HUMAN RESOURCE

MANAGEMENT

HRM101
 Topic
Training and Development
Training Process
Training and Development Methods
Career Development
Learning Outcome
• Students will understand Training Process
• Students will understand different Training and
Development Methods
• Students will understand Career Development
 Pedagogy
• News
• Article
• Video
• MCQ
• Activity
• Content
News
 News
Spectators once again allowed in HRM facilities]
https://
www.halifaxtoday.ca/coronavirus-covid-19-local-news/spectators-once-again-allowed-in-hrm-fac
ilities-as-of-monday-3358420
The Halifax Regional Municipality continues to monitor and respond to the rapidly evolving
impacts of COVID-19
Most municipally owned recreation centers, fitness centers, gymnasiums and pools have
reopened
Spectator capacity increase
Although provincial guidelines allow for up to 100 spectators, not every venue can safely
accommodate those numbers at this time. Staffing, configuration and size of the venue must be
considered in each individual facility. Safety remains our top priority.
 No food or drink is permitted in arenas, and masks must be worn at all times.
Residents are reminded they may continue to use REC at Home (company name) which offers a
variety of activities that you can enjoy with your family - from arts and crafts, to at-home
workouts.
 News
Indian employees can opt for four-day work week soon

https://hrmasia.com/indian-employees-can-opt-for-four-day-work-week-soon/
Labour and employment secretary Apurva Chandra said the new labour codes
would provide the flexibility
The working hours limit of 48 hours for a week will remain same
Companies cannot increase the working hours beyond the mandated 48-hour
limit for the week
Companies adopting the four-day work week will need to give employees three
consecutive off-days after that. 
He said unions would oppose the new labour codes only if companies do not
allow employees a three-day consecutive leave
Video
Video 1
Teaching Methods for Inspiring the Students of the Future 

• https://www.youtube.com/watch?v=UCFg9bcW7Bk
• Time: 16 Minutes
 Activity
Class Discussion
 Training and Development :Training Process

• Training
• The process of teaching new employees the basic skills they need to perform
their jobs.
• The strategic context of training
• Performance management: the process employers use to make sure
employees are working toward organizational goals.
• Web-based training
• Distance learning-based training
• Cross-cultural diversity training

http://www.vardhman.com/careers_overview.asp
Training Process

• Need assessment: diagnoses problem, future challenge,

blue print
Levels : Group, individual and task levels
Techniques: observation, online technology , manuals
records, interviewing , questionnaire, focus groups,
historical data
Issues: behavior cooperation, trust and support, task
analysis, person analysis, inappropriate
Benefits: meet felt needs, compel manger to build skills
and improve competency
Absence of Need assessment : student will answer
Training Process

Absence of Need assessment : Loss to business, high

turnover, high training cost, undermining carrer paths
 Training Process

Deriving Instructional Objectives :

 input for designing the training programme
Measures of success criteria, accurate calculate marks
Designing Training and development programme
Who are trainers: supervisors, coworkers, HR staff, consultant,
industry associates, faculty member from universities
 Who are trainees : self nomination, recommendation by
supervisors
Methods of training techniques
On the Job
Off the Job
The Training Process (Contd.)
• Designing Training and Development Programme

Steps in Designing a Training Programme

15
The Training Process (Contd.)

Source: Based on Personnel/Human Resource Management by Leap and Crino

Training Methods and the Activities for Which They are Used
16
• on the job training (OJT)-
• On-the-Job Training (OJT)
– Step 1: Prepare the Learner: put them at ease
– Step 2: Present the Operation: explain
– Step 3: Do a Tryout: learner go through a job several times
– Step 4: Follow up: compliment good work
• Off the job training
• Lectures
• Audio-Visuals
• Simulation- case study, role playing, vestibule training,
sensitivity training
The Training Process (Contd.)

Resources Management by Leap and Crino

Source: Based on Personnel/Human
The Relative Effectiveness of Training Methods

18
 The Training Process: Summary
1) Need Assessment- blue print
Need Assessment Methods
a)Group or Organizational analysis b) Individual analysis
Issues in Needs assessment- organizational support
Benefits of Need analysis- achieve goals
Consequences of absence of training Needs assessment- higher labour
turnover
2) Deriving Instructional objectives- Input for designing the training
program
3) Designing Training and development programme
Who are trainers , who are trainees ,
Methods of training techniques
Training and Development Methods.
The process of teaching new employees the basic skills
they need to perform their jobs.
Training Methods
On the job training (OJT)
Prepare the
learner

Present the
operation

Do a try out

Follow up
On-the-Job Training (OJT)
Apprenticeship Training.
Job instruction.
Cooperative Training,
Internships, and Governmental Training.
Coaching.
Job Rotation.
Training Methods
Off the job training
– Lectures.
– Audio visuals.
– Simulation.
– Case study.
– Role playing.
– Vestibule training.
Off-the-job training

• Classroom Instructions.

• Lectures.

• Films.

• Role plays.

• Case studies.

• Programmed Instruction.
Off-the-job training

• Audiovisual Methods.

• Computer-based Training and E-Learning.

• Simulation Method.
Out Bound Learning (OBL)

Spread over a period of 1-2 days.

OBL involves a series of exercises,

games, and activities.

