MOI UNIVERSITY

SCHOOL OF BUSINESS AND ECONOMICS

ANNEX CAMPUS

COURSE CODE. :BBM 214

COURSE TITLE. : HUMAN RESOURCE MANAGEMENT

LECTURER. : DR . MOLLY AWINO

TASK. : GROUP WORK

DATE. : 12/01/2025

Name Registration number Contact Sign

1. Kiboi k kelvin BMM/2372/24 0708281873

2. Edith wanjiru ngugi BMM/2364/24 0784939584

3. Lenga Angel Rahel BMM/2361/24 0708551190

4. Obaigwa Lydia BMM/2378/24 0706678911

5. Cyprian Shibwaya BMM/2369/24 0115763411

6. Ian Jeff BMM/2379/24 0706903353

7. Kevin moemi BMM/2374/24 0796726446

8. Eugene Momanyi BMM/2373/24 0790371447

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TRAINING AND DEVELOPMENT
INTRODUCTION

A company invests millions in state-of-the-art technology, cutting-edge infrastructure, and high-tech

gadgets. But there’s one glaring omission—they neglect to invest in their people. What happens? The
technology sits idle, potential remains untapped, and the company struggles to keep up with the
competition. Why? Because tools and machines don’t drive innovation or success—trained, skilled, and
empowered people do.

Now think about this: What separates an average organization from an industry leader? It’s not the size
of their budget or the sophistication of their tools; it’s their commitment to developing the people
behind the work. Training and development isn’t just an HR buzzword; it’s the engine of growth, the
backbone of adaptability, and the key to unlocking both individual and organizational success.

Today, we’ll explore why investing in people is the smartest, most impactful move any organization can
make. Together, we’ll dive into how training transforms not just skillsets but also mindsets, preparing
individuals and teams to thrive in an ever-changing world. Are you ready to discover how training and
development can turn potential into excellence?

Definition
Training: A process that focuses on teaching employees specific skills or knowledge to perform their jobs
effectively.

Development: A broader concept aimed at overall growth, preparing employees for future roles and
responsibilities

Training and development is a comprehensive process that involves teaching employees specific skills
and knowledge to perform their current jobs effectively while also fostering their overall growth and
preparing them for future roles and responsibilities.

Importance
1. Improved Performance and Productivity

Training equips employees with the skills and knowledge needed to perform their tasks more efficiently.

Well-trained employees are more competent and confident, leading to increased productivity and
quality of work.

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Regular development ensures they stay updated with industry trends and technological advancements.

2. Adaptability and Innovation

In a rapidly changing business environment, continuous development helps employees adapt to new
tools, technologies, and methods.

Encourages creativity and innovation as employees are exposed to new ideas and problem-solving
techniques during training.

3. Employee Satisfaction and Retention

Training demonstrates that the organization values its workforce, boosting morale and job satisfaction.

Employees who feel invested in are more likely to stay loyal to the company, reducing turnover and
recruitment costs.

4. Leadership Development

Development programs prepare employees for future leadership roles, creating a strong pipeline of
capable leaders.

Equips managers and leaders with the necessary skills to inspire, guide, and manage teams effectively.

5. Better Teamwork and Collaboration

Training on interpersonal and communication skills fosters stronger relationships within teams.

Employees learn to work collaboratively, improving overall group dynamics and synergy.

6. Consistency in Processes and Standards

Training ensures that all employees are aligned with company standards, policies, and best practices.

Reduces errors and ensures consistency in the quality of products or services delivered.

7. Customer Satisfaction and Loyalty

Well-trained employees provide better service, leading to higher customer satisfaction.

Satisfied customers are more likely to remain loyal and recommend the company to others.

8. Compliance and Risk Reduction

Compliance training ensures employees understand and adhere to legal and organizational policies.

Minimizes risks related to non-compliance, workplace accidents, and unethical practices.

9. Enhanced Organizational Culture

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Training programs that focus on shared goals and values contribute to a positive workplace culture.

Encourages diversity and inclusion by providing equal growth opportunities for all employees.

10. Competitive Advantage

Organizations with a well-trained workforce are better positioned to outperform competitors.

Employees with up-to-date skills contribute to innovation, efficiency, and customer satisfaction, giving
the company an edge in the market.

