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Human Resource Management (HRM), a relatively

new term, that emerged during the 1930s. Many people
used to refer it before by its traditional titles, such as
Personnel Administration or Personnel Management. But
now, the trend is changing. It is now termed as Human
Resource Management (HRM). Human Resource
Management is a management function that helps an
organization select, recruit, train and develops.

HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people

who staff and manage organization. It comprises of the
functions and principles that are applied to retaining,
training, developing, and compensating the employees in
organization. It is also applicable to non-business
organizations, such as education, healthcare etc. Human
Resource Management is defined as the set of
activities, programs, and functions that are designed to
maximize both organizational as well as employee
effectiveness

Scope of HRM without a doubt is vast. All the activities of

employee, from the time of his entry into an organization
until he leaves, come under the horizon of HRM.
The divisions included in HRM are Recruitment, Payroll,
Performance Management, Training and Development,
Retention, Industrial Relation, etc. Out of all these
divisions, one such important division is training and
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development.

TRAINING AND DEVELOPMENT is a subsystem of an

organization. It ensures that randomness is reduced and
learning or behavioral change takes place in structured
format.

TRADITIONAL AND MODERN APPROACH OF

TRAINING AND DEVLOPMENT

Traditional Approach – Most of the organizations

before never used to believe in training. They were
holding the traditional view that managers are born and
not made. There were also some views that training is a
very costly affair and not worth. Organizations used to
believe more in executive pinching. But now the scenario
seems to be changing.

The modern approach of training and development

is that Indian Organizations have realized the importance
of corporate training. Training is now considered as more
of retention tool than a cost. The training system in
Indian Industry has been changed to create a smarter
workforce and yield the best results

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development

division is to make sure the availability of a skilled and
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willing workforce to an organization. In addition to that,

there are four other objectives: Individual,
Organizational, Functional, and Societal.

Individual Objectives – help employees in achieving

their personal goals, which in turn, enhances the
individual contribution to an organization.

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 of the society.

TRAINING SCENARIO IN INDIAN INDUSTRY

TRAINING SCENARIO IN INDIAN INDUSTRY

Training and Training and

Development system in Development system in
Retail/FMCG sector KPO

Training and Training and

Development system Development system
in Banking/Insurance in Pharmaceutical sector
Sector
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Training and
Training and Development system in
Development System in Hospitality sector
Automobile Sector
Training and
Training and Development system in
Development system IT Sector
in Telecom sector
Training and
Development System in
BPO

Importance Of Training and Development

 Optimum Utilization of Human Resources –

Training and Development helps in optimizing the
utilization of human resource that further helps the
employee to achieve the organizational goals as
well as their individual goals.
 Development of Human Resources – Training
and Development helps to provide an opportunity
and broad structure for the development of human
resources’ technical and behavioral skills in an
organization. It also helps the employees in
attaining personal growth.
 Development of skills of employees – Training
and Development helps in increasing the job
knowledge and skills of employees at each level. It
helps to expand the horizons of

human intellect and an overall personality of the

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employees.

 Productivity – Training and Development helps in

increasing the productivity of the employees that helps
the organization further to achieve its long-term goal.

 Team spirit – Training and Development helps in

inculcating the sense of team work, team spirit, and
inter-team collaborations. It helps in inculcating the
zeal to learn within the employees.

 Organization Culture – Training and Development

helps to develop and improve the organizational health
culture and effectiveness. It helps in creating the
learning culture within the organization.

 Organization Climate – Training and Development

helps building the positive perception and feeling
about the organization. The employees get these
feelings from leaders, subordinates, and peers.

 Quality – Training and Development helps in

improving upon the quality of work and work-life.

 Healthy work environment – Training and

Development helps in creating the healthy working
environment. It helps to build good employee,
relationship so that individual goals aligns with
organizational goal.

 Health and Safety – Training and Development

helps in improving the health and safety of the
organization thus preventing obsolescence.
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 Morale – Training and Development helps in

improving the morale of the work force.

 Image – Training and Development helps in

creating a better corporate image.

 Profitability – Training and Development leads to

improved profitability and more positive attitudes
towards profit orientation.

