Humanresource Management Training and development

1. Training &
Development
HRM Chapter 6

2. The various HR Functions
• Recruitment
• Selection
• Training & Development
• Performance Appraisal
• Compensation Management

3. Training & Development
• What is Training?
• What is Development?
• How do companies go about T & D?

4. Systems Approach to Training
• Phase 1: Needs Assessment
• Phase 2: Program Design
• Phase 3: Implementation
• Phase 4: Evaluation

5. Phase 1: Need Assessment

6. Organizational
Analysis –
Objectives,
Resources,
Environment
Training Needs
TRIGGER
AOP < EOP =
Organization
Performance
Operational Analysis
– Expected
Performance (EP)
Identify
Performance
Gap (PG)
PG = EP - AP
Gap (OPG)
Person Analysis –
Actual Performance
(AP)
Input
Non – Training
Needs
ANALYSIS PHASE
Process
Output
Training Need Analysis Model

7. Organizational Analysis
An Organizational Analysis should provide information about:
• Vision & Strategies of the Organization
• Resources (Capital & Human) and their allocation
• Organizational Environment

8. Task (Operational) Analysis
An Operational Analysis should provide the following
information:
• Mission, Goals & Objectives
• Job Analysis (Descriptions & Specifications)
• Performance Standards & Reward Systems
• Methods & Practices
• Competency Assessment

9. Person Analysis
• Conducted to determine which of the employees lack KSA’s
to perform a particular job.
Sources of Data collection:
• Performance Appraisal
• Self Ratings & 360-degree performance review
• Proficiency Tests
• Cognitive Tests
• Behavioral Tests
• Attitude Measures

10. Phase 2: Designing the
Training Program

11. Trainee Readiness &
Motivation
• Trainee Readiness – Maturity & Experience
• Trainee Motivation – To be Conscientious, goal – oriented,
self – disciplined and persevering
Strategies to create a Learning Environment:
• Use Positive Reinforcement
• Eliminate Threats & Punishments
• Be flexible
• Participants setting personal goals
• Designing Interesting Instructions
• Break down physical & psychological barriers to learning

12. Principles of Learning
• Goal Setting
• Meaningfulness
Presentation
• Modeling
• Individual Differences
• Active Practice & Repetition
of
• Whole vs Part Learning
• Massed
vs
Distributed
Learning
• Feedback & Reinforcement

13. Characteristics of Instructors
• Knowledge of the Subject
• Adaptability
• Sincerity
• Sense of Humor
• Interest
• Clear Instructions
• Individual Assistance
• Enthusiasm

14. Phase 3: Implementing the
Training Program

15. Training for Non – Managerial
Employees
• On – The – Job Training
• Apprenticeship Training
• Cooperative Training, Internships and Governmental Training
• Classroom Instruction
• Programed Instruction
• Audiovisual Methods
• E – Learning
• Simulation Methods

16. Training Methods for Management
Development
• On – the – Job Experiences
• Seminars & Conferences
• Case Studies
• Management Games
• Role Playing
• Behavior Modeling

17. Phase 4: Evaluating the
Training program

18. Criteria for Evaluation
• Reactions
• Learning
• Behavior – Transfer of Training
• Results or Return on Investment (ROI)

19. Special Topics in T & D
• Orientation Training
• Basic Skills Training
• Team Training and Cross Training
• Diversity Training

20. Thank you for your co-operation
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