11. Future-Proofing the Workforce

Development programs prepare employees for future challenges and opportunities, ensuring long-term
organizational sustainability.

By fostering a culture of continuous learning, companies can stay ahead in evolving industries.

In summary, training and development are not just investments in employees but also in the long-term
success and sustainability of the organization. It creates a skilled, motivated, and adaptable workforce
capable of driving growth and achieving strategic goals.

Types of Training
Training programs can be classified based on their purpose, content, and delivery method. Below are
the main types of training:

1. Orientation Training

Purpose: Introduce new employees to the organization, its culture, policies, and their specific roles.

Content: Overview of company mission, vision, policies, and expectations.

Example: Company onboarding sessions for new hires.

2. Technical Training

Purpose: Develop specific skills or technical knowledge required for a job.

Content: Usage of tools, software, equipment, or industry-specific skills.

Example: IT staff learning new programming languages or a machinist being trained on new equipment.

3. Soft Skills Training

Purpose: Improve interpersonal skills, communication, teamwork, and emotional intelligence.

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Content: Conflict resolution, public speaking, leadership, and time management.

Example: Workshops on effective communication or leadership development.

4. Compliance Training

Purpose: Ensure employees understand and adhere to legal, safety, and organizational regulations.

Content: Workplace safety, anti-harassment policies, data privacy, and industry-specific compliance.

Example: Training on GDPR for data protection or safety protocols in hazardous workplaces.

5. Leadership and Management Training

Purpose: Prepare employees for leadership roles and develop managerial skills.

Content: Decision-making, team management, strategic planning, and coaching.

Example: Leadership workshops for mid-level managers.

6. Product or Service Training

Purpose: Educate employees about the company’s products or services to improve their ability to sell or
support them.

Content: Features, benefits, usage, and troubleshooting.

Example: Sales team training on a newly launched product.

7. Customer Service Training

Purpose: Enhance employees' ability to provide excellent customer service.

Content: Handling complaints, communication skills, and building customer relationships.

Example: Training call center agents on conflict resolution with customers.

8. On-the-Job Training (OJT)

Purpose: Teach skills while employees perform tasks in their actual work environment.

Content: Practical hands-on learning under the supervision of experienced colleagues or mentors.

Example: Training a chef in a live kitchen environment.

9. Off-the-Job Training

Purpose: Provide learning opportunities outside the workplace environment.

Content: Seminars, workshops, e-learning, and simulations.

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Example: Enrolling employees in an external professional course.

10. Cross-Training

Purpose: Teach employees to perform tasks or roles outside their primary job.

Content: Multi-skilling employees for flexibility.

Example: A cashier learning inventory management in a retail store.

11. Diversity and Inclusion Training

Purpose: Promote understanding, respect, and collaboration among diverse teams.

Content: Awareness of unconscious bias, cultural sensitivity, and inclusivity.

Example: Workshops on fostering an inclusive workplace.

12. Health and Safety Training

Purpose: Ensure employees understand workplace safety protocols and practices.

Content: First aid, emergency response, ergonomics, and occupational hazards.

Example: Fire drill training or safety precautions for handling hazardous materials.

13. IT and Systems Training

Purpose: Equip employees with knowledge to use new or existing software and systems.

Content: Software usage, cybersecurity awareness, and IT troubleshooting.

Example: Training on customer relationship management (CRM) systems.

14. Apprenticeships and Internships

Purpose: Provide structured, practical learning opportunities, usually for entry-level employees or
students.

Content: Combining work experience with learning modules.

Example: A medical student undergoing hospital-based training.

15. Retraining/Skill Refreshment

Purpose: Update employees’ existing skills or prepare them for new roles.

Content: New processes, technology, or industry updates.

Example: Retraining factory workers on upgraded machinery.

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16. Team Training
Purpose: Enhance teamwork and collaboration skills within a group.

Content: Problem-solving, team-building exercises, and communication.

Example: Corporate team-building retreats.

17. Career Development Training

Purpose: Prepare employees for long-term career growth and progression.

Content: Coaching, mentoring, and goal-setting workshops.

Example: Employees attending advanced courses for career advancement.

