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CHAPTER-01
Effective Human Resource Training and
Development Strategy
Training an Overview
• Training if effectively managed achieves aims and
objectives of an organization.
• Training is always job orientated for the development of
the general culture of the company.
• Training is a process to improve aptitude skills and
abilities of the employees to perform specific jobs.
• Due to rapid growth in technology fields there is a great
need for training for updating skills of employees.
• To respond effectively to competition from rival business
organization in house training is given to keep abreast
with latest development in their field.
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TRAINING-SIGNIFICANT MEANINGS
ATTRIBUTED TO EACH LETTER OF THE WORD.
Definitions of training
• Training is defined to be a organized activity involving
systematic procedures for transferring technical know how to
the employees for increasing the knowledge and skills of the
people for a definite purpose.
• Definition by Edwin B Flippo. The purpose of training is to
achieve a change in the behavior of those trained to enable
them to do their jobs better. It is equally necessary for the new
as well as the old employees. Training is a continuous process
to bring a positive change in
1) Knowledge
2) Skills
3) Attitude Of the workers Contd…
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SCOPE OF TRAINING
OBJECTIVES
• Defining training objectives is a pre requisite of any
training program.
• They may vary according to the requirements of a
particular situation
• Objectives of any training program should indicate that
at the end of training whatever knowledge , skills and
attitudes that have been identified as necessary for
effective work performance should be achieved
• In complex subject like management it is not easy to
define training objectives in terms of performance
measurable terms of specific objectives. Contd…
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APPROACHES
Cognitive Learning: Focusing on acquisition of information
and knowledge, including concepts ,theories and principles
etc.
Behavioral Learning: Developing competencies required for
the actual performance of the job.
Affective Learning: Also aimed at enhancing job
performance by fostering appropriate attitudes and values.
By helping individuals in better management of feelings,
emotions and reactions to situations and people. These
three area are interrelated resulting in all round
development of an individual.
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Training VS Development
• Training is often referred to as teaching specific skills and behavior.
• Development in contrast is more general and more oriented to
individual needs as well as organizational needs often aimed
towards management people.
• Development is to provide knowledge and understanding to people
to carry out functions such as problem solving , decision making
related to people.
• Training is meant for operatives and development is meant for
managers.
• Training improves specific skill whereas development aims in
improving total personality of an individual.
• Training is a one shot deal whereas development is a continuous
process. Contd…
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Triggers of Training
Training programs is a stimulating process and should take off with
enthusiastic participation.
Some example of triggering are:
1) CEOs initiative with a ceremony for introduction of new technology.
2) HRD document with mission policy and action plan
3) An incentive for fast learners
4) A letter from the CEO on the subject to employees
5) Publicity for skilled persons
6) Shram Shakti awards
7) Unveiling career plan for the newly trained people or new skill
base.
8) Threat of lateral recruitment instead of internal promotions for
higher posts
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Benefits of training
Training offers innumerable benefits both to employees and
employers.
Tips for Trainees on how to benefit from business seminars.
• Plan your schedule ahead of time
• Make sure what your company would like you to learn from
the seminar.
• Learn about the proper attire for the seminar
• Network at the seminar. Bring business cards
• Meet people before each session and break the ice by making
useful conversation. Introduce yourself to the presenter.
• Bring back information to the company by either making a oral
presentation or written report
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1) Increased productivity
2) Improved morale
3) Reduced supervision
4) Reduced accidents
HRD in Banking
• Banks are key sectors of national economy and are important public
sector enterprise.
• Being in service sector Banks realize the importance of HRD and they
do have brain storming sessions , idea banks at zonal centers
• Human values are given greater importance.
• They have schemes for career planning management development
process by rotation of staff, open and planned appraisal systems.
• In their HRD programs due importance is given to interpersonal skill
development and analysis of consumer behavior.
• On the job class room , optimization of available staff, continued
education and vocational training are some good features of HRD
plans.
Problems in Training
• Despite setting up institutes various problems in respects
of training have surfaced from time to time .
• Questions of appropriate organizations model , training
mix , faculty composition, and methodology of evaluation
are some areas of trouble.
• Adequacy of training budgets, interface of training
objectives with the other functionaries in the
organization are some thorny issues.
• To address such problems a concerted research is
initiated on the functioning of in house training
departments in PEs to assess their performance.
