Looking ahead to other units

• Unit 1 lays a foundation to all the other 4 units that follow.

Training and Executive • Organization has its objectives to meet, HR strategy should be to
meet those objectives through employee performance. How?
Development • Finding and hiring the right people • Recruitment, Selection (#2)
• Develop the full potential of these employees • Training, Development (#3)
• Reward them • Compensation (#4)
• Evaluate them • Performance management
(#5)

Training Training
• What? What is training? • Areas of training
• Increase the knowledge and skill of an employee to perform job. • Knowledge
• Skills in terms of technical and social • Technical skills
• Why? Purpose • Social skills
• Organization: Less absence, attrition, deviation, & to manage change
• Employees
• Existing employees: Promotion, Transfer, Adapt change, Build gap, Gain acceptance
• New employees: Enhance skills > Performance
• Why? Benefits
• Organization: Cost of production, accidents, quality and quantity
• Employees: More morale, less supervision, More team spirit,
Types of training 2 questions test
• Skills training focuses on basic skills • How do people experience you?
• Reading? • How do people experience themselves when they are with you?
• Writing?
• Speaking?
• Listening?
• Managing oneself (Various personality tools)
• Knowing how to learn (Diffused mode and focused mode, pomodoro,
sleep, analogy and metaphor…)
• Problem solving (Activity 2; Will be distributed in class)
• Working as part of a team (Lost in desert game)
• Leading others (EI_Self awareness, 2 questions test)

Types of training Tuition Vs Training

• Refresher training • Case in point: Taare Zameen Par: Some current MBA students are
• Cross functional training not doing well with numbers-related subjects. What should we do?
• Team training • Still, tuition remains many parents’ first choice.
• Creativity training • Is it effective?
• Diversity training • How do you measure effectiveness?
• Literacy training • Marks?
• Orientation training • Placement?
• Package?
 Why do organizations send employees for Criteria to ensure training effectiveness
training on facing problem? • Ensure every program is relevant and achievable.
• Training remains many organizations’ first line of defense because it’s • Activity on enhancing ability
easier for senior leaders to authorize it instead of spending time • If your employees have enough on their plates to keep them busy
evaluating core issues or mentoring colleagues. every day, they might view training as an interruption and pay less
• What’s the problem with it? attention to it. Similarly, participants won’t be engaged if you’re
• Training is like a band-aid. reusing the same dated videos from years back. Ultimately, training
won’t be effective unless you address the root of the problem
• Band-Aid isn’t a long-term solution. Without proper ongoing directly, set clear performance objectives, and prompt managers to
treatment, the wound won’t heal — and your problem will persist! reinforce desired behaviors.

Why Training Alone Doesn’t Work_HBR_Feb 2022

Criteria to ensure training effectiveness Should we train or not to train?

• Mostly, focus is on filling gaps, motivation to use the newly 1) What is the gap that you think training will bridge?
developed skills is missing. • Typically, training occurs due to a difference between a desired and
• How to address this? actual performance or behavior.
• Define: Problem Is training a solution?
• What we want people to competently do. If the gap has been caused by new processes, upgraded equipment, Formal training could solve the issue.
or revised policies
• What we want them to think post-training. If remote employees work gets affected Formal training can’t solve the issue.

• How we want them to feel post-training.

• Reinforce any new skills or behavior. • If remote employees work gets affected, it could be because of lack
• Provide feedback on deviations and encourage desired behavior. the resources, infrastructure, and information enjoyed by their in-
office colleagues.
HBR_Feb 2022_Should we train or not to train?
 Case
• Problem: In a unit, pervasive bullying, favoritism, and a lack of
teamwork was popping up as problems Training Methods
• Solution: The general manager wanted to send all the supervisors
on a leadership training program On the job Method. Off the job Method
• Your views?? • On the job training • Lectures
• After diving deeper, the general manager realized the obstacle • Job Instruction • Discussion methods
wasn’t that supervisors didn’t understand how to lead; the Training_Origami • Demonstration
obstacle was that the right people weren’t in the right seats. • Coaching • Simulation
Rearranging duties stopped the brunt of the dysfunction. Further • Job Rotation • Case study
training could add a bit of polish, but it was no longer essential. • Understudy • Role Plays
• Before you jump on what you think is the right solution, break • Apprenticeship • Brainstorming
down the problem. It’s always best to address the core issue.
• Field Trip

Succession planning Reality!

 Development Development
Decision making skills Job knowledge
o In-basket: Classifying urgent to routine and taking action
o On-the-job
o Case-study: Simulated business problems to solve
o Business-game: Simulations that represent actual business situations o Coaching
Interpersonal skills o Understudy
o Role play: Problems (real/imaginary) involving human interactions are Organizational knowledge
presented and spontaneously acted out.
o Sensitivity training: Changing behavior through unstructured group o Job rotation
interaction (T-group)
o Multiple management: Junior-board of executives
o Behavior modeling: A training technique in which trainees are first shown
good management techniques in a film, are asked to play roles in a
simulated situation, and are then given feedback and praise by their
supervisor.

Development
General knowledge
o Special courses: EDP
o Special meetings: Consumers’ forums
o Specific readings: Journals, books, newspaper
Specific individual needs
o Special projects: Project that align with department objectives, but
trainee has less exposure.
o Committee assignments: ad hoc committee to study and offer
suggestions relating to an important aspect of business