By using the right type of training tailored to the needs of employees and the organization, companies
can achieve their goals effectively while fostering employee growth.

Methods of Training
The methods of training can vary depending on the objectives, audience, and resources available. Below
are some commonly used methods:

1. On-the-Job Training (OJT)

Description: Employees learn by performing tasks in their actual work environment under supervision.

Advantages: Hands-on experience, cost-effective, directly applicable to job roles.

Examples: Shadowing, mentoring, apprenticeships.

2. Off-the-Job Training

Description: Training conducted away from the workplace, often in a classroom or simulation
environment.

Advantages: Focused learning, no distractions from work duties, access to expert trainers.

Examples: Seminars, workshops, and simulations.

3. Classroom-Based Training

Description: Traditional instructor-led sessions conducted in a physical or virtual classroom setting.

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Advantages: Interactive learning, group discussions, structured delivery.

Examples: Lectures, case studies, role-playing.

4. E-Learning (Online Training)

Description: Training delivered through online platforms, videos, or interactive modules.

Advantages: Flexible, cost-effective, accessible from anywhere, self-paced learning.

Examples: Webinars, video tutorials, online courses.

5. Simulation Training

Description: Employees practice skills in a controlled, simulated environment that mimics real-world
scenarios.

Advantages: Risk-free, practical, replicates complex situations.

Examples: Flight simulators for pilots, virtual reality training for surgeons.

6. Coaching and Mentoring

Description: One-on-one guidance where experienced employees or supervisors help less experienced
staff.

Advantages: Personalized learning, direct feedback, fosters relationships.

Examples: Leadership coaching, mentoring programs for new hires.

7. Job Rotation

Description: Employees are moved between different roles or departments to gain diverse experiences.

Advantages: Enhances versatility, reduces monotony, prepares for leadership roles.

Examples: Rotating through finance, marketing, and operations in a management trainee program.

8. Role-Playing

Description: Participants act out specific scenarios to practice problem-solving and interpersonal skills.

Advantages: Improves communication, builds confidence, realistic practice.

Examples: Handling customer complaints, mock interviews.

9. Conferences and Seminars

Description: Large gatherings where experts share knowledge on specific topics.

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Advantages: Exposure to industry trends, networking opportunities, inspiration.

Examples: Industry summits, professional development workshops.

10. Case Studies

Description: Employees analyze real or hypothetical business scenarios to find solutions.

Advantages: Develops critical thinking, problem-solving, and decision-making skills.

Examples: Analyzing a company's financial crisis and proposing strategies.

11. Apprenticeships

Description: A structured program where trainees work and learn under skilled professionals over a
period.

Advantages: Combines theory and practice, industry-recognized qualifications.

Examples: Electricians, carpenters, or healthcare workers in training.

12. Internships

Description: Short-term work opportunities for students or fresh graduates to gain practical experience.

Advantages: Real-world exposure, career-building opportunities.

Examples: Summer internships in marketing, engineering, or journalism.

13. Team-Based Training

Description: Activities designed to improve collaboration, communication, and teamwork.

Advantages: Builds team cohesion, improves problem-solving as a group.

Examples: Team-building exercises, project-based tasks.

14. Blended Learning

Description: Combines traditional classroom methods with e-learning and other tools.

Advantages: Flexibility, diverse learning formats, cost-effective.

Examples: Pre-recorded lectures followed by in-person workshops.

15. Vestibule Training

Description: Training conducted in a simulated environment identical to the actual work setting.

Advantages: Focused learning, no disruption to real work, safe for high-risk tasks.

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Examples: Training on machinery or software in a simulated lab.

16. Behavioral Training

Description: Focuses on developing behavioral skills like leadership, communication, and teamwork.

Advantages: Improves interpersonal relationships and workplace dynamics.

Examples: Emotional intelligence training, stress management sessions.

17. Gamification

Description: Training integrated with game-like elements such as points, levels, and rewards.

Advantages: Engages employees, makes learning enjoyable, enhances retention.

Examples: Sales training games, quizzes with leaderboards.

By selecting the right training method based on the organizational goals, job requirements, and
employee preferences, companies can achieve effective learning outcomes.

Steps in Training and Development Process

A structured training and development process ensures that employees acquire the necessary skills and
knowledge effectively. Below are the key steps:

1. Assess Training Needs

Purpose: Identify gaps in skills, knowledge, or performance within the organization.

How to Conduct:

Analyze job roles and responsibilities.

Gather feedback from employees and supervisors.

Use performance appraisals, surveys, and observations to pinpoint areas of improvement.

Outcome: A clear understanding of what training is needed and for whom.

2. Set Training Objectives

Purpose: Define the goals of the training program.

Key Elements:

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Align objectives with organizational goals.

Specify measurable outcomes (e.g., increased productivity, enhanced customer service).

Set realistic timelines for achieving objectives.

Outcome: A roadmap for the training program.

3. Design the Training Program

Purpose: Develop the content, structure, and methods for the training.

Steps in Design:

Choose training methods (e.g., workshops, e-learning, on-the-job).

Prepare materials, resources, and tools needed for delivery.

Incorporate interactive elements like case studies, role-playing, or simulations.

Outcome: A well-structured and engaging training plan.

4. Develop Training Materials

Purpose: Create or procure resources needed for the training.

Examples:

Manuals, presentations, videos, and quizzes.

Online learning modules or external resources.

Outcome: Comprehensive materials tailored to the training objectives.

5. Implement the Training

Purpose: Deliver the training to employees.

Execution Steps:

Schedule sessions at convenient times.

Use skilled trainers or facilitators.

Encourage participation and interaction.

Delivery Formats: In-person sessions, virtual training, or blended learning.

Outcome: Employees receive the training in a manner conducive to learning.

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6. Monitor and Support During Training

Purpose: Ensure the training is effective and participants stay engaged.

How to Monitor:

Observe participant engagement.

Provide real-time assistance and answer queries.

Encourage feedback during sessions.

Outcome: Continuous improvement of the training experience.

7. Evaluate Training Effectiveness

Purpose: Assess whether the training achieved its objectives.

Evaluation Methods:

Post-training assessments or quizzes.

Surveys to gather participant feedback.

Measure performance improvements (e.g., productivity, error rates).

Outcome: Insights into the training's success and areas for improvement.

Key Considerations
Align training goals with organizational objectives.

Customize programs to meet individual needs.

Use a mix of methods to cater to different learning styles.

Provide continuous learning opportunities.

Measure success through performance metrics and feedback.

Challenges in Training and Development

Here are the main difficulties organizations face during training and development, explained simply:

1. Finding What Training is Needed

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It's hard to know exactly what employees need to learn to do their jobs better.

2. Limited Budget

Sometimes, there's not enough money to provide proper training.

3. Employees Don’t Want Change

People may resist learning new skills or methods because they’re comfortable with the old ways.

4. Lack of Interest

Employees might find the training boring or not useful, so they don’t pay attention.

5. Not Enough Time

Training can interfere with work schedules, making it hard to balance both.

6. Keeping Up with Technology

Technology changes quickly, and training may become outdated fast.

7. Measuring Success

It's difficult to figure out if the training actually worked and improved performance.

8. Finding Good Trainers

Qualified trainers who can teach effectively are not always easy to find.

9. Different Needs for Different People

Employees have different learning styles and levels, making it tough to design training for everyone.

10. Employees Leaving After Training

Workers might quit after the company invests in training them, which feels like a waste.

11. No Support from Leaders

If managers don’t take training seriously, employees might not either.

12. Cultural and Language Issues

In global companies, people from different backgrounds might struggle to understand the training.

13. Poorly Designed Training

If the training isn’t practical or relevant, it won’t help employees much.

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14. Remote Work Challenges

Training employees online can be harder because it’s less interactive and engaging.

15. Forgetting What’s Learned

Without follow-up or practice, employees may forget the skills they learned.

16. Too Much Training at Once

Overloading employees with information can confuse them and make them less effective.

How to Fix These Problems

Make sure training is relevant to the job.

Plan the budget well to fund training.

Future Trends
Use of Artificial Intelligence and Virtual Reality in training.

Gamification for interactive learning.

Focus on mental health and well-being programs.

Microlearning: Short, focused training sessions.

Investing in human resource training and development ensures both individual growth and long-term
organizational success.

