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HRM MODULE Part 1

The document discusses training and development in Human Resource Management, emphasizing its role in enhancing employee performance through various methods. It outlines both on-the-job and off-the-job training techniques, including job instruction, coaching, and role play, as well as the importance of objectives such as improving productivity and organizational climate. Additionally, it highlights the use of computer-assisted instruction for flexible learning and assessment.

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Charles Gerard B. Beluan
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19 views14 pages

HRM MODULE Part 1

The document discusses training and development in Human Resource Management, emphasizing its role in enhancing employee performance through various methods. It outlines both on-the-job and off-the-job training techniques, including job instruction, coaching, and role play, as well as the importance of objectives such as improving productivity and organizational climate. Additionally, it highlights the use of computer-assisted instruction for flexible learning and assessment.

Uploaded by

Charles Gerard B. Beluan
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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MODULE IV:

TRAININ
&
G
DEVELOPM
HUMAN RESOURCE
MANAGEMENT

ENT
Presented By: CHARLES GERARD B.
BELUAN
TRAINING & DEVELOPMENT

Training and development in


Human Resource Management (H
RM)
refers to a system of educating
employees within a company. It
includes various tools, instructions,
and activities designed to improve
employee performance.
TRAINING & DEVELOPMENT
TRAINING & DEVELOPMENT
TRAINING &
DEVELOPMENT
TRAINING
is a process of learning a sequence of programmed
behavior. It improves the employee's performance
on the current job and prepares them for an
intended job.

Dale S. Beach defines the training as “the


organized procedure by which people learn
Knowledge nand or skills for definite purpose”.
TRAINING &
DEVELOPMENT

OBJECTIVE OF TRAINING

1. To improve Productivity
2. To improve Quality
3. To improve Organizational Climate
4. To increase Health and Safety
5. Personal Growth
TRAINING &
DEVELOPMENT
TRAINING &
DEVELOPMENT
ON THE JOB METHODS

1.Job Instruction Training: This method is also known training step by


step. The trainer explains to the trainee the way of doing the job, Job
knowledge & skills & allows him to do the job. The trainer appraises the
performance of the trainee provides feedback information & corrects the
trainee.

2. Job Rotation: This type of training involves the movement of the trainee
from one job to another. The trainee receives job knowledge & gains
experience from his supervisor or trainer in each of the different job
assignments.
TRAINING &
DEVELOPMENT
ON THE JOB METHODS

3. Coaching : The trainee is placed under a particular supervisor who


functions as a coach in training the individual. The supervisor provides
feedback to the trainee on his performance & offers him some suggestions for
improvements. Often the trainee shares some of the duties & responsibilities
of the coach & relieves him of his burden.

4. Committee- Assignment: training method where a group of employees


are tasked to form a committee and work together to complete a specific
project, allowing them to learn and develop skills through hands-on experience
while collaborating with colleagues
TRAINING &
DEVELOPMENT
OFF THE JOB METHODS

1.Vestibule Training : refers to a type of "off-the-job training" where


employees are trained in a simulated work environment, using the same
tools and equipment they will use on the job, but in a separate location
away from the actual workplace, allowing them to learn and practice skills
in a safe, controlled setting before working on live projects.

2. Role Play- It is defined as a method of human interaction that involves


realistic behavior in simulated situations. This method of training involves
action, doing &
practice. This method is mostly used for developing interpersonal interactions
& relations.
TRAINING &
DEVELOPMENT
OFF THE JOB METHODS

3. Lecture Method: The lecture is traditional & direct method so


instruction. The instructor organizes the material & gives it to group of
trainees in the form of a talk. To be effective, the lecture must motivate &
create interest among the trainees .

4. Conference or Discussion: It is a method in training the clerical,


professional & supervision personnel. This method involves a group of
people who pose ideas, examine & share facts, ideas & data test
assumptions & draw conclusions, all of which contribute to the
improvement of job performance.
TRAINING &
DEVELOPMENT
OFF THE JOB METHODS

5. Programmed Instruction: involves a series of steps with bits


of knowledge and a mechanism for presenting the series and
measuring the trainee's knowledge. Trainees receive questions in a
sequence and receive a sign when they answer each question
correctly.
TRAINING &
DEVELOPMENT
COMPUTER ASSITED
INSTRUCTION
• is a training technique where the individual is guided by a computer program
through the information to be learned.
• The method is flexible because trainees can progress at their own speed, skip
material they are already familiar with, and undertake the training at their own
convenience.
• The programs provide tests and assessment at each stage and provide
immediate feedback to the trainee.
LICERIA & CO.

THANK
REFERENCE:

YOU
1.Thakore, Digvijaysinh. (2013). Training - A Strategic HRM Function. International Letters of
Social and Humanistic Sciences. 11. 84-90. 10.18052/www.scipress.com/ILSHS.11.84.

2.https://www.workhuman.com/blog/human-resource-management-hrm/

3. HRD PLANNING L&D Guidebook PAHRODF

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