Human Resource Management:

Training and Development of Employees

EMPLOYEE ORIENTATION- this is the procedure for providing new employees with some basic
background information about the firm/company, its culture, and the job. It is similar to what
sociologists refer to as socialization.
2 Levels of Employee Orientation
1. Organizational/ Overview Orientation- topics discussed include:
* Company Overview *Employee Union (if any)
* Key policies and procedures *Physical Facilities ..etc..
* Compensation and benefits

2. Departmental & Job Orientation- topics discussed include:

* Department Function
* Employee duties and responsibilities
* Department policies, procedures, rules and
regulations
* Tour of the department
* Introduction to department employees.
The HR department and the new employee’s immediate supervisor normally share for the orientation.

TRAINING- it is a learning process that involves the acquisition of knowledge, sharpening of skills,
concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.
Objectives of Training and Development:
1. Improve productivity and the quality and quantity of output.
2. Effectiveness in the present job.
3. Create favorable attitudes.
4. Help employees in their personal development & advancement.
5. Help organization to respond to dynamic market conditions.
6. Satisfy HR planning requirements.
THE TRAINING PROCESS
1. Training Needs Analysis (TNA)/ Needs Assessment- this refers to the process used to
determine if training is necessary. It identifies specific job performance deficiencies and
increases productivity. Training is needed when significant differences exist between actual
performance and prescribed standards.

Methods Used to Gather Needs Assessment Information

a. Interviews- can be employed to identify employee job-related issues, determine any extra
skills or knowledge required for improved job performance, and gather the employee's
input on necessary training.
b. Survey questionnaire- This process entails creating a list of essential job skills and
having employees mark the ones they feel they require training for.
c. Observation- involves systematically watching and monitoring employees in their work
environment to gather valuable information about their job performance, skills, and
training requirements.

Human Resource Management Third Edition Author: Crispina R. Corpuz

 d. Focus Group- employees from various departments who conduct focus group sessions to
determine skills and knowledge needed by employees for the organization to stay
competitive and identify problems of the organization that can be solved by training.
e. Documentation examination – this involves examining records like absenteeism,
turnover, accident rates, and performance appraisal information to determine if problem
exists and whether any problems identified can be addressed through training.

2. Designing the Training Programs/Training Objectives

After determining training needs, objectives must be established to meet those needs.
Effective training objectives should state the benefits to the different stakeholders in the
organization. The outcome of the training or learning objectives can be categorized as
follows:
a. Instructional Objectives
b. Organizational and Departmental Objectives
c. Individual and Growth Objectives
Importance of Training Objectives:
a. Limited resources make training objectives crucial in shaping the program efficiently by
focusing on specific needs and adhering to a structured plan.
b. Training objectives provide trainees with a clear picture of what they should achieve by
the end of their training.
c. It becomes easy for the training evaluator to measure the progress of the trainees because
the objectives define the expected performance of trainees.

3. Validation- Introduce and validate the training before a representative audience. Base final
revisions on pilot results to ensure training effectiveness. When clearly defined objectives are
lacking, it is impossible to evaluate a training program efficiently.

4. Implementation of the Training Program

Preparation is the most important factor to guarantee success. Therefore, the
following are factors that should be kept in mind while implementing a training program:
a. The Trainer- The trainer needs to be prepared mentally before the delivery of content.
The trainer prepares materials and activities well in advance.
b. Setup- Good setup is a prerequisite for effective and successful training program
because it makes the first impression on participants.
c. Establishing rapport with participants – A trainer can establish good rapport with
trainees by:
 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 have them get familiarized with one another;
 Listening carefully to trainees’ comments and opinions;
 Telling the learners by what name the trainer wants to be addressed;
 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.
d. Reviewing the agenda- At the start of the training, it's crucial to review the program
objectives. The trainer should outline the program's goals, participants'
responsibilities, the program's structure, and its flow. The following information
needs to be included:
 Kinds of training activities

Human Resource Management Third Edition Author: Crispina R. Corpuz

  Schedule
 Setting group norms
 Housekeeping arrangements
 Flow of the program
 Handling problematic situations

5. Training Evaluation- This will keep check whether training has had the desired effect.
Training evaluation ensures that candidates are able to implement their learning in their
respective workplaces, or to the regular work routines.

Process of Training
o Before the Training- The learner’s skills and knowledge are assessed before the
training because this can help determine whether the actual outcomes are aligned with
the expected outcomes of training.
o During the Training- This is the phase at which instruction is started. This usually
consists of short tests at regular intervals.
o After the Training- This phase is designed to determine whether training given had
the desired effect at individual departments and organizational levels. Observation,
questionnaire, and interview are some of the techniques used for evaluation.

TRAINING METHODS
 Cognitive Methods- dwell on giving theoretical training to the trainees. The
various methods under cognitive approach provide the rules on how to do specific
tasks such as written or verbal information and demonstrate relationships among
concepts. These methods are associated with changes in knowledge and attitude
by stimulating learning. (e.g. Lecture/discussion, Demonstration/ Hands-on ..)
 Behavioral Methods- are more of giving practical training to the trainees. These
methods are best used for skills development. (e.g. Games & simulations, case
studies..)

Human Resource Management Third Edition Author: Crispina R. Corpuz