Training & Development

Human Resource Management

Session-12 & 13

TRAINING
A planned program
designed to improve
performance and bring
about measurable changes
in knowledge, skills, and
social behavior of employee

1
 Training vs. Development

Meant for Operatives

Focus Current job Current & future jobs

Scope Individual employees Work group or organization

Initiated by Management The individual

Content Specific job related General knowledge

Time- Immediate Long term

frame

Stages of Instructional Design

.

Assess needs for training

Ensure readiness for training

Plan training program

Objectives
Trainers Feedback
Methods

Implement training program

Evaluate results of training

2
 PHASE-4:
Systems model of Training EVALUATE
. • Reactions
• Learning
PHASE-3: • Behavior
IMPLEMENT • Results
• On-the-job
PHASE-2: methods
• Off-the-job
DESIGN methods
• Instructional • Management
objectives Development
• Trainee
readiness
• Learning principles
PHASE-1:

ASSESS NEEDS
Readiness for Training
• Organization  Willingness (motivation)
analysis  Ability (Basic skills)
• Task analysis
• Person analysis

Training Needs Assessment

What is the context?

Organizational
analysis
Reasons for Outcomes
assessment
Person Task
analysis analysis

Who needs In what do they

training? need training?

3
 Designing the Training Program
Instructional Objectives describe the skills or
knowledge to be acquired and/or the attitude to be
changed.
Trainee Readiness:
o Trainee maturity and experience
o Trainee motivation
Principles of Learning:
☼ Goal setting ☼ Meaningful presentation ☼ Modeling
☼ Individual differences ☼ Active practice & Repetition
☼ Whole vs. part learning
☼ Massed vs. distributed learning
☼ Feedback & Reinforcement

Training Methods
• On-the-job training (OJT): Hands-on experience provided at
workplace with instructions from supervisor or other trainer
• Apprenticeship: An extension of OJT – trained through
instruction & experience in both practical & theoretical aspects of
the work
• Cooperative training: Combines practical on-the-job experience
with formal educational classes in high school and college
programs.
• Internships: Jointly sponsored by colleges, universities the
programs offer students the chance to get real-world experience
while finding out how they will perform in work organizations.
Organizations benefit by getting student employees with new
ideas, energy, and eagerness to accomplish their assignments

4
 Training Methods
• Classroom Instruction: Blended with audio-visual interface
• Programmed Instruction: Self-directed & self paced learning
combined with immediate feedback and reinforcement

• Audiovisual methods: Audio CDs, DVDs teleconferencing etc.

• Simulation Method: Realism in equipment and its operation at
minimum cost and maximum safety

• E-Learning: Wide variety of applications like web and computer-

based training and social networks. Delivery of content via internet,
intranets, and extranets, mobile devices

• Learning Management Systems: Custom-built software

combining e-learning, assessment tools & other training functions

Off-the-job Training Methods

• Lecture method
• Vestibule training
• Role playing & behavior modeling
• Case study
• Simulation
• Virtual Reality
• Programmed instruction
• Sensitivity training

5
Management Development - Methods
• Decision making skills
• In-basket exercises • Case study • Business Game
• Interpersonal skills
• Role Play • Sensitivity Training
• Job Knowledge
• Coaching / Understudy • Mentoring
• Organizational knowledge
• Job rotation • Multiple management
• General knowledge
• Specific individual needs Special Projects

Evaluating Training
Effectiveness

• Reaction
• Learning
• Behavior
• Results