TRAINING &

DEVELOPMENT
OF EMPLOYEES
OVERVIEW
ORIENTATION SHOULD BE
CONDUCTED AT TWO LEVELS:

Organizational/Overview Orientation – topics discussed include

01 overview of the company, key policies and procedures, compensation,
benefits, safety and accident prevention, employee and union relation,
physical facilities and the like.

Departmental and Job orientation – topics about the department function

02 and the duties and responsibilities of the newly hired employee, policies,
procedures, rules and regulations, tour of the department, and
introduction to department employees.
 OBJECTIVES OF TRAINING
AND DEVELOPMENT
1. Improve productivity and the quality and quantity of output.

3. Create more favorable attitudes

5. Help organizations respond to dynamic market conditions and

changing customer demands


Training Needs Analysis

Validation

Training Evaluation
5 METHODS USED TO GATHER
NEEDS ASSESSMENT 01
Interviews
02
Questionnaire
03
Observation
04

Focus group
05
Documentation examination
NEEDS ASSESSMENT PROCESS

Organizational Person/ Performance Task Analysis

Analysis Analysis

determing the Determining the Assessing training

appropriateness of training needs of needs of new
training the current employees
employees
 Behavior disperancy or lack of experience

Cost value analysis

Is it a can't do or a won't do problem?

Knows what to do?
Can't do Could do if wanted to?
Won't do
Employee wants to do best?

Set standards Motivate Employee

Eliminate Obstacles

Practice
STEPS IN USING
PERFORMANCE
Train
ANALYSIS TO DETERMINE
Change the job Transfer/Terminate TRAINING NEEDS
The results of the training or learning
objectives can be divided into the
following categories:
1) Societal Objectives
2) Organizational Objectives
3) Functional Objectives
4) Personal Objectives
 a. The trainer c. Establishing rapport with
participants

The trainer needs to be prepared A trainer can establish a good

mentally before the delivery of rapport with trainees by:
content.
The trainer prepares materials
and activities well in advance.

b. Physical setup d. Reviewing the agenda

A good physical setup is a It is important to review the

prerequisite for an effective and program objectives. The trainer
successful training program must tell the participants the
because it makes the first goal of the program
impression on participants.
c. Establishing rapport with participants
greeting participants which is the simplest way to ease those initial tense
moments;
encouraging informal conversation;
remembering their first names;
pairing up the learners and having them get familiarized with one another;
getting to class before the arrival of learners;
starting the class promptly at the scheduled time;
using familiar examples;
varying the instructional techniques; and
using the alternate approach if one seems to bog down.
PURPOSE OF PROCESS OF ONE CAN ALSO MEASURE
THE SUCCESS OF THE
TRAINING TRAINING TRAINING PROGRAM
EVALUATION: EVALUATION: ACCORDING TO:

Feedback Before the training Reaction of the

learner
During the training
Research After the training Learning level
Behavior of the
learner
Results
Training Options
1. Outsourcing 3.Product-related Training

Outsourcing allows The dealer who delivers the

organizations to apparatus or installs the
concentrate on their system offers the initial
training.
core business.

2. Internal Training 4. Independent Professionals

A lot of questions has been Considering the emerging

raised whether to go in for threats and opportunities,
outsource training or professionals need to keep
setting up an internal themselves updated of the
developments
division for training.
 OUTSOURCING THE
TRAINING OF EMPLOYEES
• Organizations go for outsourcing to save
training costs, gain access to practical and
technical proficiency, concentrate on core
competencies, and offer an overall enhanced
training to their employees.
• Outsourcing also allows companies to deliver
the best training to their employees so they
can get the clients to the best of their abilities.
 OUTSOURCING THE
TRAINING OF EMPLOYEES
• if an organization lacks the resources,
expertise, and finances, then there is a need to
outsource. Outsourcing is a competent tool
that ensures and offers convincing return on
investment (ROI).
• In addition to that, outsourcing leads to
customer retention, customer loyalty, customer
satisfaction, and greater efficiencies on the part
of employees.
A. COGNITIVE METHODS
DWELL ON GIVING THEORETICAL TRAINING TO THE TRAINEES VARIOUS
METHODS THAT COME UNDER COGNITIVE APPROACH:

Lecture/Discussion Approach - It involves transmitting

01 large amount of factual information to a large number of
people at a given time.

Demonstration/Hands on Method – This requires the trainee to be

02 actively involved in learning. This is ideal for developing specific skills,
understanding how skills can be transferred to the job, and experiencing
all aspects of completing a task.
 Computer-based Training – this an interactive training
03 experience in which the computer provides the learning
stimulus where the trainee must respond.

Virtual Reality a training method that puts the participant in a 3-D

04 environment. This type of environment is created to give the trainee an
impression of physical involvement in an environment. To experience
virtual reality, the trainee uses devices like headset, gloves, and
treadmills.
 Provides the
instructional
Reduces consistency Reduces
the cost of trainee's
training learning time

Allows the Benefits of

Increases
trainee to CBT access to
master
training
learning

Allows
Affords
learning at an
Privacy of
individual
learning
pace
B. BEHAVIORAL METHODS
ARE MORE OF GIVING PRACTICAL TRAINING TO THE TRAINEES. THESE
METHODS ARE BEST USED FOR SKILLS DEVELOPMENT.
THE VARIOUS METHODS THAT COME UNDER BEHAVIORAL APPROACH:

Games and Simulations - This method stimulates learning

01 because participants are actively involved and they mimic
the competitive nature of business.

Case Studies and Role Playing - In this type of training,

02 participants assume specific characterization and act out a
particular situation or problem.
 On-the-Job Training (OJT) - OJT involves having a person
03 learn a job by actually performing it.

Advantages of OJT
a. No special space or equipment required
b. Provides immediate transfer of training
c. Allows employee to practice what they are expected to do after their
training ends.

Techniques for on-the-job development

a. Coaching/Mentoring
b. Job Rotation
c. Job Instruction Technique (JIT)
 BENEFITS OF E-
E-LEARNING
LEARNING
Unilab HR and Organizational
Development (OD) head Marne
Amelia Dioquino enumerated three
main benefits of e-learning, namely:
·reduced logistics and
administration cost, compared to
training under a conventional class
mode;
· wider variety of program offerings
since courses can be recycled or
adjusted to form a new module; and
· availability of courses at all time.
PROBLEM WITH THE USE
OF E-LEARNING
1. Poor telecommunication
Infrastructure
2. Cost of appliance
3. Cost of services
4. Teachers fear of the
technology because of limited
know-how
5. Maintenance of ITC resources
and lack of technical staff
6. Limited availability of
education software and
courseware
THANK
YOU
 Book
Corpuz, C. R., & Corpuz, C. R. . Human Resource Management.
REFERENCES
Rex Book Store. Zarate, C. A. (2014). Human Resource Management. C & E
Publishing, Inc.

Website
Karim, M. M., Choudhury, M. M., & Latif, W. B. (2019). The impact of training and development on
employees’ performance: an analysis of quantitative data. Noble International Journal of Business
and Management Research, 3(2), 25-33.
Kumar, D., & Siddika, H. (2017). Benefits of training and development program on employees’
performance: A study with special reference to banking sector in Bangladesh. International Journal
of Research-Granthaalayah, 5(12), 77-88.

Sahoo, M., & Mishra, S. (2019). Effects of trainee characteristics, training attitudes and training need
analysis on motivation to transfer training. Management Research Review, 42(2), 215-238.
https://www.emerald.com/insight/content/doi/10.1108/MRR-02-2018-0089/full/html

Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons..
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