Recommendations
1. Align Training with Organizational Goals:

Example: If an organization’s goal is to increase customer satisfaction, then the training

program could focus on enhancing employees' customer service skills. For instance, a company
like Zappos invests in comprehensive customer service training, ensuring that employees are
aligned with their mission to provide exceptional customer experiences.

2. Continuous Learning Culture:

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 Example: Companies like Google and Microsoft encourage a culture of lifelong learning. They
offer employees opportunities to take courses, attend workshops, and even pursue
certifications relevant to their roles. For example, Google’s "20% Time" allows employees to
spend a portion of their workweek on personal development projects, fostering innovation and
continuous growth.

3. Leverage Technology:

Example: Netflix uses an internal training platform called "Netflix University," where employees
can take various courses on different topics, from leadership to data science. E-learning
platforms like Coursera or Udemy are also widely used by companies to offer training programs
that employees can access at their convenience, ensuring training is flexible and scalable.

4. Personalize Training Programs:

Example: At IBM, employees are encouraged to create personalized learning paths through the
company’s internal learning platform, which suggests courses based on the employee's current
role, career aspirations, and performance metrics. This tailored approach boosts engagement
by meeting the specific needs of the individual, rather than offering a one-size-fits-all training
program.

5. Encourage Cross-Departmental Training:

Example: At a tech company like Atlassian, employees are encouraged to participate in cross-
departmental training sessions. Engineers might attend a marketing workshop to better
understand how their work affects marketing campaigns, while marketing employees learn how
to communicate effectively with engineers. This improves collaboration, problem-solving, and
innovation within the company.

6. Evaluate and Measure Training Effectiveness:

Example: At Salesforce, after employees complete training sessions, they receive surveys and
feedback to evaluate the training’s effectiveness. Managers use performance metrics to
measure if employees are applying the new skills in their work. This data-driven approach
ensures that the training meets the desired outcomes, and adjustments can be made if
necessary.

7. Support Soft Skills Development:

Example: Companies like Starbucks offer workshops on emotional intelligence and leadership
skills, recognizing that soft skills such as empathy and communication are crucial in creating a

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customer-focused culture. An employee might attend a leadership development program that
focuses on communication and conflict resolution to help them manage teams more effectively.

8. Invest in Leadership Development:

Example: General Electric (GE) has a renowned leadership program, the "GE Management
Development Program," which trains future leaders in multiple areas of the business. By
focusing on leadership development, GE ensures that they have a pipeline of strong leaders
ready to take on higher roles and drive the company’s strategic goals.

9. Create a Reward System:

Example: Deloitte has a system in place that recognizes employees who successfully complete
specific training programs. Employees who demonstrate the application of new skills in their
roles are rewarded with incentives like bonuses, recognition at company meetings, or
advancement opportunities. This not only motivates employees to complete training but also
encourages them to apply what they’ve learned.

10. Make Training Accessible to All Employees:

Example: At Target, training is made available to all employees through various platforms,
including in-store programs, online courses, and mentorship opportunities. This ensures that
employees from all backgrounds, regardless of their role or seniority, have access to the
training they need to grow within the organization.

Conclusion
"In conclusion, training and development is not just an investment in knowledge, but a commitment to
building a workforce that is both agile and capable of meeting future challenges. It’s a powerful tool that
drives innovation, fosters growth, and strengthens organizational culture. When we invest in people, we
are not only enhancing their skills but also unlocking their full potential—creating a ripple effect that
benefits the entire organization.

As we’ve seen today, companies that prioritize training are the ones that not only adapt to change but
lead it. By nurturing talent, we equip our teams to rise above challenges and take on new opportunities
with confidence. The question is no longer ‘Why invest in training?’ but rather ‘Can we afford not to?’

So, let’s remember: the future belongs to those who prepare for it today. Let’s make training and
development a priority, because the success of tomorrow depends on the decisions we make today.

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Reference materials
1.Armstrong, M. (2020). Armstrong's Handbook of Human Resource Management Practice (16th ed.).

2.Kirkpatrick, D. & Kirkpatrick, J. (2006). Evaluating Training Programs: The Four Levels.

3.Gagne, R.M. (1985). The Conditions of Learning.

4.We also conducted AI for some clarifications.

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