They are built around the theme of

training and are carried out in
teams.
• Out Bound Learning (OBL)
– Spread over a period of 1-2 days, OBL involves a series of exercises, games and
activities that are built around the theme of training and are carried out in teams

Techniques of Training
29
• on the job training (OJT)- prepare the learner
Present the operation
Do a try out
Follow up
Programmed Instruction(PI)
Computer Assisted Instruction(CAI)
Simulation- case study, role playing, vestibule
training, sensitivity training
• Off the job training
Lectures
Audio visuals
• Level of learning- learning principles
Motivation, Individual differences
Reinforcement ,Knowledge of results ,Goals Setting,Schedules of
learning

4) Implementation of the training program- Location , Scheduling,

conduct and monitoring

5) Evaluation of programme
Need of evaluation
Principles of Evaluation
Criteria of evaluation
Techniques of Evaluation- Experimental (training) and Control groups
(No training),Questionnaires , interview
Levels of Evaluation- Result , Behavior, Learning and reaction
Training Process
• AODDIE(six steps)
• A: Analysis
O: Objective
D: Design
D: Development
I: Implement
E: Evaluate
Figure 7–2 Systems Model of Training

7–33
 The Training Process

Source: Adapted from Training in Organisations by Irwin L. Goldstein and J.

Kevin Ford, p. 24.
34
The Training Process (Contd.)

Source: Adapted from Michalak, D.F., and E.G. Yager, 1979, Making the
Training Process Work
Model of Initiatives when Performance Discrepancy is Identified 35
The Training Process (Contd.)
• Designing Training and Development Programme

Steps in Designing a Training Programme

36
Career Development.
• A career is the progress or general course of action of
a person in some profession or in an organization.
 Career Development

• Career Development Meaning: broader, longer, wider

scope, individual, ongoing process
• Training : duration specific, aims at improving performance
, group specific
Video 2
You're Always On: Your Career Development Cycle

• https://www.youtube.com/watch?v=22LGzSisSLY
• 13 Minutes
Video 3
How to Future Proof Your Career

https://www.youtube.com/watch?v=7ANNusBBWsg
• Time: 15 Minutes
Activity
• What you want to be in your career
• And how much time you are spending daily towards your goad
• Explain action your are taking
 News:North Dakota launches student app challenge for career
development
• The North Dakota Information Technology Department announced the launch
of a mobile application development competition to help high school and
college students demonstrate and promote their talents to industry professionals.
• The focus of the competition
To help students explore career pathways, engage in creative problem-solving
and connect with and learn from industry leaders.
The state is asking students to develop apps that can address challenges in areas
of public service, safety, finance and quality of life, and that run on Android,
Apple and Windows mobile platforms.
“North Dakota’s statewide focus on STEAM education, including computer
science and cybersecurity, is helping provide students with valuable 21st
century skills
 News:North Dakota launches student app challenge for career
development
• https://edscoop.com/north-dakota-app-competition-april-2020/
Career Development
• Career is progress or general course of action of a person in
some profession or in an organisation
• A typical career progresses through five stages:
– Entry to the organisation when the individual can begin the
process of self-directed career planning
– Progress within particular areas of work
– Mid-career
– Later careers
– End of career in organisations

44
Career Development
• Career – Specific job that person performs, course of
action of a person in some professions.
• Career Planning-planned succession of jobs worked out
by firm to develop employees.
• Career Development – Formal approach used by the
firm to ensure that people with proper qualifications
and experience are available.
• Career Management – is the process of enabling
employees to better understand and develop their
skills.
Career progresses through five stages
• Entry into the organization is when the individual can
begin the process of self-directed career planning.
• Progress within particular areas of work.
• Mid-career.
• Later careers. 
• End of career in organizations.
Career Management Process
Activity
• Actions/initiatives to be taken by organizations for career
development
Career Development Initiatives
• Career Planning workshops: structured.
• Career counseling: one to one. 
• Mentoring.
• Sabbaticals: refreshing their learning and rejuvenating their energies. 
• Personal Development Plans (PDPs): self development.
• Career workbooks consist of questions and exercises designed to
guide individuals to figure out their strengths and weaknesses.
Activity
• Career Development Challenges.
Challenges of Career Development
• Laissez-faire attitude of the management.
• The assumption that job rotation or an overseas
assignment is itself a developmental experience.
• Making promotions or lateral moves that stretch the
person to the point of breaking.
• Moving the high potential individual from one role to
another too quickly.
• Some individuals are too ambitious, impatient and
greedy.
Training and development :Career Development

• Career – Specific job that person performs, course of action of a person

in some profession

• Career Planning - planned succession of jobs worked out by firm to

develop in employees

• Career Development – Formal approach used by the firm to ensure

that people with proper qualification and experience are available
needed.
• Career Management – is the process of enabling employees to better
understand and develop their skills

• http://www.tmtctata.com/
• Tata Management Training Centre
Career Development (Contd.)

Source: Nick Wilton, Human Resource

Management, Sage, 2012, P.343
The ‘old’ and ‘new’ careers compared

53
Career Management Process

54
Government Initiative
• The following high-growth sectors have been identified by National Skill
Development Corporation (NSDC):
– Automobile/auto components
– Electronics hardware
– Textiles and garments
– Leather and leather goods
– Chemicals and pharmaceuticals
– Gem and jewellery
– Building and construction
– Food processing
– Handlooms and handicrafts
– Building hardware and home furnishings
– IT or software
– ITES-BPO

55
Government Initiative (Contd.)
• The following high-growth sectors have been identified by National Skill
Development Corporation (NSDC):
– Tourism, hospitality and travel
– Transportation/logistics/warehousing and packaging
– Organised retail
– Real estate
– Media, entertainment, broadcasting, content creation, animation
– Healthcare
– Banking/insurance and finance
– Education/skill development
– Unorganised sector

56