Training and Development

This is the most frequently used and focused subsystem of HRD. It has been to significant that in past
HRD was equated in some companies with training.

Induction Training
It is a process of welcoming a new employee to the organization and to acquaint to the organization and his job.

After joining a post, the employee should be given necessary induction training - need for the same is

1} To inform the employee the terms and conditions of his employment & the job requirements, environments.

2} To help him in gaining confidence in his work and the organization he has joined.

Induction training is also given to an employee who gets promoted to a supervisory position from
a lower rank. It is the responsibility of the personnel department to arrange for such orientation, the
line managers should take interest in orienting the subordinates assigned to the departments for ultimately
they are responsible for the better performance of new entrants.

Induction relates to --
Informing the achievement of other seniors and Co’s recognitions towards each and showing them the
way to achieve the same
Making them to know about their team leader requirements, risk involved, ways of co-ordination
in view of overall performance levels

To make them comfortable with the Co’s professional environment together with improvement areas etc.,

Training System and its Elements - A Systematic Training Cycle

Identify Training Needs

Plan & Design Training

Evaluate Training Outcomes

Deliver Training

Periodical meetings with group heads.

Analysation of skills of the employees who require training & successfulness of previous training programmes
Cost involved

Factors considered for Evaluating Induction Programme undergon

In order to analyse Induction programme, the following factors are Considered:

Adequacy of
programme
duration

Organizationa Execution of
l Induction programme
Involvement programme

Usefulness Superiors
of Involvemen
programme t
Inputs

 Training needs are identified on the basis of performance gaps in the

previous year and performance opportunities for the next year; these
are assessed through performance appraisals and come as inputs to
the training subsystem.

 Training needs are assessed on the basis of potential appraisal exercises and
assessment centers.

 Training needs are assessed on basis of technological changes in the organization,

strategic moves and other changes in the environment.

 Training needs are assessed on the basis of the norms, values and other cultural aspects the organization wants
to develop in its members.

Outputs

 New Competencies acquired by the employee

 New Competencies acquired by the teams and the organization
as a whole.

These new competencies are expected to become the inputs for improved performance, cost reduction, speed,
efficiency and quality improvement in the products or processes.
 Elements
Methods of identifying training needs: performance appraisals, training need identification surveys,
organizational diagnosis surveys etc.,

The training department or training center in the case of large organizations.

The training manager or the HRD staff handling the training subsystem and their own competencies.
The faculty and their competencies.
The training methods and strategies used.
The trainers and their competencies
Training evaluation methods

Processes

The processes essentially deal with the organization of the above elements and the rules, procedure
and steps that govern their use.

 Method of determining training needs

 The Timing

 The method of using the training needs to prepare training plans. Etc.,

 Method of sponsoring the employee for training

 Pre-training preparation is required

 Process of evaluating it

 Follow up methods
Factors Considered in Evaluating Training & Development programme

In order to analyse Training & Development programme, the Following factors are considered :
 3. Duration of
programme

2. Coverage 4. Methods
of Subject Training & & Aids used
matter Developme
nt
Programme

1. Number 5.
of Trainees Superiors
Per Session help during
Programme
Factors for evaluation with respect of respondents feedback is shown
below:
 Managerial Improvement
Skills Present Job
Development Performance
(Development
Programme)

Training &
Development
programme

Overall
Interest in Satisfaction
Attending with regard to
More Programme
programmes