TRAINING HUMAN

RESOURCES
BSLM-3A
SUBMITTED BY:

CIABAL, RANCI KYLE DS.

ABUTAN, CHRETIEN KYRIL C.
CRISTOBAL, LORRAINE JOYCE P.
NATO, JOIE M.
SANCHEZ, JURYSH RENIEL T.
PAGADUAN, BRYAN A.
SUBMITTED TO:
PROF. PROF. NARCISO ISIDRO JR., MBA

INTRODUCTION
TRAINING - is teaching, or developing in oneself or others, any skills
and knowledge that relate to specific useful competencies. Training
has specific goals of improving one's capability, capacity, productivity
and performance.

INTRODUCTION
Training and development is a
function
of
human resource
management
concerned
with
organizational activity aimed at
bettering the performance of
individuals
and
groups
in
organizational settings. It has been
known by several names, including
"human resource development",
and "learning and development".

Why train?

Increase Productivity

Reduced Accidents

Reduced Supervision

Heightened Morale

C.1 NEEDS
ASSESMENT

What is a Needs Assessment?

the process of collecting and analyzing information to determine

the trainingrequirementsthat would enable atarget groupof
employees to meet or exceed the performance requirements of
their roles within the organization.

Types of Training Needs Assessments

A comprehensive organizational needs assessment looks at the

entire company to determine training needs at all levels and
across all tasks.

Tied to a strategic change initiative or a desire to improve overall

performance for competitive reasons, with no specific performance
gap having been identified.

A task-based needs assessment analyzes data about a specific

job or a group of jobs to determine the knowledge, skills,
attitudes and abilities needed to achieve optimum performance
in that job or job grouping.

An assessment at the individual level analyzes how well individual

employees are doing on the job and whether performance gaps
exist which can be addressed by training.

How to Conduct a Training Needs Assessment

The needs assessment is about determining the following:

What is the problem (or gap) based on your understanding of the organizations
objectives and performance requirements and current employee performance.

s the performance gap a skill (competence) or will (attitude) issue?

How can it best be addressed (e.g. communication, coaching, new

system/process, training, etc.).

If training is required:

Who needs training?

What kind of training is needed?

How urgent is the need for training

Are resources available to support the training?

Sometimes Training is Not the Answer

In conducting a needs assessment, you might discover that the
performance gap is caused by something that training wont
effectively address. The following table illustrates a number of
possible underlying causes for performance gaps and how each
might be addressed.
Cause

Solution

Gap in skill or knowledge

Provide training

Inadequate feedback

Provide feedback and clear standards

Lack of motivation

Provide rewards and consequences

Unclear expectations

Provide and discuss standards and identify how

performance will be measured

Poor job environment

Change the environment

Employee lacks potential

Change personnel

At the end of the day, if your needs assessment

reveals:
existing

knowledge and skills gaps that would be

most effectively addressed by training;
an urgent need to close the performance gap;
management support for a training initiative;
adequate resources for the required training;
then your next step would be designing an
appropriate training program.
When you do set out to design a training program to
address the needs youve identified, remember to
incorporate effective methods for trainining adults
based on how adults learn.

C.2 PLANNING THE

TRAINING PROGRAMS

PLANNING THE TRAINING PROGRAMS

Before creating your training program, it is
important for you as the trainer to do your
homework and research your companys
situation thoroughly. By gathering information in
several key areas, you better prepare yourself to
create a relevant and customized training plan
for your company. This article shows you how to
accomplish several objectives in order to plan
an effective program:

Objective 1: Determine what training is

needed.
Objective 2: Determine who needs to be
trained.
Objective 3: Know how best to train
adult learners.
Objective 4: Know who your audience
is.
Objective 5: Draw up a detailed
blueprint.

Determine Training Needs:

You can use many different company resources to help you
determine your companys training needs.
*Company goals. Refer to your companys stated goals to help you
define overall training program goals. Align your training objectives
with company goals in such a way that when the workforce meets
your objectives, they will also be meeting the companys goals.
This process starts with new employee orientation training.
*Job descriptions. Include stated job requirements as your base for
needed training.
*HR complaints. Review employee complaints to prioritize training
on discrimination, harassment, overtime versus compensation
time, and other employee issues.

