Human Resource Management

Unit-3
By Prof. Shweta Matnani.
 Training and Development- Intro
▪ What is Training and Development?
▪ Training and Development is the continuous process of improving skills, gaining knowledge, clarifying concepts and
changing attitude through structured and planned education by which the productivity and performance of the
employees can be enhanced. Training and Development emphasize on the improvement of the performance of
individuals as well as groups through a proper system within the organization which focuses on the skills, methodology
and content required to achieve the objective. Good & efficient training of employees helps in their skills & knowledge
development, which eventually helps a company improve its productivity leading to overall growth.
▪ Define Training :
▪ 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
 Importance of training
▪ The importance of training is as follows:
1. Optimum utilization of resources
2. Development of skills like time management, leadership, team management, etc.
3. To increase the performance, productivity and motivation
4. To imbibe the team spirit
5. For improvement of organization culture
6. To improve quality
7. To increase profitability and bottom line by acquiring new skills
8. Improving brand image by having well trained employees
9. Succession Planning
10. Better Health and Safety Measures Are Ensured
11. Increased customer satisfaction.
12. Reduced wastage and supervision.
 Training Process

Step 1:
Training
needs
assessment

Step 5: Step 2:
Evaluate Define
and follow Training
up Objective

Step 3:
Step 4:
Design
Training
training
Delivery
program
 Training Process
▪ The five stages of training are:
1. Training Needs Assessment: The starting point of the training and development process is assessing the training
requirements of employees. The analysis should consider the long-term goals of the organization and the organization’s
expectations from its employees. A mismatch between the goals and the current skill levels indicates that there is a need
for training.
2. Define Training Objective: Having determined that there is a training need, the next step is to define the training
objective. The training objective becomes the basis for the training initiative and directs the training and development
program.
3. Design Training Program: The design of the training program will depend on the type of trainer, the employees to be
trained, and the training and Development method to be used. The training content must be aligned with the needs
identified.
4. Training Delivery: In this step, the designed training plan is put into action. Care should be taken to create a conducive
environment for learning. For greater effectiveness, the training should encourage a participative approach to increase the
involvement of the trainees in the training program.
5. Evaluate and Follow-Up: Training evaluation is essential to verify if the goals of the training program have been
achieved. Feedback obtained from the participants on the effectiveness of the training and the relevance of the content is
valuable input for the evaluation process. Follow-up includes asking the supervisors if the participants apply the acquired
skills effectively in their daily activities.
 Training needs Assessment
▪ A Training Needs Assessment (TNA) is the process of identifying gaps between the current skills, knowledge, and abilities
of employees and what is required for them to perform their jobs effectively. This assessment helps determine what
training is necessary to bridge those gaps, ensuring that training efforts are aligned with organizational goals.
▪ Why Conduct a Training Needs Assessment?
• Aligns Training with Business Goals: Ensures training programs are tailored to support the organization’s strategic
objectives.
• Identifies Skill Gaps: Pinpoints areas where employees lack knowledge or skills, helping focus training resources on the
most critical areas.
• Improves Employee Performance: Helps design programs that address specific needs, leading to better productivity and
job performance.
• Optimizes Resources: Avoids wasting time and money on irrelevant or unnecessary training programs.
 Training needs Assessment
▪ Here are the key steps in conducting a Training Needs Assessment (TNA):
1. Identify the Purpose: Define the objectives of the assessment and determine the target groups (e.g., new employees,
specific departments).
2. Gather Data: Collect information using methods such as surveys, interviews, observations, and performance data reviews
to understand training needs.
3. Analyze the Data: Compare the current skills and knowledge with the required competencies, and identify skill gaps.
4. Set Training Objectives: Define clear goals for the training, focusing on what the program should achieve.
5. Develop a Training Plan: Outline the training topics, delivery methods, and resources required to address the identified
needs.
6. Validate the Findings: Review the results with stakeholders to ensure alignment with organizational goals and refine the
plan if needed.
7. Implement and Monitor: Launch the training program and track its effectiveness in meeting the identified needs.
 Employee Training Methods.
▪ Training Methods

▪ There are several methods of training. These are mainly categorized into two groups: On-the-Job and Off-the-Job
methods. On-the-Job methods are generally the methods that are applied to the workplace during the working of the
employee. It means learning while working. Off-the-Job methods refer to the methods that are used away from the
workplace. It means learning before working.

