Professional Documents
Culture Documents
CHAPTER SIX
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HUMAN RESOURCE DEVELOPMENT
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LEARNING
Learning is the process by which a person acquires and develops new knowledge,
skills, capabilities and attitudes.
‘learning is goal directed, it impacts behavior and cognition, and the changes
brought about are relatively stable.
Learning has happened when people can demonstrate that they know something
that they did not know before (insights, realizations as well as facts) and when they
can do something they could not do before (skills)’.
TRAINING
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Human resource Development process
2. design,
3. implementation, and
4. evaluation
Step1: Conducting need Assessment
Need assessment refers to a systematic identification of training and
development needs.
Training need is the gap between skills needed for a job and the present skill
level of employees.
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…Step1: Conducting need Assessment
Levels of training need analysis
Task analysis- involves reviewing the job description and specifications to
identify the activities performed in a particular job and the KSAs needed to
perform them. i.e, The process of determining what the content of a training
program should be on the basis of a study of the tasks and duties involved in
the job.
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…Step1: Conducting need Assessment
Levels of training need analysis
A person/individual analysis- involves determining which employees
require training and, which do not.
Performance appraisal information can be used for the purposes of
conducting a person analysis. Source of data , employee + immediate
supervisor
Purpose of Conducting a person analysis
Helps organizations avoid the mistake of sending all employees into
training when some do not need it.
Helps to determine training programs
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EFFECTIVE NEED ANALYSIS WILL LEAD TO :-
Identifying the training goal (what problem the training is hoping to solve?)
• A method by which employees are given hands-on experience with instructions from
their supervisor or other trainer.
• In this program the employee is placed in to real work situations and shown how the
job is performed by experienced worker or supervisor.
• Requires setting specific training schedule, evaluation and feedback session for each
trainee.
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ON THE JOB TRAINING STEPS:-
1.Preparation:the trainees are told about the job, purpose and expected
outcome of the training
3.Practice: The trainees are given opportunity to actually perform the job to
demonstrate their understanding. Errors are corrected. Practice is continued
till the employee is able to perform the job with out supervision.
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TRAINING METHODS
Used to teach facts, skills and concepts without requiring the trainee to
practice the materials thought.
Lecture
Conference
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…TRAINING METHODS
2.Simulation Methods:
Role playing- Consists of playing the roles of others, who are facing a
particular problem.
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…TRAINING METHODS
3. Apprenticeship training
4. Vestibule Training: Trainees learn their jobs on the equipment they will
be using on the job. The training is conducted away from the actual work
environment.
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STEP 3: IMPLEMENTING THE PROGRAM
Inform learners
Arrange off site or on site classrooms
Avail necessary aiding materials
Deliver the program as per schedule
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STEP4: EVALUATING THE PROGRAM
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Criteria for evaluation
Criterion 1: Reactions – what trainees think about the overall
training.
What were your learning goals for this program?
Did you achieve them?
Did you like this program?
Criteria for evaluation