HRM APPROACHES TO TRAINING AND DEVELOPMENT

Mostly terms, training and development are used in affiliation, but actually there is
slight difference in both.

Training, particularly focuses giving employees specified job skills or help them
correct their inefficiency in their work. For example, if new equipment or technology
is been in introduced in any organization, staff may need training, how to use it.

Development can be defined as abilities, which can be used in future. In other words
development is not limited in providing skills to an employee for its current job, it
provides opportunity for an individual to grow.

TRAINING AS INVESTMENT IN HUMAN CAPITAL

In “Human Capital Approach” training is viewed as an investment in human
capital, which gives increased productivity as result.
When skills and competence of individual employee are superior as compared to their
competitors, it adds values to the organization and gives unique advantage over the
competitors.
In broader sense, training and development can be defined as the program designed to
help the organization in achieving its organizational goals. Various training methods
are in use these days by different organization to train work force either to be used
on-the-job or off-the-job.
Different methods are being used these days to give training employees in both types
of training.
We will look at different case studies to know how different organizations have used
training and development plans to add values to enterprise.

On-the-job Employee training and development methods

As the name suggest employees are placed in real work situation, they learn by
actually practicing on job and get experience to do their job efficiently. A senior or
supervisor guides them to learn how to do the job proper way. Below are the different
methods used in on job training.

Training methods
Several different methods are used to train employees on the job some of them as
named below.
 Apprenticeship training
 Job instruction training

Management Development method

Some of the development methods used on job training are as follow.
 Coaching
 Job Rotations
 Special assignments
 Internships
Off-the-job Employee training and development methods

As the name suggests employees learn by different methods used off job different
skills and knowledge is learned this way.

Training method
Several different methods are used to train employees away from job some of them as
named below.
 Class room instructions
 Lectures
 Seminars
 Audio visual methods

Management Development method

Some of the development methods used on job training are as follow.
 Simulation methods
 Case study approach
 Role play
 Management games
 In-Basket
 Behaviour modelling
 Outdoor-oriented programs

How training and development add value to organization?

To know the answer of this question we will take a look on some case studies of some
organizations, where we will see what types of training they use and what are the
results of different training and development methods.

Case Study-SIEMENS-Training & Development as strategy to

growth
(Source: adopted from , http://www.thetimes100.co.uk/case-study--training-
development-strategy-for-growth--89-335-5.php)

Introduction
Siemens has a reputation of world leading Technology Company. It is considered as
world no three company in technology and it has more than 20,000 human resources
all over UK. It works in three main sectors.

Industry– in this category they manufacture traffic monitoring systems and trains etc.
Energy – in this category they manufacture power transmission and distributions.
Health care – in this category they manufacture medical scanners.
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Training

Siemens offers three main training programs:

Apprenticeships

Apprenticeships are designed for school level students; they have opportunity of
earning while learning. Most of them, by working at different Siemens local sites can
start their work life from hometown. The company believes this training as smooth
path provider by development of employees in the further organizational in future.
Siemens Commercial Academy
In 2005 Siemens launched “Siemens Commercial Academy” , main idea was to
provide opportunity students who are keenly interested in Business and Finance
subject. It offers a degree program , with four year university standard studies.
Siemens Graduate Programs
Engineering, business and IT are three main areas of business where graduates are
recruited to get training
Development

Retaining good staff is much regarded because of its cost effectiveness, recruiting
new staff can be more costly, communication and working in teams are key skills,
The employees get retraining courses in Siemens to give it competitive edge, as it
makes employees more flexible, adaptable to change, creative and innovative. The
feeling that company values their employees motivate them to more be efficient and
productive

Evaluation

An appraisal system is designed to monitor the effectiveness of training and

development. Which called performance management system.

Conclusion
Above case study tells us that how Training and development brings growth to global
business of Siemens. Well-trained and motivated staff are main focus as they are
valuable assets of the company and bring long term benefits in terms of business
development.
Siemens is using both type of training , apprenticeship is best method to train human
resources as in this type of training, school students are encouraged to get practical
knowledge , which help them grown in their related field also company get benefited
in long run buy getting experienced worker before they join company.
Case Study-TESCO-Training & Development
Reference (Adopted from : http://www.thetimes100.co.uk/case-study--how-training-
development-supports-business-growth--132-359-2.php)

Introduction
With over 2,200 stores, Tesco is regarded as Britain’s largest retailer and stand as 3rd
largest world grocery retailer’s list. It has also entered into other business like
insurance and banking. With the growth of company its workforce has grown as well.
More than 280,000 employees are working for Tesco in all over United Kingdom, In
other parts of world no is gone over 460,000.To serve its expanding market, Tesco
has recognized that for continued growth of its business , better knowledge of its
employees , diversified skills and their job satisfaction is most important element. To
achieve its organizational goals Tesco has designed following training and
development programs.
Training
Tesco’s training approach is flexible, with an adaptation to need of an individual
worker, which offers on-the- job training and off-the-job training.

On-The-Job training
Its benefit to employee is that it relevant to work and they quickly become part of the
team, its cheaper as managers can oversea progress which benefits organization.Main
methods used in training as follow.
Shadowing
As the name suggest new employee learn from employees who already working in the
store.
Coaching
With different kinds of problems at work, employees are coached to learn how to
handle these problems.
Mentoring
In this method of training an experience person carries out for fellow workers.
Job rotation– employees are trained to work in different departments on temporary
basis to know the responsibilities for all departments.

