FLKT/06-00

ASSIGNMENT COVER
(Be sure to keep a copy of all work submitted)

To be completed by student – Please Print Clearly

Name(s):

NURUL SYARMILAH BINTI ABDULLAH

ID Number(s):

PTM190402430/SMA190510057

Lecturer Name: Lab group / Tutorial group / Tutor

(if applicable):
MISS FARISHA NADIAH BINTI MOHD SHAH
SECTION 45
Course Name and Course Code: Submission Date:

TRAINING AND DEVELOPMENT (PHR2213) 4 SEPTEMBER 2020

Assignment No. / Title Proposal: Extension & Late Submission:
* Allowed / Disallowed
ASSIGNMENT 1 / CATEGORIZE THE RELEVANT ISSUE IN
TRAINING PERSPECTIVES
Assignment Type: % of Assignment Returning Date:
Mark:
INDIVIDUAL
Penalties:
1. 10% of the original mark will be deducted for every one-week period after the submission date
2. No work will be accepted after two weeks of the deadline
3. If you were unable to submit the coursework on time due to extenuating circumstances, you
may be eligible for an extension
4. Extension will not exceed one week
Declaration: I/We the undersigned confirm that I/we have read and agree to abide by these
regulations on plagiarism and cheating. I/we confirm that this of work is my/our own. I/we consent to
appropriate storage of our work for checking ton ensure that there is no plagiarism/academic
cheating.

Signature(s): ……………………….......

Full Name: NURUL SYARMILAH BINTI ABDULLAH.

This section may be used for feedback or other information

DIPLOMA IN HUMAN RESOURCE MANAGEMENT
(AB107)

INDIVIDUAL ASSIGNMENT

TRAINING AND DEVELOPMENT

(PHR2213)

PREPARED BY:
NURUL SYARMILAH BINTI ABDULLAH.
(PTM190402430/SMA190510057)

SECTION: 45

PREPARED FOR:
MISS FARISHA NADIAH BINTI MOHD SHAH.
 TABLE CONTENT

No. Title Page

1.0 Introduction 1

2.0 Summary of Article 2

3.0 Recommendations 3

4.0 Conclusion 4

5.0 References 5

6.0 Appendices 6
 1.0 INTRODUCTION

For most companies, Training and development play an important role in the
effectiveness of the organization and the experience of people in the workplace. Training
has implications for productivity, health and safety in the workplace and personal
development. All organizations that employ people need to train and develop their staff. A
large number of organizations are aware of this need and invest in other efforts and
resources in training and development. Such investments can be in the form of recruitment
of training staff and specialist development and pay salaries to staff undergoing training and
expansion can increase the effectiveness of training programs become a priority when
allocating training resources to trainees. This is not surprising, as both managers and
trainees benefit from training that is optimized to save time (and money) while fulfilling all of
their learning promises or tasks. Yet, despite the careful allocation of resources, many
companies still find that their training is not (or only partially) effective in achieving their
goals. This is usually due to some common training and developmental problems. These
training problems range from time-consuming employees and sometimes spread to cost
constraints while increasing engagement and taking into account different learning options.
However, training and development are generally considered good management practices to
maintain the appropriate expertise now and in the future of a work organization.

