BATAAN PENINSULA STATE UNIVERSITY

Balanga Campus

INSTRUCTIONAL MATERIALS
IST SEMESTER 2023 – 2024

Course Code: BACC 0113

Course Title : HUMAN RESOURCE MANAGEMENT

LESSON 9
THE VALUE OF TRAINING AND DEVELOPMENT

I. LEARNING OUTCOMES

⮚ Identify the most common methods of training used by organizations

⮚ Differentiate the types of training delivery
⮚ Recognize the content and resources needed to meet training goals and objectives
⮚ Recognize and appreciate the value of training and development

II. INTRODUCTION:

Training and development play an important role in the effectiveness of organizations and to the
experiences of people in work. Training has implications for productivity, health and safety at work
and personal development. All organizations employing people need to train and develop their staff.
Most organizations are cognizant of this requirement and invest effort and other resources in
training and development. Such investment can take the form of employing specialist training and
development staff and paying salaries to staff undergoing training and development. Investment in
training and development entails obtaining and maintaining space and equipment. It also means
that operational personnel, employed in the organization's main business functions, such as
production, maintenance, sales, marketing and management support, must also direct their attention
and effort from time to time towards supporting training development and delivery. This means
they are required to give less attention to activities that are obviously more productive in terms of
the organization's main business. However, investment in training and development is generally
regarded as good management practice to maintain appropriate expertise now and in the future.
Training and development involves learning situations in which the employee acquires additional
knowledge or skills to increase job performance. Training objectives specify performance
improvements, reductions in errors, job knowledge to be gained, and/or other positive
organizational results.

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III. CONTENT:

TRAINING
This term is often interpreted as the activity when an expert and learner work together to effectively
transfer useful information from the expert to the learner (to enhance a learner's knowledge, skills
and abilities) so the learner can better perform a current task or job. A trainer might use a variety
of methods to enhance a learner's learning, including other- or self-directed, and formal or informal.
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.

DEVELOPMENT
This term is often viewed as a broad, ongoing multi-faceted set of activities (training activities
among them) to bring someone or an organization up to another threshold of performance. This
development often includes a wide variety of methods, e.g., orienting about a role, training in a
wide variety of areas, ongoing training on the job, coaching, mentoring and forms of self-
development. Some view development as a life-long goal and experience.

PURPOSE OF TRAINING

1. Productivity
Effective training should enhance the methods that individuals use to perform their jobs, thus
improving their productivity. An increase in productivity that reduces labor costs generally
means a more profitable organization.
2. Quality
Similarly, providing the proper training for recognizing quality concerns should result in
improved quality and fewer returns or repairs. This will reduce the overall cost of operations
and so generate increased profits.
3. Empowerment
Training that is directed to new methods that can be used on the job adds to employee
confidence and enables them to perform more effectively. This also reduces the need for close
supervision.
4. Alignment
Training should be directed to aligning the individual with the organization’s objectives.
Employees need to know where the organization is heading and how they can best support its
goals. Without a clear understanding of what the organization needs, and how to provide it, it
is much more difficult for employees to work effectively.
5. Teamwork
We must all learn to work as a team. This ability is never a given. We know that organizations
form teams in varying ways and with varying objectives; that’s why orchestras practice and
why football teams hold repeated drills. Being able to work closely with teammates provides
greater flexibility and agility.

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6. Liability
Reducing workplace accidents is often a function of understanding proper procedures and
following specific safety guidelines. A reduced injury experience results in lower insurance
costs and less lost time at work. It’s clear to most trainers that this requires constant
awareness…an awareness enhanced through training.
7. Risk
Risk reduction is an important consideration for organizations, not only to avoid liability but
to address quality and schedule issues as well. What are the risks of an adverse situation under
x and y circumstances? How do we measure risk and monitor it? More importantly, perhaps,
how do we avoid risk altogether or mitigate it. Employees should be trained to recognize risk
factors and how to take corrective action to effectively deal with them.
8. Professional development
Supports employees in gaining a wider perspective in their jobs and in their personal lives. In
many professions, such as in Medicine or Education, continuing education is a requirement for
maintaining certification. The general goal of continuing education is the bring professionals
up to date on current practices and to prepare them for taking effective action in new and unique
circumstances.
9. Business Conduct and Social Responsibility
This is a very real concern today, considering the high profile corruption cases we have seen
and the state of our environment. Everyone needs to understand his or her obligations to their
employers and to their communities, and how to conduct them in a manner that does not
compromise ethical behavior. A good deal of this must be conveyed to the workforce based on
the specific requirements of the organization and its codes.