▪ Methods of Training: On-the-job Training Method and Off-the-Job Methods!

▪ Management development is a systematic process of growth and development by which the managers develop their
abilities to manage. It is concerned with not only improving the performance of managers but also giving them
opportunities for growth and development.

▪ There are two methods through which managers can improve their knowledge and skills. One is through formal training
and other is through on the job experiences. On the job training is very important since real learning takes place only
when one practices what they have studied.

▪ But it is also equally important in gaining knowledge through classroom learning. Learning becomes fruitful only when
theory is combined with practice. Therefore on-the-job methods can be balanced with classroom training methods
(off-the-job methods).
 Training Methods

On-the-job Training Methods Off-the-job Methods

• Job rotation • Case study method

• Coaching • Incident method
• Job instructions • Role play
• Committee assignments • Seminars and Workshops
• Internship training • E-learning
• Lecture Method
• Simulation
• Management education
• Conferences
 On-the-job training methods.
1. Job rotation: This training method involves movement of trainee from one job to another gain knowledge
and experience from different job assignments. During this rotation, they might receive specialized training in
their new role.

2. Coaching: Under this method, the trainee is placed under a particular supervisor who functions as a coach in
training and provides feedback to the trainee. Sometimes the trainee may not get an opportunity to express his
ideas.

3. Job instructions: Also known as step-by-step training in which the trainer explains the way of doing the jobs
to the trainee and in case of mistakes, corrects the trainee.

4. Committee assignments: A group of trainees are asked to solve a given organizational problem by discussing
the problem. This helps to improve team work.

5. Internship training: Under this method, instructions through theoretical and practical aspects are provided to
the trainees. Usually, students from the engineering and commerce colleges receive this type of training for a
small stipend.
 Off-the-Job Training Methods.
1. Case study method: Usually case study deals with any problem confronted by a business which can be solved by an
employee. The trainee is given an opportunity to analyse the case and come out with all possible solutions. This method
can enhance analytic and critical thinking of an employee. Business schools often use case studies as a teaching method. A
marketing team might analyze a case study of a successful product launch to understand the strategies involved.

2. Incident method: Incidents are prepared on the basis of actual situations which happened in different organizations and
each employee in the training group is asked to make decisions as if it is a real-life situation. Later on, the entire group
discusses the incident and takes decisions related to the incident on the basis of individual and group decisions.

3. Role play: In this case also a problem situation is simulated asking the employee to assume the role of a particular
person in the situation. The participant interacts with other participants assuming different roles. The whole play will be
recorded and trainee gets an opportunity to examine their own performance.

4. Seminars and Workshops: These are short-term, focused training sessions that allow employees to acquire specific
knowledge or skills. For instance, a financial institution might organize a workshop on new banking regulations for its
employees.
 Off-the-Job Training Methods.
5. E-Learning: Online training programs and courses are becoming increasingly popular. Employees can access these courses
from anywhere with an internet connection. An example could be an employee taking an online course on cybersecurity to
improve their knowledge in that area.

6. Lectures: This will be a suitable method when the numbers of trainees are quite large. Lectures can be very much helpful
in explaining the concepts and principles very clearly, and face to face interaction is very much possible.

7. Simulation: Under this method an imaginary situation is created and trainees are asked to act on it. For e.g., assuming
the role of a marketing manager solving the marketing problems or creating a new strategy etc.