Of-The-Job Training

A-level Options program

In this method of training, new employees are given detailed induction training, for
their development process in becoming managers later. In this processes they meet
with other employees and they get to know about organization and its objectives. To
reach to first level of management position this intensive training program, help
employees to get required development in their character.
Development
Tesco's has an Options program , this program is designed with long term strategy.
Workshops are designed to focus on operational skills of employees and their
behaviours toward management decision.
“ The employee's Personal development Plan has Activity Plans, a Learning Log
(record what the key learning points of the training were and how to they are going to
be used) and a 'Plan, Do, Review' checklist to monitor when plans are completed.
This allows trainees to carry out their own analysis of progress.”

Conclusion

Tesco's continuing growth is a result of effective training and development process.

Its training and development programs for its current and new workers is main key to
get success over its competitors .
Case study-HONDA
(Source: Adopted from ,Managing Human Resources,by, luis r. Gomez. David. B.
Ballkin. Robert. L.Cardy )

Introduction

Honda wanted to make a new factory for its popular Odyssey minivan and Engine. it
come up with idea of training people without any experience in car making,
Alabama state was selected to build factory as state partnered them in training and
recruitment of workforce. State invested $ 30 million to buy place and building of
training centre to train people.
Training
As strategy they offered free training as condition to apply for job, participants must
have high school degree with two year experience to qualify for training. Six week
training program was designe with 2 hours each week, first half was classroom
training including a video presentation to give them idea of speed needed to work,
after first week some people quit as they found they are not capable for job. The final
3 works were complete intense training for job and, 40 trainers, assessed participants,
for essential skills.
18 thousand people turned up for training, 2600 people successfully completed the
course and almost all fo them got full time employment. And according to HONDA
official their plan was success and within 2 year they factory started producing
vehicles.

Conclusion
Above case study tell us the importance of training in general and be fore job training
in particular, This type of training is beneficial for in a way that they can train people
for specific task and also it helps employee deciding before joining the company that
they can pursue the job or not. I also tell how Honda company add valuable
workforce to its organization by training people from scratch.

Case Study-MARKS & SPENCERS- Training & Development

(Source : adopted from , http://www.thetimes100.co.uk/case-study--the-role-training-
development-career-progression--100-271-3.php)

Introduction
Marks and Spencer, is regarded as one of the best high street retailers in all over
United Kingdom, it has 450 stores and more than 65,000 workers are working in these
stores. It has stores in other countries as well. To cope up with of intense competitive
retail market sector of UK, they had to change their strategy. They created a campaign
called ' Your M&S' , this compaign was designed to make a connection between
business and its customers. with the business. Involving three main features

Development, of products as per customers need.

Improvement, of stores.
Providing, excellent customer services.
Which resulted in a need to training of staff to cope up with the challenges
Training and development methods
All managers are given the opportunity to create a career-planning profile, employees
can focus on their targeted future goals with the help of this great opportunity
provided by Marks & Spencer. Different training opportunities are available for staff
to follow their ambitions.

On-the-job training
Team training
In this method a team of trainees is attached to section manager, who’s
responsibilities are to inspire and motivate all members in his team. Where an
individual get realize what qualities they need to work in that particular job.

Practical learning
In this method of training, an employee get chance to improve its business skills and
competency by getting himself involved in range of projects available for trainees. To
enjoy the work and get the feeling that they have all skills required and the are able to
do the job to their best available talents.
Coaching
Performance coaching is an important tool of training. In this method of training line
managers deals with this type of coaching. Their duties include to give feedback after
reviewing of an employees performance , in this processes they highlight the strengths
and weakness and advise about any needed development. Trainees get confidence to
do their job more efficiently which is positive attitude.

Off-the-job training
In this type Marks & Spencer is using a no of different methods to help employees get
off-the-job knowledge. As an example the staff is provided learning materials on an
intranet available to all employees, which gives them opportunity to improve business
and technical skill.
Workbooks are used for training and learning process by staff, for open learning,
activities like workshops help employees , in practicing their skills and get feed back
from their colleagues.

Conclusion
Training helps Marks & Spencer in improving their skill which makes them more
efficient and also its motivates them to get better within the process. This motivated
and well-trained staff Marks and Spencer has and edge over it competitors .
Cost attached to training is actually investment for the future. Employees manage
their own training and development, Which enables Marks and Spencer to make a
precise match between the job requirements of a post and the skills of its staff. The
success of Marks and job requirement and skills need to the job efficiently. The above
case study tells us about how successfully training and development has improved
organization.
CONCLUSION

All of the above case studies shows us how companies like Siemens, Tesco, Marks &
Spencer and Honda has realised the importance of training and development of their
employees. All of these companies are investing amount in differ On-the-job or Off-
the-job training methods.
When we look at the results we can easily conclude that if training and development
used efficiently then organizational benefits in long run are unlimited. It also shows
us that cost attached to training and development actually an investment which
enables organizational growth in long run.
Well-trained employees are valuable asset and so to get infinite growth in business
investment on training and development vital.

REFERENCES

Source:, http://www.thetimes100.co.uk/case-study--training-development-strategy-
for-growth--89-335-5.php)
Source : , http://www.thetimes100.co.uk/case-study--the-role-training-development-
career-progression--100-271-3.php
Source: ,Managing Human Resources,by, luis r. Gomez. David. B. Ballkin. Robert.
L.Cardy
Source : : http://www.thetimes100.co.uk/case-study--how-training-development-
supports-business-growth--132-359-2.php
Source : Strategic Human Resource Management, by Tanuja Agarwala.