BENEFITS OF TRAINING

1. More Competitive Workforce

One of the main benefits of strategic training and development is that your company will have
a more competitive workforce from the start. When your company is known for building
employees' skills and offering them advancement opportunities, you'll find that you're able
to attract employees who are better skilled, engaged and dedicated, suggests Big Think Edge.
In the long run, this gives you workers who bring valuable skills and experience and who are
more willing to work hard to meet your company's strategic goals.
Including developmental activities further improves your workforce's competitiveness as you
provide the skills needed in a changing business landscape. Keeping your employees
continually trained and developed will enable you to make better use of new technologies and
work processes.
2. Improved Company Performance
When your workforce understands their expectations and has been prepared to meet their work
goals, you'll find your company performance overall improves in terms of efficiency, quality

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 and effectiveness. Poorly trained employees can often make mistakes, take longer to complete
tasks than well-trained workers and cost you more money in the long run. Not only can this
slow down your production and workflow, but it can even harm your company's reputation
when customers see a direct impact from the poor quality of products or services.
On the other hand, trained and developed employees can work more quickly, costing you less
in wages and getting products and services to customers faster. At the same time, their work
quality will improve so that customers are better served and have a better impression of your
products and services. In the long-term, having high-performing employees put you in a better
place to expand your business and handle an increased workload than if your employees were
struggling.
3. Better Workforce Collaboration
Another benefit of training and developing your workers is that they're better prepared to work
together, which is especially crucial when your company relies on teams to complete projects.
Poorly trained employees may have skill gaps that hinder them from keeping up with the team
or following others' directions, leading to a lack of balance in employee performance, suggests
Big Think Edge. Training your employees well improves collaboration so that each employee
works effectively toward the company's goals rather than just on the goal of a specific person
or group in the organization.
4. Higher Employee Morale
When your employees feel prepared to do their jobs, you'll find that they are more engaged in
their work, feel more positively about the company, have better job satisfaction and are more
likely to make your company succeed. For example, a salesperson who you've trained well in
selling techniques is likely to feel more confident making sales calls and have more success
working towards the sales goal you've set out. At the same time, when an employee is happy
with the company, she may be more willing to work harder, collaborate with employees to
complete work tasks and strive for your recognition for high performance.
5. Reduced Turnover and Absenteeism
Well-trained and developed employees help your company avoid both short-term and long-
term problems with turnover and absenteeism. When employees do not feel your company
prepares them for working effectively or doesn't offer developmental activities that prepare
them for advancement, these employees may begin to look somewhere else for a more
satisfying work environment. This can particularly hurt your company when you lose key
employees who are difficult to replace and train and when the lost employees are particularly
skilled and experienced. These former employees may also talk poorly about your company to
others, making it harder to recruit quality workers.
6. Easier Succession Planning
Not only does strategic training and development help you keep your workers, but it can make
it easier to plan for the future when it comes to choosing new leaders. Coupled with an effective
performance review system that spots strengths and weaknesses of employees, ongoing training
can be used to provide high-performing employees with skills that prepare them for promotion

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 when the need arises. This saves your company time from having to look for leadership
candidates from outside the company and avoids the costs of recruiting and hiring new leaders.

APPROACHES TO TRAINING
There are three main approaches to training which are commonly used in most organizations. These
are:

TRADITIONAL EXPERIENTIAL PERFORMANCE BASED

APPROACH APPROACH APPROACH

THE TRADITIONAL TRAINING APPROACH

Traditional training methods for human resources have proven successful for many years. These
techniques are useful and are used by many companies. These techniques require an experienced
and dedicated human resource professionals to conduct them and make the tools useful for your
trainees. To ensure complete success, a thorough and complete tracking system is very useful.
In the traditional approach, the training staff designs the objectives, contents, teaching techniques,
assignments, lesson plans, motivation, tests, and evaluation. The focus in this model is intervention
by the training staff.