8. Management education: At present universities and management institutes gives great emphasis on management
education. For e.g., Mumbai University has started bachelors and postgraduate degree in Management. Many management
Institutes provide not only degrees but also hands on experience having collaboration with business concerns.

9. Conferences: A meeting of several people to discuss any subject is called conference. Attending conferences, trade shows,
and industry events can be a form of off-the-job training. Employees can learn about the latest trends, technologies, and
best practices in their field. For instance, a software developer might attend a tech conference to stay updated on new
programming languages and tools.
 Designing Training Program
▪ Designing effective training programs involves a systematic approach to ensure that the training meets the needs of
participants and achieves desired outcomes. Here’s a step-by-step guide to creating a training program:
1. Identify Training Needs
• Conduct a Needs Assessment: Analyze gaps in skills or knowledge through surveys, interviews, performance
evaluations, or observation.
• Set Objectives: Define clear, measurable objectives based on the identified needs.
2. Define Learning Outcomes
• Specify Learning Goals: What should participants know or be able to do after the training?
• Use Bloom's Taxonomy: Consider different levels of learning outcomes (knowledge, comprehension, application,
analysis, synthesis, and evaluation).
3. Design the Training Content
• Create a Curriculum: Outline the topics, modules, or units to be covered.
• Select Training Methods: Choose suitable methods (e.g., lectures, workshops, e-learning, simulations) based on the
audience and content.
• Develop Materials: Create training materials such as handouts, presentations, videos, and interactive activities.
 Designing Training Program
4. Choose the Delivery Method
• In-Person Training: Ideal for hands-on activities, group discussions, and networking.
• Online Training: Flexible and accessible; suitable for remote participants.
• Blended Learning: Combines in-person and online methods for a comprehensive approach.
5. Implement the Training
• Schedule Training Sessions: Choose appropriate dates and times that accommodate participants.
• Facilitate the Training: Deliver content effectively, engaging participants through interactive methods.
6. Evaluate the Training
• Collect Feedback: Use surveys or assessments to gather participants’ opinions on the training effectiveness.
• Assess Learning Outcomes: Measure whether participants achieved the defined objectives through tests, practical
applications, or projects.
• Review and Improve: Analyze feedback and outcomes to identify areas for improvement in future training sessions.
 Designing Training Program
7. Follow-Up and Support
• Provide Additional Resources: Offer ongoing support, resources, or mentorship post-training to reinforce learning.
• Encourage Application: Foster an environment where participants can apply what they’ve learned in their work.

▪ Tips for Effective Training Program Design:

• Know Your Audience: Tailor content and delivery to suit the participants’ backgrounds and learning styles.
• Engage Participants: Use interactive elements like group discussions, role-playing, and hands-on exercises to enhance
engagement.
• Continuous Improvement: Regularly update training programs based on new developments, participant feedback, and
changing needs.
 TRAINING DELIVERY METHODS

TRAINING DELIVERY METHODS

1.
5. Blended Instructor-le
Learning d Training
(ILT)

4. Mobile 2. Virtual
Learning Classrooms

3. e-Learning
 TRAINING DELIVERY METHODS
▪ 1. Instructor-led Training (ILT): Instructor-led training, or classroom training, is the most traditional form of training, best
leveraged for creating an overall understanding of the training topic. According to Training Industry, Inc. research, ILT is
the training modality most preferred by learners, with 55% of learners reporting a preference for this method.

▪ ILT is most effective when you need to provide a large group of learners with a relatively small amount of information,
in a short period, with the only value-add being the credibility of the instructor and his training skills. Another key
advantage of ILT is the obvious interactivity, as learners can ask questions and receive instant responses. ILT is a good
option for organizations with a dedicated training venue and when employee interactivity is important to the learning
experience.

▪ 2. Virtual Classrooms: Virtual classrooms enable organizations to deliver training in the form of text, video and
documents in real time. They can deliver training from anywhere, and learners can attend the session from wherever they
are located, saving organizations valuable time and money on logistics and venues. Good virtual trainers can still offer a
human touch.

