HUMAN RESOURCE TRAINING AND

DEVELOPMENT.

Hargeisa, Somaliland
Sept 2022

MR. MOHAMED MOHAMUD

Senior HRM Expert and Trainer
Somaliland
CHAPTER TWO

ORAGINIZATION AND
MANAGEMNT OF
TRAINING
PROGRAMME.
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 2.1 Introduction.
 After having understood the importance of any training
programme, the next important question for the
management lies on conducting the same. Training is an
abstract kind of managerial function, whose advantages
are not evident immediately. So, the management has to
plan it very carefully. Training is an important managerial
function and involves all the steps that are the
characteristic of other managerial functions. Some of the
critical questions regarding training activity before the
management are:
Some of the critical questions regarding
training activity before the management are:

Whether training should be undertaken at all?

 What objectives is the training activity likely to
satisfy?
Who should impart the training?
Do we need a separate department for imparting
training to the managers?
How training should be imparted to the
trainees?
How should the results of training be measured?
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Designing a Training Programme
Some of the typical steps in designing a training
programme are:
(i) Identification of training needs.
(ii) Setting training objectives.
(iii) Organizational set-up for training
(iv) Training operations.
(v) Evaluation of training.

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Training has to be imparted by the people and in order to enable them work effectively;
organization must have a structure that makes them work effectively and efficiently.
Advantages of having in-house training center:
(i) Training programme shall be under the direct control of the executives.
(ii) The likeliness of a training programme to adhere to the objectives increases if it is being
organized within the organization.
(iii) If training is a regular exercise, as it is the case of software, pharmaceuticals and other
companies, then it is feasible to have a separate training center.
(iv) An in-house training center ensures the privacy of training. In the competitive times of
today, privacy is an important issue because the competitors can copy the organization’s
efforts and offset its competitive advantage.
(v) Constant review of training effectiveness is easy if it is being imparted within the
organization.

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2.4 External Organization
Several organizations, such as
1. Consultancy organizations,
2. Professional bodies,
3. Government departments,
4. Educational institutions etc.
The external organizations can organize the training
programme by two modalities:
A training programme dedicated to an organization.
A training general programme in which delegates
of several organizations participate
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2.5 Training Operations
From the operational angle, the following
activities have to be undertaken to conduct a
training programme.
1. Selection of the Trainees.
2. Training the trainer.
3. Training Period.
4. Training Methods and Material.

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2.6 Evaluation of Training.
Management of training would not be complete
without proper evaluation of training.
Training is a very costly and time- consuming
process. It is essential to determine its effectiveness
in terms of achievement of specific training
objectives.
Evaluation of training would provide useful
information about the effectiveness of training as
well as about the design of future training
programmes.

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2.7 Training Effectiveness

Training effectiveness is the degree to which

trainees are able to learn and apply the knowledge
and skills acquired during the programme. It is
influenced by the attitudes, interests, values and
expectations of the trainees and the training
environment.

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2.8 Essentials of Good Training
(a) Training programme should be chalked out after identifying the training needs or goals. It
should have relevance to the job requirements.
(b) It must be flexible and should make due allowance for the differences among the
individuals as regards ability, aptitude, learning capacity, emotional make-up, etc.
(c) It should prepare the trainees mentally before they are imparted any job knowledge or
skill.
(d) It must be conducted by well-qualified and experienced trainers.
(e) An effective training programme should emphasize both theory and practice. It should
help in acquiring knowledge and its practical applications.
(f) It should have the support of the top management as it can greatly influence the quality of
training.
(g) Lastly, an effective training programme should be supported by a system of critical
appraisal of the outcome of the training efforts.
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Exercise 1
Group Exercise:
1) HOW CAN WE DESIGN, IMPLEMENT AND EVALUATE OF TRAINING &
DEVELOPMENT PROGRAMMES?

2) WHAT ARE CLASSIFICATION OF TRAINING METHODS?

3)

Exercise 2.
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EVALUATION

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