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Training and Development
Joyce Jose
Lesson 1
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Assessment
End Term Examination------------ 60 marks
l Class Participation/Attendance--- 10 marks
l Class Test/Quiz----------------------- 10 marks
l Case Study/Group Presentation 20 marks
Lesson 1
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Syllabus
IntroductionTraining and Development
Learning Organization, Principle of Adult Learning
Training Administration ( Budget, designing training calendar)
Training Process
Need Assessment
Competency modeling and mapping
Designing Training Module
Implementation of Training, Training Methods
E-learning
Training evaluation, ROI
Development
Management Development
Training Audit
Lesson 1
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Lesson Objectives
Introduction to Training and Development
Difference between Training and Development
Role of Training
Forces influencing the training
Organization Characteristics that influence Training
Various aspects of the Training Design Process
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Lesson 1
There is nothing Training cannot do; nothing is above
its reach; it can turn bad morals to good, it can
destroy bad principle and create good ones, it can lift
men to Angelship
-Mark TwainTell me and I forget, teach me and I remember,
involve me and I learn
- Benjamin Franklin
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Average Japanese companies spends about 6% of budget ontraining.
Study of major automobile manufactures found U. Sautomakers spend about 40 hours training new employeescompared to 300 hours for Japanese automakers.
Motorolas CEO required all divisions to spend at least 2% ofbudget on training. Over next 7 years, profits increased 47%
and it was estimated that each $1.00 in training yielded$30.00 in return.
Lesson 1
Introduction
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Training and HRD
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Human Resource Department
Training andDevelopment
Talent Acquisition
Compensation andBenefit
Human ResourcePlanning
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Training
Lesson 1
Training is the process of identifying, assuringand developing through planned activities theknowledge, skills and abilities that employeesneed to help them perform their current andfuture responsibilities in organization to the
greatest extent possible.
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Training
Lesson 1
Training is the process of acquiring the skills
necessary to do the job- Robert N. Lussier
Training is a set of activities that provides theopportunity to acquire and improve job related
skills - Schermerborn, Hunt and Osborn
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Development is a process of preparing
employees for future position and improve
their personal skills to handle the critical
situations in an organization.
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Development
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Training is the acquisition of concept
theories, knowledge , skills and attitudes
Development is the application of acquired
knowledge, theories, skills and attitudes tothe job for increasing organizational
effectiveness.
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Training and Development
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Comparison between Training andDevelopment
Training Development
Focus Current Future
Use of Work Experiences Low High
Directed towards Training is normally directed at
operative employees andrelates to technical aspects.
It is directed at managerial
personnel to acquireconceptual and human skills.
Methodology Greater emphasis on ON-JOB
methods
Greater emphasis on OFF the
Job methods.
Goal Preparation for current job Preparation for changes
Relevance Training is of more relevance at
junior-levels.
Development is of higher
relevance at middle and senior
levels.
Duration Training courses are designed
mostly for short term.
It involves a broader long-term
education for a long run term.
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Training and Development
Improvement in
CustomerSatisfaction
People, Process and
Performance
ShareholderSatisfaction
EmployeeSatisfaction
Training and Development for Shareholder Satisfaction
Lesson 1
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All SIZES ofOrganizationSmallLarge
All TYPES ofOrganizationProfitNon Profit
Training andDevelopmentis Needed In
All LEVELSofOrganizationBottomTop
All AREAS oforganization
ManufacturingMarketingHRAccountingIT
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Frame work of Training
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TRAINING Objectives
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Aim of Training
Improve performance
Enhance employee growth
Facilitate overall professionaldevelopment
Improve the quality of the work force
Enhance productivity
Assist organization in successionplanning
Develop organization specific skillsand competencies
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Respond to technology changes affecting job requirements.
Respond to organizational restructuring.
Adapt to increased diversity of the workforce.
Support career development.
Fulfill employee need for growth.
Development of skills of employees
Productivity of Organization
Organizational Culture and Climate
Quality
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Importance of Training
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Focus on Teaching Skills and
Knowledge
Link Training to Business
Needs
Use Training to Create and
Share Knowledge
The Broadening of Trainings Role
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o Globalization
o Need for Leadershipo Attracting and Retaining Talent
o Customer Service and Quality Emphasis
o Changing Demographics and Diversity of
o Work Force
o New Technology
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Forces Influencing Training
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Integration of Business
Units
Global Presence
Business Conditions
Organizational Charactertics thatInfluence Training
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Step 1
Conduct &Develop
Training Need
Analysis
Step 2
Design andselect Training
Methos
Step 3
ImplementTrainingMethods
Step 4
EvaluateTraining
TrainingResults
Step 5
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Training Design Process
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ADDIE Model
Lesson 1
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Refers to process for designing and developing
training programs
There is not one universally accepted ISDmodel
ISD process should be:Systematic
Flexible enough to adapt to business needs
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Instructional System Design (ISD)
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Training is effective only if it helps employees
reach instructional or training goals
Measurable training objectives should be
identified before training objectives
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Assumption of ISD approach
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The type of training and resources devoted to
training are influenced by the strategy adopted
for two HRM practices:
Staffing
Human Resource Planning
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The Importance of Training Comparedto Other HRM Practices
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Two aspects of a companys staffing strategy
influence training: The criteria used to make promotion and
assignment decisions (assignment flow)
The places where the company prefers toobtain human resources to fill openpositions (supply flow)
Staffing Strategy Influence onTraining
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HR planning allows the company to anticipate themovement of human resources in the company.
HR plans can help identify where employees withcertain types of skills are needed in the company.
Training can be used to prepare employees for:
increased responsibilities in their current job, promotions, lateral moves, transfers, and
downward job opportunities that are predictedby the human resource plan.
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HR Planning Influence on Training
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Skills Training. Retraining.
Cross-Functional.
Team Training Creativity Training.
Literacy Training.
Diversity Training. Customer Service
Lesson 1
Types of Training