HUMAN RESOURCE MANAGEMENT

TRAINING AND DEVELOPMENT

Nature of T & D Training and development refer to the imparting of specific skills, abilities and knowledge to an employee. It is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. Training and development need = Standard Performance Actual Performance Training refers to the process of imparting specific skills. Development refers to the learning opportunities designed to help employees grow. Education is theoretical learning in classrooms. Training is offered to operatives. Developmental programs are meant for employees in higher positions. Education is common to all employees. Inputs in T & D Skills: Training is imparting skills to employees. General skills to be possessed are: basic skill, interpersonal skills. Education: The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. Education is important for managers and executives than for lower cadre workers.

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Development: It stresses more on knowledge about business environment, management principles and techniques, human relations, etc which are useful for better management of the company. Ethics: Ethical orientation is significant for the following reasons: Ethics correspond to basic human needs. Values create credibility with the public. Values help in better decision making. Ethics are important because government and law cannot always protect the society but ethics can.

Attitudinal Changes: Attitudes represent feelings and beliefs of individuals towards others. They affect motivation, job commitment, satisfaction. Negative attitudes must be changed to positive Decision making & problem solving skills: It seeks to improve trainees abilities to define and structure problems, collect and analyze information, generate alternative solutions and make an optimal decision. It is provided to potential managers and professionals.

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THE TRAINING PROCESS

Needs Assessment (a) Organizational support (b) Organizational analysis (c) Task and KSA analysis (d) Person analysis

THE TRAINING PROCESS

Training validity Transfer validity Intraorganizational validity

Instructional Objectives

Development of criteria

Selection and design of instructional programs

Training Use of evaluation models

Interorganizational validity

1. Needs Assessment The first phase in the training process is Needs Assessment. It diagnoses present problems and future challenges to be met through training and development Needs assessment occurs at two levels: At Group Level: Any change in the organizations strategy necessitates training of groups of employees. At Individual Level : An individual needs training , when there is performance deficiency. Inadequacy in performance may be due to lack of skill, poor job design or uninspiring supervision.

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2. Deriving Instructional Objectives The next phase in the training process is to identify instructional objectives . It provides the input for designing the training program as well as for the measures of success that would help assess effectiveness of the training programme. Eg. After training the employee will be able to smile at all the customers even when exhausted or ill 2. DESIGNING T & D PROGRAMME

WHO ARE THE TRAINEES?

Trainees should be selected on the basis of(1) self nomination (2) recommendations of supervisors (3) by HR department

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Methods & Techniques Of Training A multitude of methods of training are used to train employees. Training methods are categorized into 2 groups: On-the-job methods - refer to methods that are applied in the workplace while the employee is actually working. Off-the-job methods - are used away from workplaces. Techniques Of Training Training techniques represent the medium of imparting skills & knowledge to employees. They are the means employed in the training methods. 1) Lectures 2) Audio-Visuals 3) On-the-job training 4) Programmed Instruction 5) Computer-aided Instruction 6) Simulation 7) Sensitivity Training What Should Be the level of learning? Basic Level : Acquire Fundamental knowledge. Developing a basic understanding of the field and concepts and relationships involved in it. Middle Level: Skill Development. Ability to perform in a particular skill area. Highest Level: Increased operational proficiency. This involves obtaining additional experience and improving skills that have already been developed. becoming acquainted with the language,

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Learning Principle Training and Development programmes are more likely to be effective when they incorporate the following learning principles. Employee Motivation Recognition of individual differences Practice opportunities Knowledge of results (feedback) Goals Schedules of learning Meaning of material Transfer of learning Where to conduct training? At the job itself On site but not on job for eg.- in a training room in the company

Off the site such as in university or college classroom, hotel, a resort, or a conference centre

3. Implementation of the training programme Programme implementation involves action on the following lines: Deciding the location and organizing training and other facilities Scheduling the training programme Conducting the programme Monitoring the progress of trainees

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4. Evaluation of programme The last stage in training and development process is the evaluation of results. Evaluation helps to determine the results of the training and development programme. The main objective of evaluating the training programme is correcting performance deficiencies to ensure that any changes in trainee capabilities are due to the training programme and not due to any conditions.

Techniques of evaluation By using experimental and control groups Longitudinal or time series analysis Questionnaire Asses the cost & benefit associated with the programme

T & D as source of Competitive Advantage Training and development offer competitive advantage to a firm by: Removing performance deficiencies. Dissatisfaction, absenteeism, turnover reduced by training, thereby making employees stay for long. Training makes employees versatile in operations. Minimizing accidents, scrap and damage. Meeting future employment needs. HR capabilities enhanced and competitive advantage strengthened.

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Benefits of Employee Training How Training Benefits the Organization Leads to improved productivity, quality, profitability, attitude, sense of responsibility Improves the Job Knowledge and morale of the work force Improves Labor-management relations Aids in organizational development Aids in handling conflict, thereby helping to prevent stress and tension Appropriate climate for growth, communication Helps employees adjust change

Benefits of Employee Training Benefits to an individual: Helps the individual in making better decisions and effective problem solving. Help in encouraging and achieving self development and self confidence. Helps eliminate fear in attempting new tasks. Moves person towards personal goals, satisfies personal needs

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