WACHEMO UNIVERSITY

College of Business and Economics

Department of Management

Program: MBA

INDIVIDUAL ASSIGNMENT ON THE COURSE OF

STRATEGIC HUMAN RESOURCE MANAGEMENT

By

Mubeyin Nuriye

IDNO-WCU 1502112

Submitted to:

Tekalign, (PhD)

March, 2024

Hossana, Ethiopia

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 Chapter Four

Training and Development in HRM

THE MAIN CONTENTS

 Concepts of Training and Development in HRM

 Difference between Training and development in HRM

 Types of training in HRM

 The Process in Training and Development

 Purpose (aims) of Training and Development in HRM

 Discuss career development plan

 Benefits of a Career Development Plan

 Conclusion

 References

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The concepts of Training and Development in HRM
Training and Development in Human Resource Management is the process of acquiring
knowledge, skills, and attitude that helps improve employees’ job performance and enables
future career growth.

Training and development is always identified as one of the vital Human Resource functions. In
most of the organizations training and development is an integral part of the HRD (human
resource development) activity.

Training in HRM refers to acquiring specific knowledge and skills for a particular job or task. It
is usually a short-term activity concerned with improving an employee’s current job
performance. It includes formal training courses, on-the-job training, or coaching sessions.

It is a process by which the attitude, skills and abilities of employees to perform specific jobs are
improved. Simply put, training is that activity through which an employ acquires skills and
knowledge to perform the job in a satisfactory manner

Development in HRM is concerned with the long-term growth of an individual’s career. It

usually covers acquiring knowledge that goes beyond the requirements of their current job to
prepare the employees for their future job role or career advancement opportunities.
Development activities include job shadowing, mentoring, attending conferences, or pursuing
further education.

Definition of training in some Authors:

Following are the definition of training by some authors:

Training is the act of increasing the knowledge and skills of an employee for doing a particular
job. (Edwin Flippo)

Training is the formal and systematic modification of behavior through learning which occurs as
a result of education, instruction, development and planned experience. (Michael Armstrong)

Training is any process by which the attitudes, skills and abilities of employees to perform
specific jobs are improved.” Simply put, training is that activity through which an employee
acquires skill and knowledge to perform the job in a satisfactory manner. (Michael Jucious)

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Differences between training and development
At the most basic level, training is the process companies use to build the skills of new
employees so they’re well equipped to perform the role that they were hired for. Development,
on the other hand, includes ongoing education, mentoring, and professional experiences that help
employees grow into future roles and opportunities.

Key factors that explain the differences between training and development.

Purpose: Training teaches employees specific skills and knowledge that’s required for their
current role. It aims to improve job performance and productivity so employees can be
successful. Development has a broader focus and includes activities that enhance an employee’s
skills, knowledge, and abilities over time. Development programs aim to prepare employees for
future roles and responsibilities.

Timing: Training is a short-term process that focuses on immediate skills acquisition. It’s often
provided when employees join an organization or need to learn something new for their role.
Development is a long term process that focuses on growth and progression over time. It is not
limited to a specific job or role.

Scope: Training is role-specific and focuses on technical skills and knowledge. Development is
broader in scope and includes elements such as leadership, problem-solving, and change
management.

Objectives and goals: The primary goal of training is to improve skills that drive performance
and growth. Development aims to advance a person’s career or capabilities.

Methods: Training is often led by experts, trainers, and enablement leaders. Common training
methods include workshops, online training lessons, and practice exercises. Development
includes mentoring, coaching, and formal leadership programs.

While both are valuable, it’s important to apply them at the right time and in the right way. Every
employee will need training when starting a job, and development in order to advance in it. The
training and development topics you choose should focus on specific and attainable goals that
benefit your organization and its employees.

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Types of Training and Development in HRM

There are different types of training that are conducted depending upon the requirements of the
trainee and the organization.

1. Orientation Training

Just after the recruitment and selection of a new employee, a new employee is made to undergo
induction and orientation training.

