ASSIGNMENT

TRAINING & DEVELOPMENT Dr. B Janakiram

BOOK REVIEW KEY CONCEPT IN HRD

Key concept Human resource development (HRD) encompasses a range of organizational practices that focus on learning: training, learning, and development; workplace learning; career development and lifelong learning; organization development; organizational knowledge and learning. The definition of HRD has been a challenge and a subject of continuous discourse among scholars and practitioners. By reviewing the literature on HRD, this book has demonstrated the importance of defining or understanding HRD at three levels: The general perspective (macro-level), the national perspective (micro-level) and the international level (global arena). From a general perspective, key concepts such as the history, purposes and functions of HRD are incorporated. At the national level, the intended beneficiaries of HRD, the scope of activities and other influences such as culture, political and economic factors and legislation form a basis from which to define HRD. In the broader international arena, an extension from the national level to encompass dimensions of international relationships and the benefits of HRD to the community and the society serve as foundations for the definition of HRD.

SUMMARY
First, training was defined as a planned process to modify attitude, knowledge or skills through learning experiences to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization. A second, separate definition was given for development, which was defined as the growth or realization of a persons ability through conscious
HIMANSHU BANDIL ROLL NO. 20 PGDM 11-13

ASSIGNMENT

TRAINING & DEVELOPMENT Dr. B Janakiram

or unconscious learning, which usually includes elements of planned study and experience supported by coaching and counseling

Core competencies and expertise give the organizations and edge over their competitors and training plays a vital role in developing and strengthening these competencies. Training has a major role in the development of Human. Every people take training in one and another way. Training refers to methods used to give new or present employees the skills they need to perform their jobs. I think training is a subsystem under human resource development. In order to provide training or create trainees interest in enhancing the competencies and skills the HR function is to create environment wherein good performance is rewarded and poor performance is punished. The main objective of the training is to train employees in the companies culture and ethos, prepare employees for higher level responsibilities, to reduce supervision wastage and accidents, to develop interpersonal relations. There are some problems with training also like mismatch between objectives and needs may take the training Programme useless, if the intervention methodology is not chosen properly the training will be in effective and incomplete. Training need analysis is done to find out which kinds of training that needed, who needs them, where they are needed and which methods will best deliver the needed skill, knowledge, attitude to the workers.

HIMANSHU BANDIL ROLL NO. 20

PGDM 11-13

ASSIGNMENT

TRAINING & DEVELOPMENT Dr. B Janakiram

Once the need of training is there, we will focus on training design. It is a technique of arranging the course content in a logical manner, so as to enable the trainees to learn maximum from the training course. There are some factors which can affect training design like assessment need to be completed, analysis of job task is to be completed so as to understand the relationship among task and skills. There are other factors which trainers take care of it like constraints in the design, budgeting of training, take care of cost involved in training, developing objective. After this comes the training process part, which consist of four stages namely pre- planning, planning, implementation and evaluation. The first two stages are important in this training is designed and delivered. Now which kind of training required for particular kind of job. There are two types of training on the job and off the job. Both have their advantages and disadvantages. There are various kinds of training methods which have to use to successfully impart training to employees. 1. On the jobs training methods It includes on the job training, job rotation, Guidance and counseling. 2. Simulation methods It includes Role play, case method, management games, in basket exercise. 3. Knowledge based method It includes Lecture, Group discussion, Workshop, Seminar, Conference etc. 4. Skill based methods It includes Assignment, Task performance, Role plays, Workshops. 5. Experiential methods Sensitivity, Transactional analysis, Achievement motivation games. Now it is very essential to know which one is best method that can deliver effective training to the employees. Every method has their own advantages and disadvantages.

HIMANSHU BANDIL ROLL NO. 20

PGDM 11-13

ASSIGNMENT

TRAINING & DEVELOPMENT Dr. B Janakiram

Approach Lecture

is Instructor can reach large no. of participator at once Case studies The learning goal to teach Draws on the skills of problem knowledge and identification and experience of learner. diagnosis. Small group The learning activity is to Offers learners a discussion encourage discussion on chance to interact with topics and problem each other. solving. Games and The instructional goal is to Games makes learning simulation establish interest in a fun, simulation provide topic. real life experience. Role plays

Commonly used situation where The learning goal informational

in Advantages

Disadvantages Speaker is active; learners are passive. Relevant cases are difficult to create, instructor must be flexible Can be taken over by powerful personalities.

Instruction must be carefully considered, time consuming. Learners need an Learners are puts in to Can be misused; opportunity for hands on a specific role and must be taken practice and immediate learn appropriate seriously. feedback. behavior.

After find out which one method best suit your requirement. Now the main part comes which is implementation of training. Implementation of training requires facilities, training sites, logistical arrangements, and Environment, proper disposition, equipment, material and furniture. This all things will be available at the time of training. Now the last part of training comes which is Validation and Evaluation of training. Validation is the verification of the programmes by means of tests. The validation is the assessment of total value of training system or training course or training programme in social as well as financial terms.
HIMANSHU BANDIL ROLL NO. 20 PGDM 11-13

ASSIGNMENT

TRAINING & DEVELOPMENT Dr. B Janakiram

While Evaluation means collection of analysis and interpretation of information about any aspect of programme of training as part of a recognized process of judging its effectiveness, its efficiency and any other outcomes it may have. We should follow evaluation criteria on the following points like Significance, Approach, Feasibility, Data, Personnel, Budget.

HIMANSHU BANDIL ROLL NO. 20

PGDM 11-13