HRM PRESENTATION

INTRO: ADITYA : good afternoon everyone!

We’re here to present a power point presentation on Designing Training Programmes at

Reliance

2nd slide : devanshi : what are Training Programmes?

Training programs are considered an integral part of development for human resources. It is
an organized tool for the development of specific skills to the desired standard with the help
of information, instruction, guidance, and practice.

Employee training programs are in the rage both in start-ups and established business
entities as it brings a fresh perspective on the thinking process of an organization

Slide 3: Samarth Training is also necessary for the individual development and progress of the
employee, which motivates him to work for a certain organization apart from just money. We also
require training update employees of the market trends, the change in the employment policies and
other things. The following are the two biggest factors that contribute to the increased need to
training and development in organizations:
Now ekansh and chirag will explain you the two factors

Ekansh: Change: The word ‘change’ encapsulates almost everything. It is one of the biggest
factors that contribute to the need of training and development. There is in fact a direct
relationship between the two. Change leads to the need for training and development and
training and development leads to individual and organizational change, and the cycle goes
on and on. More specifically it is the technology that is driving the need; changing the way
how businesses function, compete and deliver.

Slide 4: chirag Development: It is again one the strong reasons for training and development
becoming all the more important. Money is not the sole motivator at work and this is especially very
true for the 21st century. People who work with organizations seek more than just employment out
of their work; they look at holistic development of self. Spirituality and self awareness for example
are gaining momentum world over. People seek happiness at jobs which may not be possible unless
an individual is aware of the self. At ford, for example, an individual can enrol himself/herself in a
course on ‘self awareness’, which apparently seems inconsequential to ones performance at work
but contributes to the spiritual well being of an individual which is all the more important.

Slide 5 aditya : The Training Process comprises of a series of steps that needs to be followed
systematically to have an efficient training programme. The Training is a systematic activity
performed to modify the skills, attitudes and the behavior of an employee to perform a particular
job.
A needs assessment is the process of identifying and determining how to bridge the gap between an
organization's current and desired state. More specifically, the process outlines which processes a
team should prioritize, improve or provide resources to meet its goals.

Setting Objectives: To provide job related knowledge to the workers. (ii) To impart skills among the
workers systematically so that they may learn quickly. (iii) To bring about change in the attitudes of
the workers towards fellow workers, supervisor and the organization.

Slide 6 skip

Slide 7 : chirag : Designing the Environment: Every individual is unique. One style of learning may
not be applicable to each of the participants in a training program. Therefore, ‘how do various
individuals learn’ is what should be kept in mind while designing the training program

Establishing the Variables: Trainability is one factor that must be taken into consideration before
developing any training program. It is the duty of the trainer to ensure that the employees are
actually willing to sit and learn something in the training program

Slide 8 samarth: Factors to be considered for designing a training programme-

the training manager has to take several aspects into account while designing a training
program:

• Previous knowledge, skills and position in the hierarchy • Learning styles

•Previous experience
• Business or organizational purpose
• Trainee characteristics
• Nature of learning
• Resources

Slide 9 ekansh raining design models

1. Designers of learning programs should first explore existing models before starting to design.
2. Below are two training models that training managers use while designing training programs
– Instruction system development model
– Transitional model

Slide 10 : devanshi :the Instructional System Development model comprises of five stages: –

1. Analysis • This phase consist of training need assessment, job analysis, and target
audience analysis.
 2. Planning • This phase consist of setting goal of the learning outcome, instructional
objectives that measures behavior of a participant after the training, types of training
material, media selection, methods of evaluating the trainee, trainer and the training
program, strategies to impart knowledge i.e. selection of content, sequencing of content,
etc.

3. Development • This phase translates design decisions into training material. It consists of
developing course material for the trainer including handouts, workbooks, visual aids,
demonstration props, etc. course material for the trainee including handouts of summary.

Slide 11 aditya : 4. Execution

 This phase focuses on logistical arrangements, such as arranging speakers, equipment

benches, podium, food facilities, cooling, lighting, parking, and other training
accessories.

5. Evaluation

 The purpose of this phase is to make sure that the training program has achieved its aim
in terms of subsequent work performance.

Slide 12 chirag : transitional model

transitional model focuses on the organization as a whole.

– The outer loop describes the vision, mission and values of the organization on the basis of
which training model i.e. inner loop is executed.

– The mission, vision, and values precede the objective in the inner loop.

– This model considers the organization as a whole.

– The objective is formulated keeping these three things in mind and then the training model
is further implemented.

Vision - focuses on the milestones that the organization would like to     achieve after
the defined point of time

Mission- explain the reason of organizational existence.

Values - is the translation of vision and mission into communicable ideals.

 Slide 13: devanshi : PROCESS OF DESIGNING A TRAINING PROGRAM
Designing a training program involves a series of steps from identifying the learning
objectives, determining the training content, deciding the methodologies, selecting the
learning activities, defining evaluation criteria and to specifying follow-up activities.
• Even though it is the standard sequence of activities, training managers may have some
variations depending upon the situations.

Slide 14 : samarth

Identifying the training objective

Determining training content –
Selecting training methods

Ekansh:

Identifying learning activities and developing lesson plan

Defining evaluation criteria

Specifying follow-up activities

Conculsion: