Human Resource

Management

Unit 3
 Module 3: Training & Development

• Nature and importance of training,

• Importance and need for training/development,
• Training and development needs for the 21st century,
• Training need assessment,
• Methods of training..
 T&D
• Training & Development is a continual process of enhancing employee
productivity and performance by increasing skills, gaining
knowledge, clarifying concepts, and changing attitudes through
structured and planned instruction.
• Training and Development focuses on improving the performance of
individuals and groups within an organisation through an appropriate
system that focuses on the skills, methods, and content required to
reach the goal.
• Employee training that is both effective and efficient aids in the
development of skills and knowledge, which in turn helps a firm
enhance its production, resulting in overall growth.
 Training & Development

• Training and development is a continual process that requires regular

progress in abilities, knowledge, and work quality. Because businesses change
so quickly, it's vital for firms to focus on training their personnel after closely
monitoring and developing their entire personalities.
• Raining refers to a planned effort by a company to facilitate employees‘
learning of job related competencies.
• These competencies include knowledge, skills, or behaviors that are critical
for successful job performance.
• The goal of training is for employees to master the knowledge, skill, and
behaviors emphasized in training programs and to apply them to their day to
day activities
 Definition

• Dale S. Beach defines training as ‘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.
• According to Edwin Flippo, ‘training is the act of increasing the skills
of an employee for doing a particular job’.
 Training and Development Objectives

• The principal objective of training and development division is to make sure

the availability of a skilled and willing workforce to an organization. In
addition to that, there are four other objectives:
• Individual, Organizational, Functional, and Societal.
• Training and development is a subsystem of an organization. It ensures that
randomness is reduced and learning or behavioural change takes place in
structured format.
• Individual Objectives – help employees in achieving their personal goals,
which in turn, enhances the individual contribution to an organization.
 Objectives

• Organizational Objectives – assist the organization with its primary

objective by bringing individual effectiveness.
• Functional Objectives – maintain the department‘s contribution at a
level suitable to the organization‘s needs.
• Societal Objectives – ensure that an organization is ethically and
socially responsible to the needs and challenges ofthe society.
 Objectives

• (i) To provide job related knowledge to the workers.

• (ii) To impart skills among the workers systematically so that they may learn
quickly.
• (iii) To bring about change in the attitudes of the workers towards fellow workers,
supervisor and the organization.
• (iv) To improve the productivity of the workers and the organization.
• (v) To reduce the number of accidents by providing safety training to the workers,
• (vi) To make the workers handle materials, machines and equipment efficiently
and thus to check wastage of time and resources.
• (vii) To prepare workers for promotion to higher jobs by imparting them
advanced skills.
 Nature of training

• 1. Training is a must in every organization. The alternative to systematic

training is training through ‘trial and error’, which is more costly, time-
consuming and nerve-raking.
• 2. Expenditure on training is not an expense but an investment in human
resource development. It yields attractive returns in the form of higher
productivity and employee satisfaction.
• 3. Training has become more important these days because of rapid
changes in technologies, environment, working ways, and employees’
aspirations from their jobs, and management styles. Further, effective
training can result in increased competitiveness of the organization, and
greater employee satisfaction and career development.
•
• 4. Training matches individual’s abilities with job and organizational
requirements. It turns new employees into productive insiders,
contributing their best efforts towards higher productivity and
profitability, quicker organizational growth and change.
• 5. Training involves learning and learning follows a learning curve. It takes
place in bursts and plateaus. In the beginning trainees take time to pick up,
then pick up learning with zeal and then plateau (relax) for sometime, and
then sees a sudden spurt and again a plateau and sudden spurt.
• 6. Training is a continuous process.
 Importance

• Training is crucial for organizational development and success. It is fruitful to

both employers and employees of an organization. An employee will become
more efficient and productive if he is trained well. The benefits of training can be
summed up as:
• 1. Improves Morale of Employees- Training helps the employee to get job
security and job satisfaction. The more satisfied the employee is and the greater is
his morale, the more he will contribute to organizational success and the lesser
will be employee absenteeism and turnover.
• 2. Less Supervision- A well trained employee will be well acquainted with the
job and will need less of supervision. Thus, there willbe less wastage of time and
efforts.
• 3. Fewer Accidents- Errors are likely to occur if the employees lack knowledge
and skills requiredfor doing a particular job. The more trained an employee is, the
less are the chances of committing accidents in job and the more proficient the
employee becomes.
• 4.Chances of Promotion- Employees acquire skills and efficiency
during training. They become more eligible for promotion.
Theybecome an asset for the organization.
• 5. Increased Productivity- Training improves efficiency and
productivity of employees. Well trained employees show both
quantity and quality performance. There is less wastage of time,
money and resources if employees are properly trained.
 Need for T & D
• New Hire Orientation
• Training is particularly important for new employees. This can be
conducted by someone within the company and should serve as a
platform to get new employees up to speed with the processes of the
company and address any skill gaps.
• Tackle shortcomings
• Every individual has some shortcomings and training and development
helps employees iron them out. For example divide the entire headcount
in several groups to provide focused training which is relevant to those
groups – sales training, first time managers, middle management, senior
leadership, executive leadership.
 Need

• Improvement in performance
• If shortcomings and weaknesses are addressed, it is obvious that an
employee's performance improves. Training and development, however,
also goes on to amplify your strengths and acquire new skill sets. It is
important for a company to break down the training and development
needs to target relevant individuals.
• Employee satisfaction
• A company that invests in training and development generally tends to
have satisfied employees. However, the exercise has to be relevant to the
employees and one from which they can learn and take back something.
 Need
• Increased productivity
• In a rapidly evolving landscape, productivity is not only dependent on
employees, but also on the technology they use. Training and development
goes a long way in getting employees up to date with new technology, use
existing ones better and then discard the outdated ones. This goes a long
way in getting things done efficiently and in the most productive way.
• Self-driven
• Employees who have attended the right trainings need lesser supervision
and guidance. Training develops necessary skill sets in employees and
enables them to address tasks independently. This also allows supervisors
and management to focus on more pressing areas.
 Types And Methods Of Training:
• Training is generally imparted in two ways:
• 1. On the job training-
• On the job training methods are those which are given to the
employees within the everyday working of a concern.
• It is a simple and cost-effective training method. The inproficient as
well as semi- proficient employees can be well trained by using such
training method.
• The employees are trained in actual working scenario. The motto of
such training is “learning by doing.” Instances of such on-job training
methods are job-rotation, coaching, temporary promotions, etc.
 Off the job training

• Off the job training methods are those in which training is provided
away from the actual working condition. It is generally used in case of
new employees.
• Instances of off the job training methods are workshops, seminars,
conferences, etc.
• Such method is costly and is effective if and only if large number of
employees have to be trained within a short time period.
• Off the job training is also called as vestibule training, i.e., the employees
are trained in a separate area( may be a hall, entrance, reception area,
etc. known as a vestibule) where the actual working conditions are
duplicated.
 On-the-job Training
• 1 Job rotation: This training method involves movement of trainee from
one job to another gain knowledge and experience from different job
assignments. This method helps the trainee understand the problems of
other employees.
• 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.
•.
 On-the-job Training

• 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

• On the job training methods have their own limitations, and in order
to have the overall development of employee’s off-the-job training can
also be imparted. The methods of training which are adopted for the
development of employees away from the field of the job are known
as off-the-job methods.
 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.
• 2 Incident Methods :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. In-basket method: The employees are given information about an imaginary
company, its activities and products, HR employed and all data related to the firm.
The trainee (employee under training) has to make notes, delegate tasks and prepare
schedules within a specified time. This can develop situational judgments and quick
decision making skills of employees.
• 5. Business games: According to this method the trainees are divided into groups
and each group has to discuss about various activities and functions of an imaginary
organization. They will discuss and decide about various subjects like production,
promotion, pricing etc. This gives result in co-operative decision making process.
 T & D Process

• Training and development is a continual process that requires regular progress

in abilities, knowledge, and work quality. Because businesses change so quickly,
it's vital for firms to focus on training their personnel after closely monitoring
and developing their entire personalities.
• The following are the steps in the training and development process:
• 1. Identify the need for individual or team training and growth. First and
foremost, the need for training and growth must be recognized. It must be in line
with the company's aims and ambitions. If a corporation wants to create a new
department or reinforce an existing sales staff with new items, it will need to
invest in proper training.
• 2. Establish specific objectives and goals that must be met. The training and
development goals and objectives must be developed. Whether the goal is to
raise awareness about new items or to learn how to install them, knowledge is
essential.
 3. Choose your training approaches

• Methods must then be defined. The training can be done in the

following ways:
• a. Classroom Training
• b. Online Self-paced courses
• c. Course with certification
• d. Instructor led online training
 Process continued.,

• 4. Conduct and implement employee training programmes. After the

plan and techniques are determined, training and development
programmes must be implemented, in which workers, partners, or
vendors are taught courses and instructions.
• 5. Evaluate the output and performance post the training and
development sessions: Without effective monitoring, training and
development are incomplete. Monitoring can be done by evaluating
both the instructor and the students. Attendees might be evaluated
using internal or external certifications or scores, while instructors can
be evaluated using feedback or ratings
 Training Need Assessment
• Training needs assessment is vital for organizations striving to align
their workforce with the demands of a dynamic business landscape.
Businesses can optimize performance and foster individual and
organizational growth by identifying skill gaps and prioritizing
training initiatives.
• ​According to SHRM, training needs assessment is the cornerstone of
effective talent development strategies, enabling organizations to
make informed decisions about resource allocation, curriculum
design, and training program implementation.
Training Need Assessment Process
 Process of TNA
• 1. Identifying Goals: The foundation of any successful Training Needs
Assessment lies in understanding the organization's mission, vision,
and strategic goals. This involves identifying the specific goals and
objectives the organization aims to achieve through the assessment.
Defining the scope ensures that the assessment is targeted and
relevant to the organization's needs.
• 2. Data Collection: The second step in the training needs
assessment process is to gather data through various methods. This
involves collecting information about the organization's current skill
levels, knowledge gaps, and performance issues. There are many ways
of collecting the data, including: survey, focus groups, observations,
performance review, shadowing
 3: Analyze and Interpret the Data:

