BBDH4103

HUMAN RESOURCE DEVELOPMENT

MAY 2015
FACULTY OF BUSINESS

MATRICULATION NO : 820406075613001

IDENTITY CARD NO. : 820406-07-5613

TELEPHONE NO. : 012-7616474

E-MAIL : bigben012@gmail.com

LEARNING CENTRE : OUM Seremban

 Table of Contents
Description Page

1. Introduction. 1

2. Four on the job techniques 2- 5

3. Four off the job techniques 6- 8

4. Three preferred techniques 9

4. Conclusion. 10

5.References 11
INTRODUCTION

The human resource department oversees a number of functions within the organization,
including hiring, training, monitoring certain policies and even handling dispute. And
training and development would be one of the key HR functions. Most organizations look
at training and development as an integral part of the human resource development
activity. The turn of the century has seen increased focus on the same in organizations
globally. Training may be described as an endeavor aimed to improve or develop
additional competency or skills in an employee on the job one currently holds in order to
increase the performance or productivity.Technically training involves change in attitude,
skills or knowledge of a person with the resultant improvement in the behavior. For
training to be effective it has to be a planned activity conducted after a thorough need
analysis and target at certain competencies, most important it is to be conducted in a
learning atmosphere.

While designing the training program it has to be kept in mind that both the individual
goals and organizational goals are kept in mind. Although it may not be entirely possible
to ensure a sync, but competencies are chosen in a way that a win-win is created for the
employee and the organization.According to Paul Sarvadi, author of Entrepreneur
magazine's May 2005 article titled, "The Importance of Employee Development." , that
he development function of HR is equally important for the future of the employment
relationship. Companies often fail to realize that the return on investment in training and
development activities help support employers' goals for profitability.

When it comes to training in an organization, we can look at two type, which is on the job
training and off the job training. On-the-job training is the type of training that takes
place while employees are actually working. That means that skills can be gained while
trainees are carrying out their jobs. This can benefits both employees and the business.
Employees learn in the real work environment and gain experience dealing with the tasks
and challenges that they will meet during a normal working day. The business benefits by
ensuring that the training is specific to the job. Plus, there is no additional costs of
providing off-the-job training or losing working time. As for off-the-job training ,it is
usually conducted in a location specifically designated for training. Conducting the
training away from the workplace minimize distractions and allows trainees to devote
their full attention to the material being taught- However, off-the-job training programs
may not provide as much transfer of training to the actual job as do on-the-job programs.

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Four on-the-job training techniques

Let’s proceed by taking look at the most commonly used on the job training techniques in
an organization to develop their staffs and increase their performances. The first one the
job techniques would be coaching , where an experienced member of staff will help
trainees learn skills and processes through providing instructions and demonstrations.

Coaching is a different delivery system for training, since training, especially with long
term managers and people who are further along in their careers, is not working. The
coach works with the manager to tailor the training program in skill areas where we will
have an impact. The coach can helps managers make behavioral changes needed for
career growth

Coaching focuses on the individual needs of an employee and is generally less formal
than other kinds of training. A manager, supervisor, or veteran employee can serves as
the coach. He or she gets together with the employee being coached when time allows
and works with this employee to:

 Answer questions

 Suggest more effective strategies

 Correct errors

 Guide toward goals

 Give support and encouragement

 Provide knowledgeable feedback

 Apprenticeships. Apprenticeships give employers the opportunity to shape

inexperienced workers to fit existing and future jobs.

Coaching should educate managers and supervisors make them self-sufficient. Give
them the tools they need to be successful in their business-related and interpersonal
functions.Coach have to supply a process that they can follow to build their own skills
and feel stronger, more knowledgeable, and more capable of addressing the opportunities
in the future.

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Secondly, let’s look at the next on the job technique that known as mentoring,where each
trainee is allocated to an established member of staff who acts as a guide and helper. A
mentor usually offers more personal support than a coach, although the terms ‘mentor’
and ‘coach’ are often used interchangeably.