The objective behind this type of training is to:

 Help settle the employee in a new and unfamiliar environment

 Inducted about the procedures, rules, and regulations followed by the company

 In-depth knowledge about the company background, organization structure, products and
policies is imparted to the new employee

 An employee is also made familiar to his superiors and subordinates

 It helps develop a feeling of certainty and satisfaction in the mind of the new employee as
he feels cared for and is handled in the initial phase of his new job.

2. Promotional Training

Employees who have the potential to grow and handle larger roles are identified and selected.
They are further trained in various areas that they might need to cover when they would have to
handle larger roles after promotion.

3. Refresher Training.

Under Refresher Training, the existing employees are trained to follow new and improved
procedures and techniques to stay abreast with the competition. They are made to undergo short
term courses so that they can adopt the latest developments in a particular field and are able to
confidently face the upcoming challenges.

4. Skills Training: If there is a gap between the skills required for successful completion of a job
and the skills possessed by the employees, there arises a need for training.

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A training program is planned and the content is developed to meet the training objectives. An
effective method of training is selected which could be a lecture, coaching, special courses etc.
These skills could be as basic as reading, writing, communication skills, interpersonal skills etc.

5. Internship Training

Under this types of training professional colleges like management schools or engineering
institutes approach organizations, companies and corporate setups and place there students under
them. This helps to enhance the knowledge of the students as it gives a practical experience on
the job to the theoretical knowledge gained in the college.

6. Cross-functional Training

Under these types of training, the aim is to educate and train the employee in area of work
other than their assigned jobs. This gives them a broader perspective of the business on a
whole, helps them gain diverse knowledge, and enhances their career path and chances of
promotion.

Cross-functional training can be done by job rotation i.e placing the employees under different
roles after a suitable period of time. It can also be done where the departments can exchange
their personnel for a certain period that gives an insight to the employees on how other
departments are working

7. Team Training

Team training generally covers two areas: content tasks and group processes.

 Content tasks specify the team’s goals such as cost control and problem-solving.

 Group processes reflect the way members function as a team – for example how they
interact with each other, how they sort out differences, how they participate etc

8. Creativity Training
In creativity training, trainers often focus on three things:
A. Breaking away: In order to break away from restrictions, the trainee is expected to:
(i) identify the dominant ideas influencing his own thinking,
(ii) Define the boundaries, within which he is working,
(iii) Bring the assumptions out into the open and challenge everything

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B. Generate new ideas: To generate new ideas,
(i). the trainee should open up his mind;
(ii). Look at the problem from all possible angles and list as many alternative approaches as
possible.
(iii). the trainee should allow his mind to wander over alternatives freely,
(iv). Switch over from one perspective to another

C. Delaying judgment: To promote creative thinking,

(i) The trainee should not try to kill off ideas too quickly;
(ii) They should be held back until he is able to generate as many ideas as possible.
(i) Brainstorming often helps in generating as many ideas as possible without pausing to evaluate
them

9. Diversity Training

Diversity training considers all of the diverse dimensions in the workplace – race, gender, age,
disabilities, lifestyles, culture, education, ideas and backgrounds – while designing a training
programmer.

 It aims to create better cross-cultural sensitivity with the aim of fostering more
harmonious and fruitful working relationships among a firm’s employees.

 The programmer covers two things:

(i) Awareness building, which helps employees appreciate the key benefits of diversity, and

(ii) Skill building, which offers the knowledge, skills and abilities required for working with
people having varied backgrounds.

Training Process in HRM

As changes in internal and external situations are unavoidable, training becomes a continuous
process. Generally, training prepares the employees to respond to changes in a successful way.

The following are the steps that are included in the training process in HRM:

1. Determination of Training Needs

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The first step in any training process is to identify the operational skills which have to be
developed for performing a job. For this, the training needs are identified at three levels. In the
first stage, the areas where training is needed in the organization are identified.

The plans and goals are carefully examined and then an inventory of existing manpower is
prepared to determine the training needs. Then the operational analysis is undertaken where the
work to be performed after training is examined so that how the job can be performed in an
effective manner can be determined.

In the third stage, the focus is put on the individual training needs and the difference between
the actual performance and standard performance of an individual is undertaken. At this
stage, employees are asked about their job knowledge and skills to determine their training
needs.

