AN INTRODUCTION TO

TRAINING &
DEVELOPMENT:

A Branch of HRM
COURSE CODE: Mgt. 114
Pre-Requisite Subjects: Management 101, 102 and 103

COURSE DESCRIPTION

The course provides an understanding of the role of training and the

various forms of training a human resource can take. Students develop a
theoretical applied understanding of training practices that ensure the
training practices in workplace as well as practical knowledge of
instructional design.
COURSE OBJECTIVES:
At the end of the semester, the student must be able to:

a. Define terms and describe practices that ensure the training and development function adds
value to the organization.
b. To determine the importance of training and development including the benefits associated with
training.
c. To highlight the cost of training and development programs.
d. Introduce various learning models, methods, techniques and skills utilized to ensure transfer of
learning among individuals and teams .
e. To discuss how to design and evaluate a training program aimed at developing and sustaining a
competitive workforce.
f. To analyze training needs and create assessment tools.
REQUIREMENTS OF THE COURSE

o Quizzes
o Midterm/Final Examination
o Case Studies
o Business Games/Simulations/ Group Building Activity
o Project/Application Assignments/ TrainingDesign
o Active Class Participation
o Research Output
CHAPTER ONE:
TRAINING AND
DEVELOPMENT

“Organizations and jobs are never static.

THEY KEEP ON
CHANGING.”
Change is important for any organization because, without change, businesses would
lose their competitive edge and fail to meet the ever-changing needs of customers.
CHAPTER ONE:
TRAINING AND
DEVELOPMENT

What makes Training and Development

imperative?
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TRAINING AND
DEVELOPMENT
o Economic Changes
o Rapidly Growing Technology
o New Business Demand
o Cultural and General shifts of the workforce
o Changing Nature of the work itself
CHAPTER ONE:
TRAINING AND
DEVELOPMENT

1. It leads to excellent development of people.

2. It encourage people to achieve their potential and career aspirations.
3. It foster a culture of learning where individuals take responsibility in partnership
with the company for their development.
4. It recognizes the need to develop its people so that they are fully equipped to
deliver the company’s objectives.
CHAPTER ONE:
TRAINING AND
DEVELOPMENT

“Employees regardless of rank

and status, need to learn new
skills, develop their abilities and
competencies to respond to
changes.”
CHAPTER ONE:
TRAINING AND
DEVELOPMENT

“WHAT HAPPENS WHEN YOU WITHHOLD

TRAINING AND DEVELOPMENT?”
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DEVELOPMENT

“WHY DO PLANTS AND EQUIPMENTS NEED RETOOLING?”

CHAPTER ONE:
TRAINING AND
DEVELOPMENT

TRAINING AND DEVELOPMENT FIGHTS OBSOLESCENCE OF

HUMAN RESOURCES
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TRAINING AND
DEVELOPMENT

WHAT IS TRAINING AND DEVELOPMENT?

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DEVELOPMENT
It is the field concerned with the organizational activity
aimed at bettering and improving the performance of
individuals or groups in an organizational setting.

It is a planned and designed effort of the

organization to facilitate employee’s learning of
job - related competencies
CHAPTER ONE:
TRAINING AND
DEVELOPMENT
Also know as “Employee Development”
HRLD- Human Resource Learning and Development

It refers to organized learning activities in the

organization to improve performance and personal
growth for the purpose of improving the job, the
employee and the organization.
CHAPTER ONE:
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DEVELOPMENT

WHAT IS THE GOAL OF TRAINING?

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FOR EMPLOYEES TO MASTER:

CHAPTER ONE:
TRAINING AND
DEVELOPMENT

KNOWLEDGE
ATTITUDE
SKILLS
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DEVELOPMENT

WHAT IS LEARNING?
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DEVELOPMENT

Learning
refers to the acquisition of knowledge by individual
employees or group of employees or groups of
employees who are willing to apply that knowledge
in their jobs in making decisions and accomplishing
tasks for the company.
CHAPTER ONE:
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DEVELOPMENT

WHAT IS KNOWLEDGE?
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DEVELOPMENT

Knowledge
refers to what individuals or teams of
employees know or know how to do
(human and social knowledge) as well as
company rules, processes, tools, and
routines (structured knowledge)
CHAPTER ONE:
TRAINING AND
DEVELOPMENT

Knowledge is either

o TACIT KNOWLEDGE
or
o EXPLICIT
KNOWLEDGE
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DEVELOPMENT

TACIT KNOWLEDGE

Personal Knowledge is based on individual experience

that is difficult to explain to others. Because tacit
knowledge is difficult to communicate, it is passed along
to others through direct experience. (e.g., interacting
with other employees, watching other employees.)
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DEVELOPMENT
EXPLICIT KNOWLEDGE

Explicit knowledge- refers to the knowledge that can be

formalized, codified and communicated. It can be found
in manuals, formulas, and specifications.
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DEVELOPMENT

WHAT ARE COMPETENCIES???

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DEVELOPMENT

Competencies

measurable skills, abilities and personality

traits that identify successful employees
against defined roles within an
organization.
CHAPTER ONE:
TRAINING AND
DEVELOPMENT

CORE COMPETENCIES
Competencies that any successful employee will need to
rise through the organization; the level of
accomplishment may vary but the essential competency
will remain the same. Competencies can, of course,
change over time and should not be regarded as
immutable.
According to Spencer and Spencer (2010),
Competencies include 5 areas:

1. Skills - demonstration of expertise

2. Knowledge - accumulated information
3. Self-concepts - attitudes, values, self-image
4. Traits - general disposition to behave in certain ways
5. Motives - recurrent thoughts that drive behaviors
OTHER COMPETENCIES

a. Statistical Competency
b. Presentation Skills
c. Technical Competency
COMPETENCIES IN GENERAL

o Judgment o Communication
o Flexibility o Interpersonal Skills
o Problem-solving o Initiative
o Self-confidence o Service Delivery
o Service Delivery o Achievement-Oriented
o Analytical Thinking o Technical Skills
o Technical Skills o Communication Skills
o Leadership o Initiative
TYPES OF LEARNING OUTCOMES
o Attitudes
o Verbal Information
combination of beliefs and feelings that
predispose a person to behave a certain
way. includes names or labels, facts, and bodies of
knowledge. Verbal Information includes specialized
knowledge that employees need in their jobs.

o Intellectual Skills

include concepts and rules which are o Motor Skills

critical to solve problems, serve
customers, and create products. include coordination and
dexterity of physical movements
ASSIGNMENT

Discuss the following:

1. Learning is a never ending demand of employees. (discuss)

2. Attitude is indispensable tool in the success of any individual (Discuss)