A mentoring relationship is a win-win for all parties: the employee who seeks a mentor,
the mentor, and organizations that employ the mentoring pair. Mentoring is also a
powerful form of job training and can contribute experience, skills, and wisdom to a
mentored employee to increase and expand employee development.Mentoring, whether
with the boss or another experienced employee, is key in employee development within
your organization

Mentoring is an effective approach to organize, create, capture, and distribute knowledge.

It helps employees acquire necessary knowledge, skills, and expertise is essential for any
organization. It also reduces the time required for knowledge transfer by providing direct
access to a range of experts and peers who can share the required knowledge and skills in
an environment that promotes rapid learning.

It also shortens the learning curve, enhances productivity, and helps employees align to
business strategy. In addition, knowledge transfer fuels succession planning, ensuring
that once executives retire, someone with plenty of company knowledge will be ready to
step into place.

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Moving on, let’s look at the on the job training technique that is known as job rotation or
lateral move within the department , where the staffs can rotate roles or tasks so that they
gain experience of a full range of jobs. Job rotation is the structured interchange of
workers between different jobs, requiring workers to rotate between different
workstations or jobs at certain time intervals.Job rotation increases the variety of tasks
required as the worker takes on more duties, enlarging the physical demands and adding
variety to the job.

In Job rotation, an employee moves to an equivalent role in an organization, usually with

a similar salary range and a job title at the same level. Job rotation gives the employee a
chance to expand his skills and network with a new circle of employees and
customers. Job rotation provide an opportunity for an employee to expand his or
her career path opportunities.

Job rotation is also viewed as desirable by employees because of the impact a lateral
move has on the employee's opportunity for personal and professional growth and
motivation. While a lateral move may not heavily affect the salary, the lateral move is
often accompanied by a small increase in salary. Increased, or at least, changed
responsibility, and the ability to influence broader organizational decision making, may
also occur with a lateral move.It is viewed as a continuing commitment from the
employer to enable the employee to continue to develop and grow in their employment
and pursue a desirable career path.

Job rotations can be used as a motivational tool. Most employees will welcome an
opportunity to learn new skills, especially if the new position is higher paying, or
perceived as easier or more prestigious. Occasionally, interdepartmental jealousies or
other frictions surface at the workplace. Some managers set up job-rotation schemes as a
way to help employees develop appreciation for the work of their colleagues.

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The last on the job training technique that commonly used would be Job shadowing or
also known as buddy training. It is a type of on-the-job employee job training ,where it
allows the new employee or an employee desiring to become familiar with a job, follows
and observes a trained and experienced employee. Job shadowing is an effective form of
job training for certain jobs. It also allow the employee, or intern to gain comprehensive
knowledge about what an employee who holds a particular job does in that job every day.

It helps employees absorb the values, norms, and standards of an organization because

the employee sees them in everyday action and application in the work environment.
Also helps an employee develop relationships with current employees, customers, and
vendors.

The role of the buddy, mentor, or other significant employees who participate in job
shadowing allow allows an employee to see and then, demonstrate and practice job skills
in action.Gives an employee insight into the challenges offered by different jobs. This
insight and knowledge helps the employee explore potential career paths within the
company.

While all jobs can have a component of job shadowing as part of their training and
employee development plan, job shadowing is especially effective for jobs such as these:

 Restaurant employees: serving staff, bartenders, cooks, chefs, bus persons, cashiers,
hosts, and so on.
 Medical professions: physical therapy, occupational therapy, nursing, physicians,
radiologists, surgeons, and so on.

 Manufacturing jobs: supervisors, quality control, skilled trades employees, machine

operators, tool and die makers, machinists, and so forth.

 Administration: receptionists, administrative assistants, secretaries, clerks, and so

forth.

