HRM Module 4 (1)

Module - 4
Training and Development

Contents of the Module
• Training - Significance –
• Training Need Analysis –
• Process and Types of Training - On the job - Off the job –
• Training Aids –
• Training Evaluation.
Training
• ‘The organized procedure by which people learn knowledge and/or skill for a
definite purpose’.
• Training refers to the teaching and learning activities carried on for the primary
purpose of helping members of an organization acquire and apply the
knowledge, skills, abilities, and attitudes needed by a particular job and
organization.
• Training is an essential activity that is undertaken by the organisation to enhance
the skills of the employees by helping them in acquiring new knowledge and
skills which are required to perform their present jobs more efficiently.
• Training is the act of increasing the knowledge and skills of an employee for
doing a particular job. Edwin Flippo
• Training is the formal and systematic modification of behaviour through
learning which occurs as a result of education, instruction, development and
planned experience. Michael Armstrong
• Training is any process by which the attitudes, skills and abilities of employees
to perform specific jobs are improved.” Simply put, training is that activity
through which an employee acquires skill and knowledge to perform the job in a
satisfactory manner. Michael Jucious
Training- Significance
• Environmental changes: Mechanization, computerization, and automation
have resulted in many changes that require trained staff possessing enough
skills. The organization should train the employees to enrich them with the latest
technology and knowledge.
• Organizational complexity: With modern inventions, technological
upgradation, and diversification most of the organizations have become very
complex. This has aggravated the problems of coordination. So, in order to cope
up with the complexities, training has become mandatory.
Training- Significance
• Human relations: Every management has to maintain very good human
relations, and this has made training as one of the basic conditions to deal with
human problems.
• To match employee specifications with the job requirements and
organizational needs: An employee’s specification may not exactly suit to the
requirements of the job and the organization, irrespective of past experience and
skills. There is always a gap between an employee’s present specifications and
the organization’s requirements. For filling this gap training is required.
• Change in the job assignment: Training is also necessary when the existing
employee is promoted to the higher level or transferred to another department.
Training is also required to equip the old employees with new techniques.
Training Process
Training Process
• Needs Assessment: bridges the gap between standard and actual performance.
• Defining Training Objectives: basic objective of training is to bring proper
match between man and the job
• Designing training programs: Training methods are desired means of attaining
training objectives.
• Implementation: the prepared plans and programs are implemented to get the
desired output.
• Evaluation and follow up: evaluation of various aspects of training in order to
know whether the training program was effective. A feedback mechanism is
created in order to identify the weak areas in the training program and improve
the same in future.
Types of Training
• Coaching: performance driven.
• Mentoring: development driven. Holistic in nature and beyond the job scope.
• Behaviourally experienced learning: blend of skills needed in interpersonal
relationships, productive emotions, effective communications, and engaging
attitudes.
Training Aids
• Visual Aids- The aids that use vision senses are known as visual aids. For
example- real objects, models, pictures, charts, flash cards, black board,
chalkboard, chalks, slides etc.
• Audio Aids- The aids that involve the hearing sense are known as audio aids.
For example- radio, tape recorder, etc.
• Audio-Visual Aids- The aids that involve both- the sense of vision and the sense
of hearing are called Audio-Visual aids. For example- television, film projector,
etc.
Training Evaluation
Training evaluation is the systematic process of analysing training programs to
ensure that it is delivered effectively and efficiently. Training evaluation identifies
training gaps and even discovers opportunities for improving training programs.
Training Evaluation
• Phillips ROI Model
• The Phillips ROI model evaluates the training program’s Return on Investment (ROI). This model
basically emulates the scope and sequence of the Kirkpatrick’s Model, but with an additional step.
The five levels of the model are as follows:
• Level 1: Reaction – the model starts with evaluating the participant’s reaction and satisfaction to the
training program.
• Level 2: Learning – this level measures the skills and knowledge gained by the participants
• Level 3: Application and implementation – this level measures whether the participants of the
training program learned anything from training upon returning to the workplace. However, it
improves that scope by determining whether an issue (if any) resides with the application of the
learning or its implementation.
• Level 4: Impact – in the Phillips model, instead of results it focuses on measuring the overall
business impact of the training program. It is much broader model as it identifies whether other
factors aside from training affected the outcome.
• Level 5: Return on investment (ROI) – This added level is designed to measure the ROI with the
use of cost-benefit analysis to compare the monetary value of the business outcomes with the costs
of the training program(s).
Training Needs Analysis Model
Thank You

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Module - 4

Training and Development

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