 Training and Development aids in organizational

development i.e. Organization gets more effective
decision making and problem solving. It helps in
understanding and carrying out organisational policies

 Training and Development helps in developing

leadership skills, motivation, loyalty, better attitudes,
and other aspects that successful workers and
managers usually display

Importance Of Training Objectives

Training objectives are one of the most important

parts of training program. While some people think of
training objective as a waste of valuable time. The
counterargument here is that resources are always
limited and the training objectives actually lead the
design of training. It provides the clear guidelines and
develops the training program in less time because
objectives focus specifically on needs. It helps in
adher. .
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Training objective tell the trainee that what is

expected out of him at the end of the training
program. Training objectives are of great significance
from a number of stakeholder perspectives,

1.Trainer
2.Trainee
3.Designer
4. Evaluator

Trainer – The training objective is also beneficial to

trainer because it helps the trainer to measure the
progress of trainees and make the required
adjustments. Also, trainer comes in a position to
establish a relationship between objectives and
particular segments of training.

Trainee – The training objective is beneficial to the

trainee because it helps in reducing the anxiety of the
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trainee up to some extent. Not knowing anything or

going to a place which is unknown creates anxiety that
can negatively affect learning. Therefore, it is important
to keep the participants aware of the happenings, rather
than keeping it surprise.

Secondly, it helps in increase in concentration, which is

the crucial factor to make the training successful. The
objectives create an image of the training program in
trainee’s mind that actually helps in gaining attention.

Thirdly, if the goal is set to be challenging and

motivating, then the likelihood of achieving those goals
is much higher than the situation in which no goal is set.
Therefore, training objectives helps in increasing the
probability that the participants will be successful in
training.

Designer – The training objective is beneficial to the

training designer because if the designer is aware what
is to be achieved in the end then he’ll buy the training
package according to that only. The training designer
would then look for the training methods, training
equipments, and training content accordingly to achieve
those objectives. Furthermore, planning always helps in
dealing effectively in an unexpected situation. Consider
an example; the objective of one training program is to
deal effectively with customers to increase the sales.
Since the objective is known, the designer will design a
training program that will include ways to improve the
interpersonal skills, such as verbal and non verbal
language, dealing in unexpected situation i.e. when
there is a defect in a product or when a customer is
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angry.
Therefore, without any guidance, the training may not
be designed appropriately.

Evaluator – It becomes easy for the training

evaluator to measure the progress of the trainees
because the objectives define the expected performance
of trainees. Training objective is an important to tool to
judge the performance of participants.

Methods of Training

There are various methods of training, which can

be divided in to cognitive and behavioral
methods. Trainers need to understand the pros
and cons of each method, also its impact on
trainees keeping their background and skills in mind
before giving training.

Cognitive methods are more of giving theoretical

training to the trainees. The various methods under
Cognitive approach provide the rules for how to do
something, written or verbal information,
demonstrate relationships among concepts, etc.
These methods are associated with changes in
knowledge and attitude by stimulating learning.

The various methods that come under Cognitive

approach are:

 LECTURES
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 DEMONSTRATIONS
 DISCUSSIONS
 COMPUTER BASED TRAINING (CBT)
o INTELLEGENT TUTORIAL SYSTEM(ITS)

o PROGRAMMED INSTRUCTION (PI)

o VIRTUAL REALITY

Behavioral methods are more of giving practical

training to the trainees. The various methods under
Behavioral approach allow the trainee to behavior in
a real fashion. These methods are best used for skill
development.

The various methods that come under Behavioral

approach are:

 GAMES AND SIMULATIONS

o BEHAVIOR-MODELING

o BUSINESS GAMES

o CASE STUDIES

o EQUIPMENT STIMULATORS

o IN-BASKET TECHNIQUE

o ROLE PLAYS
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Both the methods can be used effectively to change

attitudes, but through different means.

Another Method is MANAGEMENT DEVELOPMENT

METHOD –

MANAGEMENT DEVELOPMENT –

The more future oriented method and more

concerned with education of the employees. To
become a better performer by education implies that
management development activities attempt to
instill sound reasoning processes.

Management development method is further divided

into two parts:

ON THE JOB TRAINING –

The development of a manager's abilities can take

place on the job. The four techniques for on the job
development are:

 COACHING
 MENTORING
 JOB ROTATION
 JOB INSTRUCTION TECHNIQUE (JIT)
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OFF THE JOB TRAINING –

There are many management development

techniques that an employee can take in off the job.
The few popular methods are:

 SENSITIVITY TRAINING
 TRANSACTIONAL ANALYSIS
 STRAIGHT LECTURES/ LECTURES
 SIMULATION EXERCISES