 Skilled Trades: carpenters, painters, woodworkers, electricians, plumbers, heating

and cooling technicians

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Four off -the-job training techniques

The first off the job technique that we are about to discuss about would be the case study
where in the training ,they would provide a written description of an actual situation in
the past in same organization or somewhere else and trainees are supposed to analyze and
give their conclusions in writing.

This is another excellent method to ensure full and whole hearted participation of
employees and generates good interest among them. Case study is later discussed by
instructor with all the pros and cons of each option. It is an ideal method to promote
decision-making abilities within the constraints of limited data.

In the real world, on many occasions, a manager may not have all the relevant
information with him before taking a decision. Similarly, the case method approximates
this reality and in that situations ,how decisions are taken with limited data, or what is
termed decision-making under uncertainty. The managerial response in such a situation is
explored and understood and learning consists of developing problem solving skills.

The situation is generally described in a comprehensive manner and the trainee has to
distinguish the significant facts from the insignificant, analyze the facts, identify the
different alternative solutions, select and suggest the best. This whole exercise improves
the participant’s decision-making skills by sharpening their analytical and judging
abilities.

Another off job technique that we are about to discuss is known as the simulation and this
technique is the most famous and core among all of the job training methods. In the
simulation training method, trainee will be trained on the especially designed equipment
or machine seems to be really used in the field or job. But, those equipment or machines
are specifically designed for training a trainees were making them ready to handle them
in the real field or job.  This method of planning is mostly used  where very expensive
machinery or equipment used for performing

Simulation implies the real organizational situations in the training sessions. Trainees are
given specific situations of varying complexities, which they encounter in real life. Role
playing is a part of simulation , where it gives the participants vicarious experiences
which are of much use to understand people better. This method teaches human relations
skills through actual practice. The exemplary role playing situations are: a grievance
discussion, employment interview, a sales presentation etc.

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In an airline industry, this simulation method has been using widely  for the purpose of
training aeroplane pilots on aeroplane simulator to make them ready to handle an fly
aeroplane. Furthermore, employer may not allow directly to get trained on real equipment
to avoid damage to equipment or machine or in sometimes may cause loss of  trainee life.
To avoid all such risks by the employer giving training on simulator is safe.

Management games is also part of simulation, a very special type of training under which
the managerial executives are trained to take the decision under uncertainty. Under this
method, a group of managerial executives complete with each other to arrive at decisions
about definite business problems under stimulated conditions created specifically for the
purpose. This method provides an opportunity to the managerial personnel to understand
and appreciate the views of other persons.

Moving on, we will look at conferences and seminars.A conference or seminar is a

meeting of several people to discuss the subject of common interest.

Better contribution from members can be expected as each one builds upon ideas of other
participants. This method is best suited when a problem has to be analyzed and examined
from different viewpoints.

It helps the members develop their ability to modify their attitudes. Participants enjoy this
method of learning as they get an opportunity to express their views. 

The success of the conference depends on the conference leader. In order to make the
conference leader must be able to see that the discussion is through and concentrate on
the central problem by encouraging all the participants to develop alternatives and present
their viewpoints and by preventing domination by a few participants.

In conferences or seminar, a wealth of knowledge usually, presented by many speakers at

one time in one place. A lot of learning at one clip, with most material compressed into
two or three days' worth of time. It is a great way for those that don't like to read, or
attend classes, to improve their knowledge of a specific subject.

Lastly, it would be the classroom lectures is well-known training to train white collar or
managerial level employees in the organization. under this method employees are called

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to the room like that of classroom to give training by trainer in the form of lectures. This
method is effectively used for the purpose of teaching administrative aspects or on
management subject to make aware of procedures and to give instructions on particular
topic. 

The executives are required to attend special courses formally organized by the
enterprises with the help of experts from educational institutions. The executives may
also be sponsored to attend the course to be conducted by management institutions. 

