DEVELOPING EFFECTIVE

HUMAN RESOURCES
■ Train and develop
Presentation outline
What next?

1. Training and development

2. Career development and succession
planning
3. Performance appraisal
TRAINING AND DEVELOPMENT
Training and Development
Definition of terms
Training:

■ Imparting of knowledge, skills and attitudes

■ Focuses on a narrow area of employment,
and a specific area of work
■ It is task oriented,
■ Training standards are derived from the job
description
Definition of terms

Education:
■ Develops knowledge, skills, moral values
■ Create understanding in all aspects of life
■ It is a process of transformation, transmission
and preservation of cultural heritage
■ Focuses on a wide range of general
knowledge - conceptual, theoretical and
philosophical rather than specific skills
Definition of terms

Development:

■ Concerned with individual growth

■ Leads to self-realization of a person’s ability
■ Occurs through conscious or unconscious
learning
■ Includes both education and training.
■ Directed at creating learning opportunities
■ Facilitates a learning environment
AIMS OF TRAINING
Aims of training and development
[1]
Aims of training and development
[2]
Aims of training and development
[3]
Levels of training
Management Development
Management Development Methods

■ Business games,
■ Conferences, seminars
■ On the job experiences
■ Special assignments
■ Delegation,
■ Job Rotation,
■ Coaching
■ Case Studies
Aims of management development
■ Can you think of more reasons why
organizations should invest in
management development?
What is Learning?
What is Learning?
Conditions for Effective Learning [1]

■ Individuals must be motivated to learn.

■ Set standards of performance
■ Define targets for judging progress.
■ Provide a sense of direction and feedback
■ Use active learning
■ Learners must see it as useful and fulfilling
needs.
Conditions for Effective Learning[2]

■ Use appropriate learning methods.

■ Use varied learning methods.
■ Allow time to absorb learning
■ Reinforce correct behaviour
■ Recognize different levels of learning and
learning styles
■ Address knowledge, skills and attitudes
Challenges that may hinder learning
Challenges that may Hinder
Learning
■ Knowledge transfer ■ Clear and consistent
■ Linkage between policies on training
training and career ■ Competent trainers
promotion. and training facilities
■ Clarity in
organizational
objectives
PROCESS OF TRAINING

■ Training is a
systematic and
continuous process to
improve skills,
knowledge and
quality of work
The Training Cycle
PROCESS OF TRAINING
Training Needs Analysis- (TNA) [1]

There is a gap…… What is TNA?

■ Can you see it? ■ Determination of gap
between actual and
expected

■ Identifying performance
deviations
Training Needs Analysis- [2]
Training Needs Analysis- [3]
Importance of TNA

■ Information about ■ Basis for training

participants modules or topics

■ Identify performance ■ Source of

problems – what the documentation and
organization wants materials for training
them to know.
Methods for identifying training needs

■ Interviews
■ Focus groups
■ Questionnaires and surveys
■ Observation
■ Secondary sources/ document analysis
TRAINING DESIGN/COURSE
DEVELOPMENT
Course Design

⮚ Unpacking content into

objectives

⮚ Topics and sub-topics

⮚ Activities and learning

resources
Why Learning objectives?
Hierarchy of objectives
Writing Course Content

■ Collect relevant information

■ Review relevant off- the - shelf courses.
■ Find out different ways of presenting a
course content
■ Divide the course and organize it logically
■ Write a lesson plan
COURSE DELIVERY/PRESENTATION
Steps in course presentation

■ Announce the title of ■ Explain administrative

the course arrangements e.g.
breaks, lunch, rules
■ Introduce yourself on smoking,
washrooms etc.
Steps in course presentation

■ Facilitate ■ Brief introduction of

introductions – break the course – answer
the ice or warming up participants questions
or set the climate of
■ Introduce and clarify ❑ ‘ WHY AM I HERE?’
course objectives i.e.
what participants are ❑ ‘WHAT IS IN IT FOR
expected to achieve ME?’
Presentation methods
Presentation methods
Presentation methods
Course Presentation

⮚Lectures
⮚Case studies
⮚Discussions
⮚Q & A
⮚Role play
On-the-job training

On-the-job training
(sitting by Nelly)
■ Techniques
■ Coaching
■ Mentoring
■ Job rotation
COURSE EVALUATION
Course evaluation
Importance of evaluation
Levels of evaluation
Levels of evaluation
CAREER DEVELOPMENT
Career Development

■ It is the of process
choosing a career,
improving skills, and
advancing along a
career path.
■ It is a lifelong process
of learning and
decision-making
towards an ideal job,
skillset, and lifestyle.
Aims of Career development
Career development
Succession planning
Importance of Succession planning
Succession planning
Succession planning
APPRAISING AND IMPROVING
PERFORMANCE
PERFORMANCE APPRAISAL

■ Refers to a regular review of an employee's

job performance

■ Used to determine which employees have

contributed the most to the company's
growth, review progress, and reward high-
achieving workers.
Performance Appraisal
360 degree
Performance Appraisal-Challenges
Performance Appraisal - Challenges
End