THE EXPERIENTIAL APPROACH

In the experiential approach, the trainer incorporates experiences where in the learner becomes
active and influences the training process. Unlike the academic approach inherent in the traditional
model, experiential training emphasizes real or simulated situations in which the trainees will
eventually operate. In this model, the objectives and other elements of training are jointly
determined by the trainers and trainees. Trainers primarily serve as facilitators, catalysts, or
resource persons.
Experiential learning is comprised of four parts, as defined by David Kolp, an expert psychologist
in the field of experiential learning. They include:
Concrete experience Active involvement in the learning process
Reflective observations Analyzing the learning experience itself
Abstract conceptualization Drawing conclusions based on what has already been
learned
Active experimentation Applying what has been learned in actions
This kind of learning embedded within the flow of work helps employees understand what they
need to know concerning a specific task, in real-time. This means your team won’t need to spend
days away from their work, at costly and often unproductive training workshops, containing
information which they will likely forget by the time they leave the room.

THE PERFORMANCE BASED APPROACH

In the performance-based approach to training, goals are measured through attainment of a given
level of proficiency instead of passing grades of the trainees. Emphasis is given to acquiring specific
observable skills for a task.

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 Performance-based training focuses not only on teaching everything relating to the subject matter
but also about analyzing each employee’s job performance, past learning success, projected outputs
and tasks to be done in order to achieve certain business objectives. By supporting this behavior
you’ll see more consistent, productive results.

TYPES OF TRAINING
ON-THE-JOB TRAINING
The On-the-Job Training is a technique wherein the workers, i.e., operative staff, is given the direct
instructions to perform their jobs on the actual work floor.
The workers can learn the skills that are required to be performed in the actual work conditions and
also gets accustomed to the working environment.

ON-THE-JOB TRAINING METHODS

1. Coaching
Under this method, the superior or an experienced staff gives instructions to the workers to perform
a job. It is one-to-one training designed for the workers where they can find answers to their queries
through the instructions and demonstrations given by the superior.
2. Mentoring
This training is given to the managerial level people, wherein the senior or the manager gives
instructions to the immediate subordinate to carry out the day to day functioning.
It is again a one-to-one training method, where the manager is considered as a mentor to the
subordinate and guides him in the situations of difficulty.
3. Job Rotation
Under the job rotation, an employee is often shifted to the other related jobs, with the intention to
make him well versed with other job backgrounds.
This helps him to escape the boredom caused by performing the same kind of work again and again
and also helps in developing a rapport with other people in the organization.

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4. Job Instructional Training
Under this training, a trainer designs a step by step training program, wherein the worker is given
the instructions to perform the job as required. Firstly, the overview of the job along with the desired
results is explained to the trainee, and then the skills required for the job is demonstrated by the
trainer.
Then a worker is allowed to perform the job as per his acquired skills or expertise, and then finally
the workers are asked to give their feedback and ask for any query arising out of the training
program.
5. Understudy
Here, the superior gives training to the subordinate as an understudy or an assistant who is likely
to perform a superior’s job in case of the vacancy arising out of superior’s retirement, transfer,
promotion or death.
6. Apprenticeship
This type of training is generally given to the people in crafts, trade and technical fields that require
a long-term learning before they actually gain the proficiency in their respective disciplines.
This training is a blend of classroom and on-the-job training and is conducted under the close
supervision. This can be extended up to 3 to 4 years as apprentices need to go through the learning
process till they become an expert in their fields.
On-the-Job training is based on the principle of “learning by doing”, i.e. the workers learn the job
while performing it within the actual work environment. This type of training is beneficial for both the
workers and the organization.

OFF-THE-JOB TRAINING
The Off-the-Job Training is the training method wherein the workers/employees learn their job roles
away from the actual work floor.
Simply, off-the-job training comprises of a place specifically allotted for the training purpose that may
be near to the actual workplace, where the workers are required to learn the skills and get well equipped
with the tools and techniques that are to be used at the actual work floor.