It is also considered as timesaving because it covers maximum number of people in a

short period of time. It involves a speech by the instructor with very limited discussions.
Clear and direct methods of presentation. Weaknesses of the method are that, lecture time
is more than the normal human attention span of fifteen minutes and the contents of the
lecture could be easily forgotten. Since the method does not provide for active
participation on the part of the trainees, the extent of take-home learning is not to be
known clearly.

Moreover, lecture might be useful only if the presentation is made skillfully. While
lecture is a useful method in so far as information dissemination is the objective, it has
not been highly successful in modifying human behavior or in building commitments in
the audience’s minds. An improvisation of this method is the lecture-cum-demonstration
method in which the lecturer reemphasizes a skill or information by displaying the same
in action.

Three recommendations on the most preferred training techniques

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My first recommendation would be the off the job training technique which will be the
usage of classroom training / lectures , as it is benefiting the organization a lot. A
instructor-led classroom training is an efficient method for presenting a large body of
material to large or small groups of employees.And face-to-face type of training will be
more brainstorming and less boring than the computer based training.It ensures that
everyone gets the same information at the same time. It is cost-effective, especially when
not outsourced to guest speakers. Also , the storytelling grabs people’s attention and
make it more interesting

Job shadowing being one of the on the job technique is considered as valuable for the
organization as it gave the ability for the newcomers to actually follow someone around
in the office and gain insight into how they solve problems and conduct themselves in a
workplace environment and this will aid them in the future.There are a lot of
interpersonal skills that as a new employee, won’t have when entering the workforce. A
job shadow experience can help them realize the importance of those skills and improve
upon them.

I would also love to recommend the usage of coaching as training technique, as this
would empowers individuals and encourages them to take responsibility and improves
individual performance.Also help to identify solutions to problems, to motivate and
reinvigorate longer serving employees. Coaching displays organizational commitment to
employee development and provides a tool kit for employees to make their own
decisions, leads to improved job performance, motivation and job satisfaction.This will
make employees feel valued and improves staff retention

Conclusion.

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Training and career development are very vital in any company or organization that aims
at progressing. Training simply refers to the process of acquiring the essential skills
required for a certain job.

It targets specific goals, for instance understanding a process and operating a certain
machine or system. Career development, on the other side, puts emphasis on broader
skills, which are applicable in a wide range of situations. This includes decision making,
thinking creatively and managing people.

On the job training methods are those which are given to the employees within the
everyday working of a concern. It is a simple and cost-effective training method. The in-
proficient as well as semi- proficient employees can be well trained by using such
training method.

The employees are trained in actual working scenario. The motto of such training is
“learning by doing.” ”

Off the job training methods are those in which training is provided away from the actual
working condition. It is generally used in case of new employees. Instances of off the job
training methods are workshops, seminars, conferences, etc. Such method is costly and is
effective if and only if large number of employees have to be trained within a short time
period.

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References

Andreas, R., Frese, M. and Utsch. A. (2005). Effects of Human Capital and Long Term
Human Resources Development and Utilization on Employment Growth of Small-Scale
Business: A Causal Analysis. J. Entrepreneur Theory and Practice. 171

Arya P. and Tandon B.B. (1991). Human Resource Development New Delhi; Deep and
Deep Publications.

Ashton, D. and Sung, J. (2002) Supporting workplace learning for high performance
working, Geneva, International Labour Organization (ILO).

Source: Boundless. “Mission of Human Resource Management.” Boundless

Management. Boundless, 14 Nov. 2014. Retrieved 23 Nov. 2014 from
https://www.boundless.com/management/textbooks/boundless-management-textbook/
human-resource-management-7/purpose-of-human-resource-management-56/mission-of-
human-resource-management-280-3910/

Rosenblatt, Valerie (2011) ‗The impact of institutional processes, social networks, and
culture on diffusion of global work values in multinational organizations‘, Cross Cultural
Management: An International Journal, Vol. 18, No. 1

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