organization to the

greatest extent possible.


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TrainingTraining

Lesson 1

Training is the process of acquiring the skills

necessary to do the job- Robert N. Lussier

Training is a set of activities that provides the

opportunity to acquire and improve job related

skills - Schermerborn, Hunt and Osborn


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Development is a process of preparing

employees for future position and improvetheir personal skills to handle the critical

situations in an organization.

Lesson 1

DevelopmentDevelopment


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Training is the acquisition of concept

theories, knowledge , skills and attitudes

Development is the application of acquired

knowledge, theories, skills and attitudes tothe job for increasing organizational

effectiveness.

Lesson 1

Training and DevelopmentTraining and Development


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Comparison between Training andComparison between Training and

DevelopmentDevelopmentTraining Development

Nature Tangible in nature.

Training is more specific, job-

related information.

Intangible in nature.

Development is more general in

nature, especially at the top level

management level.

Importance Training is important because

technology is improving and

changing.

Development is important to adapt

to new technology and changing

patterns in organization.

Directed towards Training is normally directed at

operative employees and relates

to technical aspects.

It is directed at managerial

personnel to acquire conceptual

and human skills.

Methodology Greater emphasis on ON-JOB

methods

Greater emphasis on OFF the Job

methods.Frequency Training is less frequent; it is

carried out mostly at induction and

every succeeding stage of the job.

It is more frequent and continuous

in nature.

Relevance Training is of more relevance at

junior-levels.

Development is of higher

relevance at middle and senior

levels.Duration Training courses are designed It involves a broader long-term


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All SIZES ofOrganization

SmallLarge

All TYPES ofOrganization

ProfitNon

Profit

Training andDevelopment is

Needed In

All LEVELS ofOrganization

BottomTop

All AREAS oforganization

Manufacturing

MarketingLesson 1

Frame work of TrainingFrame work of Training


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Training and Development

Improvement in

CustomerSatisfaction

People, Process andPerformance

ShareholderSatisfaction

EmployeeSatisfaction

Training and Development for Shareholder Satisfaction

Lesson 1


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TRAINING ObjectivesTRAINING Objectives

Lesson 1

Aim of Training

Improve performance

Enhance employee growth

Facilitate overall professional

development

Improve the quality of the work force

Enhance productivity

Assist organization in succession

planning

Develop organization specific skills

and competencies


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Optimum utilization of Human

ResourcesDevelopment of Human Resources

Development of skills of employees

Productivity of OrganizationOrganizational Culture and Climate

Quality

Lesson 1

Importance of TrainingImportance of Training


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Increase efficiencyIncrease morale of employee

Employees enthusiasm, conformance withregulations, willingness to corporate with others

Improve human relationReduce supervision

Increase organizational viability and resilienceIntroduction of New Strategy and working methodAdvancement in technologyOrganizational Policy

Lesson 1

Role of TrainingRole of Training


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Globalization

Need for LeadershipAttracting and Retaining Talent

Customer Service and Quality Emphasis

Changing Demographics and Diversity ofWork Force

New Technology

Lesson 1

Forces Influencing TrainingForces Influencing Training


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Integration ofBusiness Units

Global Presence

Business Conditions

Organizational Charactertics thatOrganizational Charactertics that

Influence TrainingInfluence Training

Lesson 1


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S t e p1

C o n d u c t&D e v e l o p

T ra in in g N e e d

A n a lysis

S t e p2

D e s ig n a n dse lec t T ra in ing

M e t h o s

S t e p3

I m p l e m e n t

T ra in ingM e t h o d s

S t e p4

Eva lua teT ra in ing

Tra in inResu l ts

S t e p5

Lesson 1

Training Design ProcessTraining Design Process


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ADDIE ModelADDIE Model

Lesson 1


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Refers to process for designing and developing

training programs

There is not one universally accepted ISDmodel

ISD process should be:Systematic

Flexible enough to adapt to business needs

Lesson 1

Instructional System Design (ISD)Instructional System Design (ISD)


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Training is effective only if it helps employees

reach instructional or training goals

Measurable training objectives should be

identified before training objectives

Lesson 1

Assumption of ISD approachAssumption of ISD approach


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The type of training and resources devoted to

training are influenced by the strategy adoptedfor two HRM practices:

Staffing

Human Resource Planning

Lesson 1

The Importance of Training ComparedThe Importance of Training Compared

to Other HRM Practicesto Other HRM Practices


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Two aspects of a companys staffing strategy

influence training: The criteria used to make promotion and

assignment decisions (assignment flow)

The places where the company prefers toobtain human resources to fill open positions

(supply flow)

Staffing Strategy Influence on TrainingStaffing Strategy Influence on Training


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HR planning allows the company to anticipate the

movement of human resources in the company.HR plans can help identify where employees withcertain types of skills are needed in the company.

Training can be used to prepare employees for: increased responsibilities in their current job,

promotions, lateral moves, transfers, and

downward job opportunities that are predicted by the humanresource plan.

Lesson 1

HR Planning Influence on TrainingHR Planning Influence on Training


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Focus on TeachingFocus on Teaching

Skills andSkills and

KnowledgeKnowledge

Link Training toLink Training to

Business NeedsBusiness Needs

Use Training toUse Training to

Create and ShareCreate and Share

KnowledgeKnowledge

The Broadening of Trainings RoleThe Broadening of Trainings Role

Intro to Training and Devp

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