C.3 TRAINING
METHODS

Types of Training

On the Job Training

Off the Job Training

On the Job Training

On-the-job training, also known as OJT, is teaching the skills,

knowledge, and competencies that are needed to perform a
specific job within the workplace and work environment.

On-the-job training uses the regular or existing workplace tools,

machines, documents, equipment, knowledge and skills
necessary for an employee to learn to effectively perform his or
her job.

It occurs within the normal working environment an employee

will experience on the job.

Methods of on the Job Training

Coaching

Mentoring

Job Rotation

Job Instruction Technique

Coaching

It is one to one interaction.

Considered as corrective measure for inadequate performance.

Helps in identifying weakness and focuses on areas which needs

improvement.

Mentoring

Focuses on attitude development.

Is done by someone inside the company.

It is one to one interaction.

Helps in identifying weakness and focus on that area that needs

improvement.

Job Rotation

Teaches current employees how to do various jobs over time.

The employee will rotate around to different jobs within the

organization, performing various different tasks unrelated to his
original job.

Job Instruction Technique

Is a step-by-step, relatively simple technique used to train

employees on the job.

Train leaders how to instruct.

Advantages of On the Job Training

Immediate feedback on performance

Is useful and simple to learn the jobs that can be learned by

watching and doing.

Is economical in the sense that it does not require extra cost

burden for arranging training needs.

employees can get first hand experience from the job as they
learn it through actual equipment and materials.

involved in actual work process, quick learning and immediate

productivity will be obtained from the work performed by the
trainees.

Disadvantages of On the Job

Training

Disturbance may arise during the work process as trainees are in

learning phase. The existing workers may feel disturbed due to
the trainees and the supervisors.

The learners are directly involved in production process who do

not have adequate knowledge and skill of working with the given
equipment and materials. Hence, the possibility of accidents
exists in the work station.

The trainees are taken at the actual work station for training;
they are in the process of learning skills. As a result, the
organizational productivity will be lower.

Off the Job Training

Is provided away from the immediate workplace.

Takes place at training agency or local college.

Fully concentrated on learning rather than performing.

Methods of Off the Job Training

Lecture Methods

Management Games

Vestibule Training

Films

Role Playing

Out bound Training

Lecture Methods

Traditional and direct method of instruction

Verbal interpretation of information by an instructor to a large

audience.

Used mainly in college and universities.

Advantages of Lecture Methods

Less time is required for preparation.

Provides lots of information quickly.

Disadvantages of Lecture
Methods

Does not involve trainees too much.

Trainees may forget the teaching as it is presented orally.

Management Games

Use of management games can encourage novel, innovative

mechanisms for coping with stress.

Types of Management Games

Executive Games

Functional Games

Some Examples of Management

Games

Computer simulations of business situations that managers play

.

Board games that simulate a business situation.

Games surrounding thought and creativity - to help managers

find creative ways to solve problems in the workplace, or to
implement innovative ideas.

Vestibule Training

Actual work conditions are simulated.

Materials, files and equipment are used.

Duration ranges from few days to a few weeks.

Advantages of Vestibule Training

Training becomes more reality-base.

Directly applies to Jobs.

Prevents trainees from making costly mistakes or damaging

equipment.

Allows instructors to give more personalized attention to

learners.

Disadvantages of Vestibule
Training

Time consuming

Expensive

Trainer has to be very skilled

Films

Content for the training experience comes primarily from a

videotape or computer-based program.

Showing of audio visuals.

Advantages of Films

Easy to train and the trainer can follow up with questions and
discussions.

Assured to provide some information to all the trainees.

Disadvantages of Films

Expensive to develop

After a long lecture, trainees will usually want a break from any
training material, so a training film wouldnt be too popular.

Role Playing

Is the method of human interaction that involves realistic

behavior in imaginary situations.

Advantages of Role Playing

Allows employees to act out issues that could occur in the

workplace.

Key skills often touched upon are negotiating and teamwork.

Developing interpersonal skills and communication skills.

Conflict resolution.