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• Resources
• The distribution of training costs, such as wages and salaries of the training
staff and tuition reimbursements, was similar to that in other regions.
Japanese expenditures on outside providers were also in line with other
regions, at just under one third of the total.
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Mission Maintaining
Values and beliefs in
Vision, Values & care
people development
long term goals competencies
Training &
Business Strategies Development Operational
Business Goals Strategy Issues
Organization and Individual needs
Man power plans Terms needs
Belief Policies
Change initiative External changes
Benchmarking
Benchmarking with the other organizations will be a valuable exercise and can
be done on number of fronts:
Own premises
Premises cost -rent or ownership cost, utilities, services
Catering costs.
External Facilities
Delegates day rate including all –in room hire and meals.
Special equipment hire
Travel for company delegates
Travel and accommodation for training staff.
As every organizations situation will be different ,one cannot predict
any general outcome of such calculations
For large amount of standard training, economics will likely swing in
favor of ‘dedicated site.’
Standard training course is not very effective way of learning.
The HRDM needs to have a overall control of the resource to have the
right balance.
A good cost comparison brings in the necessary factors. The way to do
it is to zero-base all the training that is done.
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Funding Strategies
Money is the most critical resource needed. Money can be resourced
from
internally from the organization
externally from bodies with funds.
It can also be procured from external revenue generating activities from
internal resources.
They can relate to the company situation far better they develop
faith in training being a part of it, and
The preparation and actual instruction contributes to self
development
The major requirement is to teach company employees methods
of training to make their efforts effective.
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The Benefits:
Produce Cost Savings: The potential for cost saving is the initial reason for
most companies opting for outsourcing. This cost reduction is through
consolidation of services, reengineering of processes, automation of
administration and delivery etc. By outsourcing training companies can save
30 to 40 % of their training costs.
The Marriage:
Experts differ as to whether it is better to partner with an outsourcing company that
specializes in training or one with which you can bundle the rest of the HR functions.
Today the trend is to bundle many of the human resources functions together
( including training)and outsource them to a single provider.
There is a fundamental difference between HR outsourcing and learning outsourcing.
Hr outsourcing tends to focus on transactional processing such as payroll and HRIS.
Outsourcing the training function is more than just outsourcing transactional tasks.
Training concerns the intellectual value of a company.
Making the right decision is imperative as contracts typically last for five to ten years.
And it can be difficult to change partners.
The vendor must have experience in your requirements; and needs to possess the
necessary technical and technological capabilities.
Company and outsource employees will be working side by side for years.
It is important to look for a partner with appropriate course ware, size and infra
structure to support training needs effectively.
Given the relative immaturity of the learning BPO industry ,extensive client experience
is hard to find. Contd..
The success indicator is when employees do not realize training has been
completely outsourced.
The goal is to deliver high quality training at a reasonable price without losing
the personal touch of in-house training.
The need is to pay attention to the trend of outsourcing training; to look ways
to improve your value and decrease costs.
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The most basic finding is a larger practice effect for repeated stimulus
sequences as compared to stimuli presented in random order-even though the
performers are not told of the existence of the sequence or to try rouse
sequential constraints among stimuli.
Although the sequence learning exhibited in choice reaction tasks appears to
occur in the absence of instruction to look for or use sequential constraints,
this does not mean that the performer is unaware of what had been learned.
To determine whether knowledge that is evident in implicit measures of
learning derived from task performance are also evident in explicit measures
of learning obtained from tests of conscious recollection.
To evaluate better whether awareness of the sequence is necessary
requirement for obtaining the performance benefit of the repeated sequence,
experiments were carried on patients suffering from amnesia . The results
indicated such learning can occur without awareness.
Further deeper ,one examines “how’ such analysis was made and pays attention to
reliability ,validity and tenability of explanations by replicating the analysis previously
undertaken.
Nonaka & Takeuchi (1995) addressed the issue of tacit vs coded knowledge and raised
the importance of tacit knowledge in human endeavors. Contd…
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This is done by the way of linking explicit knowledge ,learning by doing, field
building and dialogue.
He is the one who can recognize the need for specialist advice. In future
the training officer will become much more of an internal consultant to
management.
The trainer will act as a catalyst adviser to the working group, for his
qualities of judgment and insight as of his specialized knowledge of
training techniques. Contd..
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Welingkar’s Distance Learning Division