1
 2.0 SUMMARY

The most common training problems can have a significant impact on the return on
investment (ROI) of their training. But the good news is that they are not too difficult to
reduce. The biggest challenge or problem in the workplace in training and development. The
first is the pain of the person planning, family life and a number of other demands reducing
labor, there is a risk of training will only cause more stress. Worse, interrupting an
employee’s personal time with a training session is a sure-fire way to approach (and even
annoy) training.
Furthermore, the distributed workforce, the continuous increase of telecommunication
work and the decentralization of the workforce have posed new challenges in education and
training. Training can be very difficult for geographically dispersed employees:
Misunderstandings are common and cultural differences can even lead to inconsistent
training. For example, some cultures are less comfortable in online forums than others.
In addition, different learning habits, whether you are training 20 or 2,000 students,
are very important to take into account the choices and habits of students to avoid further
training problems. The workforce now spans at least three generations, all of which have
different relationships with technology. Therefore, your training must be less effective if all
employees are expected to have the same technical knowledge or level of knowledge and
learning habits.
Next, Lack of commitment, Involvement is important at three levels: cognitive,
emotional and behavioural. Without these three elements, low knowledge retention, passive
learning and lack of involvement contribute to training and development challenges.
Moreover, behaviour change is impossible without a commitment to learning. In addition,
when training seems irrelevant or unnecessary, most students mentally and emotionally
“examine” and reject involvement.
And then lastly, raining that is not relevant, many training programs are too generic
and not tailored to specific roles or skills. Unfortunately, generic training can burden
students' time and patience by forcing them to engage in content that is not relevant to them.
You can be sure that this leads to other training challenges.
 2
3.0 RECOMMENDATION

The proposed solution to the problem is first, The frantic pace of personnel planning,
the solution avoid training in the classroom on weekends or after work and limit travel
requirements for training as well as Consider using a micro-learning approach and providing
useful and relevant content in the form of blocks in small pieces. Short videos, checklists,
computer graphics, and even gifs are simple micro-training formats that make training easier
to use and give priority to as short and simple assessments as possible.
Furthermore, the solution for a distributed workforce is Use social tools to unify your
dispersed team. Videoconferencing, webinars and online forums are simple and practical
tools to promote trust and empathy among team members across the country (or around the
world). All team members need to know exactly what is expected of them during the training
and how their learning will be useful to them in their work. Consider setting up a “training
agreement” that describes these expectations and ask each learner to sign it as a
commitment to the learning process.
In addition, Different learning habits solution is Conduct an in-depth needs analysis
that focuses on identifying your audience’s learning preferences (especially in terms of
comfort with technology).Choose software with a simple and user-friendly interface (UI). The
transparent user experience is good for all learners, not just those struggling with
technology. Use tools such as discussion forums to make it easier for all learners to ask
questions and receive both content and technical advice and incorporate different types of
content, such as videos, written notes and graphics, to meet different learning preferences.
Next, the solution issue for Lack of commitment is Include practical learning activities
such as case studies, scenarios, role plays and concrete examples in your training. These
activities involve learners in active problem solving and contribute to better cognitive
engagement. This encourages learners to engage emotionally with other learners and with
the training process. Establishing a culture of active learning and making all employees feel
part of this culture can stimulate emotional engagement. More learners are likely to
participate in learning activities if they understand the underlying objective.
And then lastly, Training that is not relevant is the solution, Categorize learning
outcomes into essential and enjoyable outcomes for each role during training. Do not make
essential training mandatory, but use other methods such as play through rewards, badges,
and points to encourage learners to engage with content that is enjoyable to have. Take
advantage of on-the-job training to update your skills or provide new information when you
need it most and Use relevant case studies and scenarios to strengthen the relevance of the
training program for employee jobs.
3
4.0 CONCLUSION

HRM is a human resource management system for organizations. This HRM software
centralizes employee data and allows only one authorized person to access it, providing a
high level of security. Attendance module monitors employee time based on information on
insertion and perforation. It covers all the basic HRM requirements of the company such as
Time Management, Attendance Management, and Expenditure Management, leave
management, Recruitment Management and employee information handling. Therefore, why
training and development is very important in an organization to be more organized and
progressive in the future without any problems from its employees.
 4
5.0 REFERENCES

Glacies UG, Berlin, Germany, IceHrm, 19 January 2020Human Resource Management,

Training Management, Training, On-the-job training, Implementation of training,

Expense Management, Attendance Management, Leave Management, Recruitment,

Employee self-service, HRM Software https://icehrm.com/blog/problems-and-

solutions-for-workplace-training-and-development/
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6.0 APPENDICES
6