L EA R N I NG

&

D EV E LO P M E NT

DR. GOWRI JOSHI

 CHALLENGES for HR Professionals:
1] Negative perceptions (ineffective, useless, etc)

2] Believed to be woman-oriented
3] Invisible nature of HR work

4] Lack of appreciation and thankless job

5] HR leaders uninterested in business dynamics

6] Lack of measuring quality or effectiveness of HR work

7] Non-cooperation and high expectations from employees
 Hesseling (1971)
defines training as a
Definition sequence of experiences
of and learning opportunities
Training: designed to modify behaviour
in order to attain
a stated objective.
What do Trainees receive through training?

 INFORMATION AND KNOWLEDGE

 SKILLS AND ABILITIES

 DESIRED ATTITUDES

 THOUGHTS AND CONCEPTS

 EXPERIENCES AND MOMENTS OF LEARNING

 Various Players in Training
(Roles and Responsibilities):

 TRAINERS  COORDINATORS

 TRAINEES  PROMOTERS
(marketing, advertising)

 ORGANIZERS  EVALUATORS

 RESEARCHERS / CONTENT DEVELOPERS

 Types of Training Content / Inputs:

 BASIC LITERACY LEVEL

 TECHNICAL SKILLS (ADVANCED LEVEL)

 INTERPERSONAL SKILLS

 PROBLEM SOLVING SKILLS

 SUBJECT FACILITATION
KNOWLEDGE

Top 5 Qualities
of an Effective
BEING
ORGANIZED TRAINER
VERSATILITY
IN DELIVERY

PATIENCE
 SELF-
MOTIVATED REFLECTIVE
[self-driven, [thinks, analyses,
motivated to learn] engages in learning]

Top 5 Qualities
CURIOUS of an Effective
[questions
everything,
asks doubts]
LEARNER PERSISTENT
[self-discipline,
sustained and
continuous effort]

RESILIENT
[willing to fail, take risks,
learn from mistakes]
 A.D.D.I.E. Model of Training:

ANALYSIS: Needs, gaps, tasks, expectations, requirements, etc.

DESIGN: Objectives, strategies, format, activities, etc.
DEVELOP: Course material, content, resources, review, pilot testing, etc.
IMPLEMENT: Participant engagement, delivery, use of tools, observe, etc.
EVALUATE: Perceptions, learning, performance, feedback, etc.
 Difference Between TRAINING & DEVELOPMENT:
PARAMETER TRAINING / LEARNING DEVELOPMENT

Opportunity to increase Opportunity to grow as a

1] Meaning:
knowledge, skills, etc. better person and professional
2] Focus: Immediate needs and skills Futuristic needs and attitude

3] Orientation: Job / Role oriented Person oriented

4] Scope: Small & Narrow Broad & Large

5] Duration: Short term with fixed duration Long term and Ongoing
Personalized experience
6] Participation: Mostly group participation
of an Individual
7] Ownership: Organization takes responsibility Individual takes responsibility
 CHALLENGES IN TRAINING:

1] Learning is unfortunately not a priority

2] Lack of ‘Effective’ trainers

3] Forceful provision of training

4] Heterogenous character of trainees

5] Unrealistic expectations

6] Mismatch between needs and objectives

 CHALLENGES IN TRAINING…contd:

7] Biases and fixed mindsets towards several things

8] Budget and infrastructure constraints

9] Gap between training and performance

10] Monotony (in-house trainers, venues, topics, etc)

11] Impact of training is mostly invisible

 TYPES OF TRAINING:
ON-THE-JOB OFF-THE-JOB
1] LIVE CLASSROOM SESSIONS / LECTURES
1] INSTRUCTIONS & 2] CASE STUDY METHOD
OBSERVATIONS
3] AUDIO-VISUALS
2] MENTORING 4] ROLE PLAYS

5] DEMONSTRATIONS
3] JOB TRANSFERS
6] GAMES, QUIZZES & COMPETITIONS

7] EXERCISES, ACTIVITIES, GDs, etc.

4] PROBLEMS & CRISIS
5] TRAINEE EXPOSURE LEARNING
(internship, apprenticeship, etc)
8] SEMINARS, CONFERENCES,
SYMPOSIUMS, FIELD TRIPS, etc.
9] WEB BASED LEARNING
 DIFFERENCE BETWEEN
ON-THE-JOB & OFF-THE-JOB LEARNING:

POINT OF DIFFERENCE ON – THE – JOB OFF – THE - JOB

1] Amount of Learning Very High Low to Moderate

2] Cost of Learning Very Low High
3] Method of Learning Unstructured Structured
4] Focus on Learning Low High
5] Control over Learning High Low

6] Motivation to Learn Uncertain & Inconsistent High & Consistent

7] Transfer of Learning Easier Difficult
 EVALUATION OF TRAINING:
WHAT: WHEN: HOW:

1] Components of Training
2] Effectiveness of
Specific Modules
3] Training Climate
Questionnaires, TNA,
Before & After Discussions, etc.
End Feedback, Scales, Checklists, etc.
Concurrent Open reviews, Discussions, etc.

4] Methods & Tools End Questionnaires, Interviews, etc.

5] Use of Learning Periodically Task Analysis, Critical incidents,

(after few months) Diaries & Records, Interviews, etc.

Cost-Benefit Audit,
6] Cost Effectiveness Annually Quantity-Quality Measures

7] Support & Mentoring Annually Interviews, Surveys, Discussions, etc.