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OFF-THE-JOB TRAINING METHODS

1. Special lectures
This is also called as classroom training wherein the employees are given lectures about the job
requirements and the necessary skills required for implementing the job.
There is generally a classroom or a workshop wherein the complete job knowledge is given to the
workers by the experts or specialists from the professional institutes. The main purpose of this
training is to make the employees well informed about their job roles and discussing their queries
arising out of the lectures.
2. Simulation
Under this training, the trainee is required to learn the operations of machines and equipment that
are reasonably designed to look similar to those installed at the actual work floor.
This is one of the most common method of training wherein the worker learns to operate tools and
machinery that look alike to those, they would be using in the actual work environment.
3. Vestibule Training
This type of training is specifically given to the technical staff, office staff and the employees who
learn the operations of tools and equipment assembled at a place away from the actual work floor.
This type of training is conducted to give the real feel to the trainees that they would be experiencing
at the actual plant.
4. Case Studies
Under this method, the trainees are given the situation or a problem in the form of a case study, and
are required to solve it as per their learning from the training program.
5. Role playing
This type of training is essential in case of customer services. Under this, the trainees assume roles
and enact as per the given situations. It is also called as socio-drama or psycho-drama, wherein the
employees act as if, they are facing the situation and have to solve it spontaneously without any
guidance.

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6. Management Games
Under this method, the trainees are divided into groups and then they are presented with the
simulated marketplace or the situations, wherein they are required to apply their learning and solve
the problems accordingly.
Under off-the-job training, the worker concentrates only on the learning of a job and is not
accountable for the production.

TRAINING PROCESS
The Training Process comprises of a series of steps that needs to be followed systematically to
have an efficient training program. The Training is a systematic activity performed to modify the
skills, attitudes and the behavior of an employee to perform a particular job.

1. Needs assessment
The first step in the training process is to assess the need for training the employees. The need
for training could be identified through a diagnosis of present and future challenges and
through a gap between the employee’s actual performance and the standard performance.
2. Deriving Instructional Objectives
Once the needs are identified, the objectives for which the training is to be conducted are
established. The objectives could be based on the gaps seen in the training programmes
conducted earlier and the skill sets developed by the employees.
3. Designing Training Programme
The next step is to design the training programme in line with the set objectives. Every training
programme encompasses certain issues such as: Who are the trainees? Who are the trainers?
What methods are to be used for the training? What will be the level of training? etc. Also, the
comprehensive action plan is designed that includes the training content, material, learning
theories, instructional design, and the other training requisites.
4. Implementation of the Training Programme
Once the designing of the training programme is completed, the next step is to put it into the
action. The foremost decision that needs to be made is where the training will be conducted
either in-house or outside the organization.

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 5. Evaluation of the Training Programme
After the training is done, the employees are asked to give their feedback on the training
session and whether they felt useful or not. Through feedback, an organization can determine
the weak spots if any, and can rectify it in the next session. The evaluation of the training
programme is a must because companies invest huge amounts in these sessions and must know
it’s effectiveness in terms of money.

TRENDS IN TRAINING
1. Geofencing
Geofencing is one of the most convenient emerging trends in training and development. Using
your smartphone or other device, geofencing delivers bits of job-related training and
development just when you need it.
2. Individualized training
There is no longer an adequate one-size-fits-all approach that works (if there ever was!). Your
employees are coming to you with specific and varied training needs.
One of the biggest future of corporate training trends is a more individualized approach to
training that allows employees more choices in how they approach their own learning.
3. Adaptive content delivery
Artificially intelligent content delivery that adapts to your employees’ corporate training needs
is also emerging as a way to personalize and individualize training.
This type of training (gamification being a good example of adaptive content delivery)
predicts learner behavior to keep training relevant, interesting, and fresh.
4. Soft skills training
Maybe you’ve scoffed at the idea that focused training for soft skills is imperative to the
success of your business, but it’s time to reexamine that belief.
5. Virtual and augmented reality
Virtual and augmented reality is truly the future of corporate training. Long a training staple
in certain industries (e.g., pilot training and other simulators), VR is now expanding to more
areas as a way to practice a skill before it actually needs to be applied. Augmented reality
offers benefits from customer service to healthcare and beyond.
6. Virtual mentorship programs
You may be hiring employees fresh out of college who have never had a job before. Why?
The competitive job market has sent many millennials and Gen Z students into college in order
to compete. However, the resulting college graduates have great technical skills but little
understanding of how to apply them.
7. Improvised instruction
While careful planning of employee training is important, one of the corporate training trends
to watch in 2020 is the rise of improvisation in instructional design. This uses only materials
readily available in a given space to design instruction and can go far beyond just teaching
skills or facts.