2. Development of Training Objectives

Once the training goals are established, the next step is to develop the objectives of the training
programs. Each training program can have its own objective but it should be related to assessing
training needs and should also focus on satisfying those needs. The programs for training should
be clear and concise.

3. Selection of Training Techniques

In order to achieve the training needs and goals, an appropriate training method should be chosen
to achieve the desired results. The training method can be broadly classified into two categories
namely on-the-job training methods and off-the-job training methods.

 On-the-job training methods impart real-time training at a work spot.

 Off-the-job training involves training at a place away from a work spot in a for- mal
classroom.

4. Identifying the Trainers

Once the training method has been decided, the next crucial step is selecting and training the
trainers for the program. It is a critical step as the success of the training program depends on the
ability of the trainers. The trainers should be competent, knowledgeable and mature people who
have effective communication skills.

They should be familiar with the philosophy of the company, objectives, structure, culture and
specific purposes of the training program.

5. Implementing Training Program

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Once the method of training and trainer is decided, the actual training program is to be
implemented. For implementing the training program successfully, the location, training
facilities, quality and adequacy of materials, timing and duration of the program have to be
considered. Similarly, the interaction between trainers and trainees has also to be considered.

6. Evaluation of Training Program

This is the final step of the training process. In order to evaluate the performance in an effective
manner, the attributes such as knowledge, skills and attitude of employees have to be evaluated.
Once the training is completed, an evaluation of these attributes has to be undertaken for
determining if the training program is effective or not.

Purpose (aims) of Training and Development in HRM

The aims of training and development in HRM are as follows:

 Increase company productivity

 Improve product or service quality

 Lessen employee turnover

 Decrease costs and errors

 Boosts Employee Retention

 Builds a Leadership Pipeline

 Empowers Employees at Work place

 Enhances Workplace Engagement

 Increases Workplace Collaboration

What Is a Career Development Plan?

Career development plan is a document that describes your career goals and the path you’ll take
to achieve them. In the past, human resource departments and management teams used career
development plans to support their employees’ growth. These days, however, more and more
individuals are creating their own career development plans.

Here are some steps you can take to create your plan:

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1. Think about your current position. Where are you in your career? What do you enjoy about
your job?

2. Consider your goals. What does your dream career look like? What do you want to do more
of, and what do you want to delegate to other people?

3. Analyze your skills. Consider both the skills you already confidently possess, and the skills
you’ll need to develop in order to reach your goals. Read job postings for roles similar to your
goal career if you need ideas.

4. Brainstorm your resources. Who can you turn to for support? What growth resources can
you access? Does your employer offer any career development programs?

5. Write an action plan. You know the skills you need to develop and your resources—consider
both as you prepare to take action. What steps can you take to progress toward your goals?
Creating a timeline for your action plan can help you stay on target.

6. Work toward your goals. Start making progress on your action items. Try new approaches,
make revisions, and seek guidance and support as needed.

7. Track your milestones. Working toward your goals and building new skills is hard work.
Don’t forget to celebrate your wins!

Benefits of a Career Development Plan

There are several noteworthy advantages of a career development plan, including:

 Provides a Roadmap for the Future

 Identifies Skills Gaps

 Inspires Motivation

Conclusion
In conclusion, Training and Development (T&D) is essential for enhancing employee skills,
knowledge, and abilities. To create a successful T&D program, identify needs, set goals, choose
effective methods, make it interactive, measure success, and continuously improve.

T&D activities include classroom training, online training, on-the-job training, conferences,
coaching, simulation, and role-play. Benefits of T&D include improved job performance,
confidence, and career advancement, updated technology and business knowledge, and increased
job satisfaction.
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References
Copyright © HR Help Board 2024. All rights reserved. Designed By Faircircles Business Solution Pvt.
Ltd.

Written by Coursera Staff • Updated on Jan 5, 2024, With a career development plan, you can organize
your career goals and identify your individual pathway toward success.

Methods of Human Resource Planning 15 July 2022. This article has been researched & authored by
the Business Concepts Team. It has been reviewed & published by the MBA Skool Team.

The content on MBA Skool has been created for educational & acad . Post author: Disha Singh and
Post published:20 April 2022

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