▪ VILT is most effective when organizations have to train a larger group, but there is no dedicated venue, or the learners
(and instructor) are geographically dispersed. It is also only effective when the organization has good tech support
available to the trainer and the learners.
 TRAINING DELIVERY METHODS
▪ 3. e-Learning: e-Learning is one of the most popular forms of training delivery available today. These online learning
programs use a mix of text audio and video; discussion forums; and/or interactive assessment.

▪ eLearning is a good option for organizations that want to offer flexible learning opportunities in a short time frame to a
global audience by delivering interactive and engaging training programs in the form of courses, webinars, video
lectures, games, HTML, quizzes and other content. eLearning is also suitable for organizations that need to provide
a simulated environment for learners performing high-risk tasks.

▪ 4. Mobile Learning: Mobile learning, although a relatively new training delivery method, is increasingly offered by leading
organizations due to the host of benefits it offers, including the ability to deliver training anytime, anywhere and on any
device and in the form of microlearning, short how-to videos, social learning and other engaging formats. While best
suited to the needs of the on-the-go or field workforce, mobile learning is also popular in offices. In some cases, the
nature of the industry (e.g., oil and mining) involves work at locations with no internet connection too, making an offline
mobile learning app or platform the go-to solution.

▪ According to Towards Maturity, 64% of learners say that using a mobile device to access training content is “essential/very
useful,” and 89% of smartphone users download apps for learning or productivity.
 TRAINING DELIVERY METHODS
▪ 5. Blended Learning: With blended learning, organizations can leverage a combination of approaches, ensuring that
every learner retains information. A blended learning approach is perfect for organizations with diverse training
requirements and complex learning objectives.

▪ Over the past decade, training delivery methods have evolved with advancements in technology. As the corporate training
market explodes with training delivery modalities, the best approach for L&D professionals is not the latest training
delivery method but the right training delivery method for their needs. Use these tips, and make the right choice!
 EVALUATION OF TRAINING

1. Kirkpatrick’s 2. Kaufman’s
Levels of Evaluation Evaluation Method

4. Anderson’s
3. Summative vs. 5. The Phillips ROI
Model of
Formative Evaluation Model
Evaluation
 EVALUATION OF TRAINING
1. Kirkpatrick’s Levels of Evaluation

▪ Kirkpatrick’s model is one of the most preferred assessment models that can be used to evaluate both formal and
informal training. This training evaluation tool works by analyzing the training against four main levels of criteria, which
are

▪ Reaction – i.e., to understand learner satisfaction

▪ Learning – i.e., to assess the understanding of a topic and skill development

▪ Behavior – i.e., to evaluate if employees are able to apply their learnings in day-to-day tasks

▪ Results – i.e., to check if the business objectives are fulfilled

 EVALUATION OF TRAINING
2. Kaufman’s Evaluation Method

▪ Kaufman’s model is mainly a response or reaction to Kirkpatrick’s model and takes it one level up. The model is built on
the below parameters.

▪ Input – evaluation of resources is done

▪ Output – assesses delivery of instruction

▪ Acquisition – assesses if the learners retained the knowledge

▪ Application – assesses how well the learners utilize the skills and knowledge learned

▪ Organizational Payoffs – assesses the impact of learning in the organization.

 EVALUATION OF TRAINING
3. Summative vs. Formative Evaluation

▪ A formative assessment is a method of assessment that focuses on employee learning during or at the time of their
training. It offers trainers real-time feedback so they can work on and improve learning outcomes.

▪ Examples of formative assessment are games, quizzes, assessments, and instructor observation.

▪ A summative evaluation, on the contrary, is a type of assessment that takes place after the completion of training.

▪ Some examples of summative assessments are reports, presentations, tests, examinations, and projects highlighting the
employee’s knowledge gained throughout their training.
 EVALUATION OF TRAINING
4. Anderson’s Model of Evaluation

▪ This is yet another preferred method or method for the evaluation of training. The three key stages of Anderson’s Model
are mentioned below.