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 Improvisational design also teaches problem solving and teamwork, two of the all-important
soft skills mentioned above.
8. Data analytics to capture ROI of learning initiatives
Using data analytic tools to capture the actual ROI of your company’s learning initiatives helps
you plan strategically to get the most bang from your training buck. It’s not the newest trend
when it comes to the future of corporate learning, but it continues to be vital with new tools
out constantly to help you streamline your reporting process.
9. Repositioning training as a benefit (not a burden)
You have probably heard groans when announcing the next wave of training to employees,
but what if you position employee training as part of the benefits package instead of something
to be endured?
10. Microlearning
Microlearning continues to play a huge part in the future of corporate training, providing
employees with easily-digested bites of information or instruction that can be immediately
applied to a task or project.

CHALLENGES FACED BY TRAINING AND DEVELOPMENT PROFESSIONALS

1. Dealing with Change
Organizational change is more common than ever. Dealing with changes due to mergers,
acquisitions, technology, budgets, and staffing is the top challenge cited by Learning and
Development (L&D) professionals.
2. Developing Leaders
Many work environments are more complex, diverse, and demanding. It is crucial for
organizations to develop leaders in every level—from the front lines to the CEO—to support
its success.
3. Engaging Learners
L&D professionals must communicate the value of learning and development. Too often, other
urgent tasks or priorities seem to win out. It’s a challenge to get learners to attend, actively
participate, and follow-through.
4. Delivering Consistent Training
When a company is global or geographically dispersed, it increases the difficulty of providing
consistent training. The most common challenges include geographic limitations, increased
costs, language barriers, translation issues, and virtual training needs.
5. Tracking Skills Application
Discovering the “stickiness,” or sustainability of a training program is challenging at best. L&D
professionals must find and implement an effective way to ensure skills are learned and applied
in the real work environment.
6. Instilling Conflict Management Skills
Training learners about handling conflict can be difficult. Conflict management is a critical
skill and can deeply affect an organization’s success when it is lacking. Conflict can increase
turnover, decrease employee morale, and impact the longevity and well-being of a business.

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 7. Quantifying Training Effectiveness
It is important for many L&D professionals to provide a quantitative assessment of
how training programs are impacting their organization. It is challenging to figure out which
metrics to use, how to incorporate them into post-training assessments, how and when to follow
up, and how to adjust future training based on the results.
8. Improving Learning Effectiveness
Training learners effectively is important. There are so many topics to cover and many require
unique delivery methods in order for solid skill development to occur. It is important to ask the
right questions and identify the desired outcomes when planning each training session.
9. Demonstrating Value to Leadership
It is the task of senior leadership to determine which activities are worth funding. It is
paramount for L&D professionals to demonstrate bottom-line value in order to get buy-in from
leaders. Keeping corporate training and development as a top priority in an organization is
challenging.
10. Adapting Training to Millenials
Traditional training methods may not work with Millenials. This generation may be
technologically proficient, but they also tend to lack important skills such as communication,
diplomacy, and relationship building. It can also be difficult to provide training to multiple
generations.

IV. ASSESSMENT QUESTIONS:

1. Discuss the most common methods of training used by organizations.

2. Discuss the importance of training and development.
3. Differentiate the different approaches to training.
4. Discuss the trends in training.
5. Discuss the process of training.
6. Discuss the challenges faced by the training and development professionals.

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