Group decision making.

Developing insight into ones own behavior and its impact on

others.

Disadvantages of Role Playing

May not be popular with people who dont feel comfortable

performing in front of a group of people.

Out bound Training

Outdoor and action-oriented programs through experimental

learning.

Develops leadership, teamwork and risk-taking abilities.

Conducted by professionals whoa re very cooperative.

Advantages of Out bound Training

Trainees can immediately see the consequences of wrong

actions.

Materialistically enhance their thinking and behavior.

Disadvantages of Out bound

Training

Work time must be allotted for it.

Interest of the participation is required.

Advantages of Off the Job Training

Learn from specialist in that area of work who can provide more
in-depth study.

Can easily deal with group of workers at the same time.

Employees respond better when taken away from pressures of

working environment.

Workers may be able to obtain qualifications or certificates.

Disadvantages of Off the Job

Training

The trainer should have specialized skills and knowledge to train.

The trainer may be given much time to spend with the

employment to teach them property.

The trainer may process bad habits and pass these on the
trainee.

C.4 IMPLEMENTING
THE TRAINING
PROGRAM

To implement a successful employee training program, there

are two things to remember the program needs to be a
priority and it needs to become routine.
Employee training programs are important for getting new
employees into the loop of how the company operates and
what the companys expectations are as well as keeping
established employees in that knowledge and communication
loop. Effective programs will improve communication and
understanding between individuals and departments. However,
if the powers that be do not understand the importance of
employee training programs for both the company and its
employees, the program will never accomplish much.

On the same token, if they are not on a regular, consistent

basis they will eventually fall by the wayside. Depending on the
size of the company, it may be beneficial to have an employee
training coordinator. Their responsibilities would include
scheduling and planning each of the training sessions, so that
each employee receives the maximum benefit.
Employees who understand their job and what is expected of
them are far more likely to enjoy their job and be more
productive. With an established employee training program,
companies can expect to see increases in their sales numbers
as well as overall productivity.

Components of a successful employee learning

experience
Based on adult learning principles, here is a checklist for a
successful employee learning experience:
The goals of the employee training or development program are
clear
The employees are involved in determining the knowledge, skills
and abilities to be learned
The employees are participating in activities during the learning
process
The learning environment is informal, safe and supportive
The individual employee is shown respect
The learning opportunity promotes positive self-esteem

C.5 MEASURING
RESULTS OF TRAINING

Level 1: Reaction: To what degree

participants react favorably to the
training.
To measure reaction, develop ways to
address some of the following questions:
Did the seminar participants believe that the
training was worth the investment of their time?
Whattopics were most valuable; least valuable?
Would they recommend this course to colleagues?

Level 2: Learning: To what degree

participants acquire the intended knowledge,
skills, attitudes, confidence, and commitment
based on their participation in a training
event.
To measure learning, consider the following:
What do you need/want to evaluate? Was the goal
of the training program to change skills, knowledge,
attitudes, confidence and/or commitment?
It is often useful to test participants in this area
before they attend the training and then again after
they attend the session.

Level 3: Behavior: To what degree participants apply

what they learned during training when they are back
on the job.
To measure level 3, develop ways to address some of the following
questions:
Did the trainees put any of their learning to use?
Are trainees able to teach their new knowledge, skills, or attitudes to
other people?
Are trainees aware that they've changed their behavior?
One of the most effective ways to assess behavior change is to conduct
observations and interviews over time.
It is also important to keep in mind that the environment the trainees
return to impacts whether or not they can apply what they learned. If
the culture, management and reward systems do not support behavior
change, then trainees may not be able to apply what they have learned.

Level 4: Results: To what degree

targeted outcomes occur as a result
of the training event and
subsequent reinforcement.
To measure level 4 results it is important
to determine which outcomes are the
most directly linked to the training
program. Then youll need to develop
ways to measure these over time.

Potential benefits/outcomes to consider, that are often linked to

training programs:
Increased employee retention
Increased employee engagement
Increased productivity
Increased customer satisfaction/retention
Decreased errors and rework
Increased sales/deepening of customer relationships
Fewer customer complaints

THANK YOU!