▪ Stage 1: Evaluation of the current training program takes place against the strategic priorities of the business.

▪ Stage 2: Trainers measure the contribution of the overall training program towards strategic business results.

▪ Stage 3: Determine the relevant approaches to decide whether the ROI is worthwhile. If not, the training approach is
changed.
 EVALUATION OF TRAINING
5. The Phillips ROI Model

▪ This method evaluates the return on investment (ROI) of a training solution. This model is quite similar to the scope and
sequence of Kirkpatrick’s Model with an additional level which is the measuring of ROI.

▪ Here is the procedure to calculate the ROI of a training solution as per this method.

▪ Pre-training data collection for comparing metrics before and after the training

▪ Post-training data collection from sources such as supervisors, performance charts, peer groups, etc

▪ Gauging training effects and factors contributing to performance improvement

▪ Converting data to monetary values

▪ Calculating return as ROI (%) = (Net Training Benefits/Total Training Cost) * 100
 Employee Development & Career Planning
▪ Employee development and career planning are critical components of a robust human resource management strategy.
They focus on enhancing the skills, knowledge, and potential of employees while aligning their growth with the
organization’s goals. Here are the key elements of each:
▪ Employee Development
▪ Employee development refers to activities that improve an individual’s capabilities and performance in their current job
and prepare them for future roles.
▪ Types of Employee Development Programs
• Training Programs: Structured learning sessions that focus on job-specific skills, like software training, technical skills, or
compliance-related knowledge.
• Mentoring and Coaching: One-on-one guidance from experienced mentors or coaches to help employees reach their
potential, develop leadership skills, and navigate challenges.
• Workshops and Seminars: Short-term learning opportunities for employees to gain new insights, learn about industry
trends, and network with peers.
• Job Rotation and Cross-Training: Allowing employees to work in different roles or departments to broaden their skill set
and gain a better understanding of the organization.
• E-Learning and Online Courses: Flexible learning opportunities that allow employees to develop new skills at their own
pace.
 Employee Development & Career Planning
▪ Career Planning
▪ Career planning is a process by which employees map out their career paths within an organization, allowing
them to set realistic goals and understand the skills and experiences needed to achieve those goals. It
includes:
1. Individual Development Plans (IDPs): Customized plans that outline an employee’s career goals and the
steps needed to achieve them.
2. Career Counseling: One-on-one sessions with managers or HR to explore career interests, strengths, and
opportunities within the organization.
3. Succession Planning: Identifying high-potential employees and preparing them for future leadership roles.
4. Career Pathing: Creating clear pathways for progression within the company to help employees visualize
their potential growth.
 Employee Development & Career Planning
▪ Benefits of Employee Development and Career Planning
• Employee Retention: Development opportunities increase job satisfaction, which helps retain top talent.
• Skill Enhancement: Employees improve their skill set, making them more effective in their roles.
• Engagement and Motivation: When employees see a path for growth, they are more engaged and motivated.
• Organizational Agility: A well-developed workforce can adapt more quickly to changes in the business
environment.
• Succession Readiness: Ensures that critical roles within the company have a pipeline of ready successors.
 Strategies for Effective Employee Development
• Identify Skill Gaps: Conduct a training needs assessment (TNA) to understand where employees need
development and focus efforts accordingly.
• Align Development with Career Goals: Customize development plans based on employees' career
aspirations, aligning them with the organization's objectives.
• Create Individual Development Plans (IDPs): Encourage employees to set goals and identify the skills they
want to develop, with guidance from managers.
• Leverage Feedback and Performance Reviews: Use performance reviews to identify strengths and areas for
improvement, and design development activities accordingly.
• Promote a Learning Culture: Encourage a culture where continuous learning is valued, and employees are
motivated to seek growth opportunities.

• Integrating these strategies helps create a work environment that values growth and supports employees in
reaching their full potential.