Training and Development

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Page 1HR Success Guide
Training and Development

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What is Training and Development?
♦ Training and development - or "learning and development" as many refer to
it now - is one of the most important aspects to our lives and our work. In our
culture, we highly value learning. Yet, despite our having attended many years
of schooling, many of us have no idea how to carefully design an approach to
training and development.
♦ At the organizational level, a successful Human Resources Development
program will prepare the individual to undertake a higher level of work.
Continued..
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♦ Human Resources Development is the framework that focuses on the
organizations competencies at the first stage, training, and then developing
the employee, through education, to satisfy the organizations long-term needs
and the individuals’ career goals and employee value to their present and
future employers.
♦ The people within an organization are its human resource. Human Resources
Development from a business perspective is not entirely focused on the
individual’s growth and development, “development occurs to enhance the
organization's value, not solely for individual improvement. Individual
education and development is a tool and a means to an end, not the end goal
itself.
What is Training and Development?

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♦ Skills: Skills are applying knowledge in an effective and efficient manner to
get something done. One notices skills in an employee by their behaviours
♦ Job: A job is a collection of tasks and responsibilities that an employee is
responsible to conduct. Jobs have titles.
♦ Role: A role is the set of responsibilities or expected results associated with a
job. A job usually includes several roles.
♦ Ability: The capacity to perform an act, either innate or as the result of
learning and practice
Continued..
Frequently used Terms

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♦ Training: This term is often interpreted as the activity when an expert from
the expert to the learner (to enhance a learner's knowledge, attitudes or skills)
so the learner can better perform a current task or job
♦ Development: This term is often viewed as a broad, ongoing multi-faceted
set of activities (training activities among them) to bring someone or an
organization up to another threshold of performance. This development often
includes a wide variety of methods, e.g., orienting about a role, training in a
wide variety of areas, ongoing training on the job, coaching, mentoring and
forms of self-development. Some view development as a life-long goal and
experience.
Frequently used Terms

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♦ It is a learning process that involves the acquisition of knowledge,
sharpening of skills, concepts, rules, or changing of attitudes and behaviours to
enhance the performance of employees.
♦ Training is about knowing where you stand (no matter how good or bad the
current situation looks) at present, and where you will be after some point of
time. Training is about the acquisition of knowledge, skills, and abilities (KSA)
through professional development.
Training Defined

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Role of Training

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Needs for Training and Development
♦ Acquired new skills
♦ Improve existing skill set
♦ Knowledge upgrade
♦ Retention of skill with upgrade
♦ Meeting company department goals are easier
♦ Motivation
♦ Informal performance review
♦ Permanent learning solution

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Constraints and Challenges
♦ Employee time
♦ Budget
♦ Trainer and specialist in market
♦ Infrastructure (Place, Library, slides Etc)
♦ Inhibition/belief in training & development both by employee and employer
♦ Source of reliable training data (Getting Accurate data like employees
themselves say that they need certain training based on the views of their
friends or pressure by the manager overtaking their thoughts)
♦ Documenting the process

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Process of Training and Development
Employee Training Needs Assessment or Training needs data collection:
A "training needs assessment", or "training needs analysis", referred as TNA is
the systematic method of determining if a training need exists and if it does,
what training is required to fill the gap between the standard and the actual
performance of the employee. Therefore, training needs analysis is:
♦ Systematic method of determining performance discrepancies
♦ Causes of performance discrepancies

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Data Collection and Compilation
♦ Collection of Data in terms of the type of training required like some soft
skills or technical training etc. The details can be collected from the manager
by using training needs form or TPNF (Training program nomination form),
details are collected from the manger and the employee himself, the company
also has a set of internal course or of competencies which has to be neatly
documented. Numeric scale also can be used to asses the importance or
urgency of training by using 1 – 10 scale.

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Reasons to conduct Training Needs Analysis
♦ Identify the deficiencies.
♦ Determine whether employees lack KSAs. (Knowledge Skill Ability)
♦ Benchmark for evaluation of training.
♦ Makes sure training is provided to the right people.
♦ Increases the motivation of training.

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Training Needs Analysis Includes
ORGANIZATIONAL ANALYSIS
♦ Mission & strategies of organization
♦ The resources and their allocation
♦ Internal environment- attitudes of people
OPERATIONAL ANALYSIS
♦ Determine KSAs required for standard performance (Knowledge Skill Ability)
♦ Job analysis
PERSON ANALYSIS
♦ Specific areas of training required by the individual
♦ Whether an individual is capable of being trained
♦ The data regarding the person analysis can be collected through-
♦ Performance data
♦ Behavioral and aptitude tests &
♦ Performance appraisal

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Choosing the Right Training Methods

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Methods of Training
♦ On-the-job Training
♦ Off-the-job Techniques
♦ Orientations
♦ Lectures
♦ Role Playing and Simulation
♦ Audiovisual Methods
♦ Job Rotation
♦ Apprenticeships
♦ Programmed Learning,
♦ Laboratory Training

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End of Presentation

Training and Development

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Training and Development