• 3: Analyze and Interpret the Data: Upon completing the training

needs assessment data collection, the subsequent phase entails
a rigorous analysis and interpretation of the gathered information. A
systematic review and organization of the data are undertaken to
discern underlying patterns, trends, and prevailing themes. Through a
thorough examination of the data for the training needs assessment,
insightful observations concerning specific training requisites
materialize, thereby facilitating a judicious prioritization of these
needs based on their relative significance and urgency.
 4. Developing Solutions
• Now that the training needs have been identified, it's time to develop
appropriate solutions and strategies. This step involves designing
training programs, courses, or interventions that address the identified
gaps and align with the organization's goals.
• When developing training solutions, it is essential to consider factors
such as the preferred learning methods of employees, available
resources, and the desired outcomes of the training. The organization
may maximize employee engagement, retention, and application of
the newly learned skills and information by designing training
programs to meet their unique needs.
 5: Develop Training Solutions and
Strategies

• The final step in the training needs assessment process is

implementing the developed training programs and evaluating their
effectiveness. This step involves delivering the training to the
identified employees and monitoring their progress and performance
throughout the training period. It is critical to get input from
employees and trainers throughout the implementation phase to
evaluate the training initiatives' applicability, efficacy, and impact.
This feedback can be collected through surveys, interviews, or
evaluation forms.
 Training and development needs for the 21st
century,

• Technology and Innovation

• Diversity and Inclusion
• Lifelong learning and employability
• Social responsibility and sustainability
• Evaluation and Impact
 Technology and Innovation

• One of the most obvious trends in training and development is the

increasing use of technology and innovation to enhance learning
experiences and outcomes.
• Technology and innovation can enable more flexible, personalized,
interactive, and engaging training methods, such as e-learning, mobile
learning, gamification, virtual reality, augmented reality, artificial
intelligence, and adaptive learning. However, technology and
innovation also pose some challenges, such as ensuring the quality,
accessibility, security, and ethics of training content and platforms, as
well as the digital literacy and readiness of learners and trainers.
 Diversity & Inclusion
• Another significant trend in training and development is the growing
recognition of the importance of diversity and inclusion in the workplace.
• Diversity and inclusion refer to the respect and appreciation of the differences
and similarities among people in terms of their backgrounds, identities,
perspectives, and experiences.
• Diversity and inclusion can enhance creativity, innovation, collaboration, and
performance in organizations, as well as foster a positive and inclusive culture.
• However, diversity and inclusion also require some challenges, such as
addressing the biases, stereotypes, and discrimination that may hinder learning
and development opportunities for some groups, as well as designing and
delivering training programs that are culturally sensitive and responsive to the
needs and preferences of diverse learners.
 Lifelong learning and employability
• A third major trend in training and development is the increasing demand for
lifelong learning and employability in the 21st century.
• Lifelong learning and employability refer to the ability and motivation of
individuals to continuously update and expand their knowledge, skills, and abilities
throughout their careers, in order to adapt to the changing demands and
opportunities of the labor market.
• Lifelong learning and employability can enhance the productivity, competitiveness,
and satisfaction of workers and organizations, as well as contribute to social and
economic development.
• However, lifelong learning and employability also entail some challenges, such as
identifying the current and future skills gaps and needs of workers and
organizations, as well as providing accessible, affordable, relevant, and effective
training programs that support career development and transition.
 Social responsibility and sustainability

• A fourth key trend in training and development is the rising awareness of the
social responsibility and sustainability of organizations in the 21st century.
• Social responsibility and sustainability refer to the commitment and actions of
organizations to contribute to the well-being of society and the environment, by
addressing the social, ethical, and environmental impacts of their operations,
products, and services.
• Social responsibility and sustainability can enhance the reputation, trust, and
loyalty of stakeholders, as well as create positive social change.
• However, social responsibility and sustainability also imply some challenges, such
as aligning the values, goals, and strategies of organizations with the expectations
and needs of society and the environment, as well as developing and implementing
training programs that foster the awareness, attitudes, and behaviors of workers
and leaders that support social responsibility and sustainability.
 Evaluation and impact

• A fifth essential trend in training and development is the increasing emphasis on

the evaluation and impact of training programs in the 21st century.
• Evaluation and impact refer to the systematic and ongoing process of collecting
and analyzing data and evidence to assess the effectiveness, efficiency, and value
of training programs, in terms of their inputs, processes, outputs, outcomes, and
impacts.
• Evaluation and impact can enhance the quality, accountability, and
improvement of training programs, as well as demonstrate their contribution to
the achievement of organizational and societal goals.
• However, evaluation and impact also pose some challenges, such as defining
and measuring the indicators and criteria of success, as well as using appropriate
and rigorous methods and tools to collect and analyze data and evidence.