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Human Resource Development and Training

This document discusses human resource development and training. It outlines the roles of human resource development specialists, including training and development specialist and organizational development specialist. It then details the training and development process, including identifying training needs, selecting the type of training, developing individual development plans, requesting training attendance, ensuring attendance, and evaluating effectiveness. The regulation and mission for training is also reviewed.

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Varsha Agarwal
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49 views18 pages

Human Resource Development and Training

This document discusses human resource development and training. It outlines the roles of human resource development specialists, including training and development specialist and organizational development specialist. It then details the training and development process, including identifying training needs, selecting the type of training, developing individual development plans, requesting training attendance, ensuring attendance, and evaluating effectiveness. The regulation and mission for training is also reviewed.

Uploaded by

Varsha Agarwal
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Human Resource Development

& Training
By
Dr. Satyendra Arya
Changing Views

• Training is an
investment…Not an
expense!
Roles of Human Resource
Development
• Training and Development Specialist
• Organizational Development Specialist
• Career Development Specialist
• Program Manager
• Support Specialist
Training & Development
• Regulation
• Mission
• Personnel
• Leaders
Regulation
• Must be administered
IAW…
– TPR 400
– State Directive on
Technician Training
Program
• Includes Responsibilities
for…
– NGB
– TAG
– HRO/HRDS
– Supervisor
– Training Coordinators
Mission
• Identify/assess training needs
• Accomplish training needs below budget
• Provide excellent customer service
• Produce fully trained technician personnel
• Develop technician personnel careers
Training & Development Process
• Identify/assess training needs
• Select type of training to meet needs
• Develop Individual Development Plans (IDP)
• Request training attendance (SF 182)
• Ensure training attendance
• Evaluate training effectiveness
Training & Development Process
• Step 1: Identify/assess training
needs
– Analyze performance & previous training
– Cause of performance problems
• Organizational
• Environmental
• Motivational
• Knowledge/Skill deficiencies
Training & Development Process
• Definition of Need:

– The difference
between the actual
competencies and
KSAs available and
those required to
accomplish the
mission.
Training & Development Process
• Step 2: Types of training
– Mandatory/recommended
– Formal/informal
– In-house (internal/external)
– Satellite/computer based training
– Home study/correspondence
Training & Development Process
• Step 3: Develop the Individual
Development Plan (IDP) - Overview
– Need to know/relate employee’s position
description to mission requirements.
– Be able to measure/know how well the
employee should perform the job.
– Jointly agreed upon
Training & Development Process
• Step 3: Develop the Individual
Development Plan (IDP) – Supervisor’s Role
– Look for indicators of a training need
– Feedback
– Assessment
– Provide Resources
– Mentor and Coach
Training & Development Process
• Step 3: Develop the Individual
Development Plan (IDP) – Process
– Identify Position requirements
– Identify Employee competencies
– Identify education/training activities
– Prioritize
– Employee input
– Counsel the employee
Training & Development Process
• Step 4: Request training attendance
– Priorities:
• Priority 1 – Mandatory training that must be completed
during the fiscal year in order to prevent an adverse
impact on mission accomplishment.
• Priority 2 – Training required to produce skilled
employees within career fields. It should be
successfully completed within a specified time period,
but may be delayed if funding is not available.
• Priority 3 – Training for an employee performing
competently to increase his/her productivity.
Training & Development Process
• Step 4: Request training attendance
– Types:
• Type 1 – Statutory Training
• Type 2 – Regulatory/Risk Management
• Type 3 – Conversion/Reorganization Training
• Type 4 – Modernization Training
• Type 5 – Operational Skills Training
• Type 6 – Professional Development Training
Training & Development Process
• After determining the priority of need…
– Type of training needed – formal vs informal
– Delivery of training
– Request training through the HRDS using an ATRRS
request or SF 182
– DTS
Training & Development Process
• Step 5: Ensure training attendance
– Make a commitment to the employee.
– Release employee to attend training.
– Ask for certificates of completion
– Document employee’s attendance on NGB Form
904-1.
Training & Development Process
• Step 6: Evaluate training effectiveness
– Keep original/copy of SF 182 for entry into
DCPDS and to meet fiscal requirements.
– Discuss how to apply newly learned skills and
allow time to practice/apply them.

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