Human Resource Development (HRD) - Unit 5: Training and Development

1. Introduction to Training and Development

• Training is a systematic process designed to bridge the gap between desired and actual
employee performance.

• It is essential for improving employee skills, knowledge, and overall job efficiency.

• Robert N. Lussier (2002) states that training is necessary to equip employees with the right
set of skills for effective job performance.

Key Components of Training and Development:

1. Training: Focuses on immediate skill enhancement to improve job performance.

2. Development: Helps employees grow and prepare for future job roles and responsibilities.

3. Education: A structured learning process that provides theoretical knowledge to improve

judgment, reasoning, and decision-making capabilities.

2. Characteristics of Training and Development

• Learning Experiences:

o Employees acquire technical skills, interpersonal skills, and essential work habits.

o Training programs enhance both job-related expertise and soft skills like teamwork
and communication.

• Planned Activities:

o Training is not an ad-hoc process; it is carefully planned and aligned with

organizational needs.

o Training programs involve structured methods, a defined duration, and specific

learning outcomes.

• Preparation for Present & Future Jobs:

o Training equips employees with the required knowledge and skills for their current
job roles.

o Development programs prepare employees for future career advancements and

leadership roles.

3. Importance of Training and Development

1. Enhancing Competence:

o Training ensures employees perform their tasks efficiently and with confidence.

o Leads to overall improvement in organizational performance and productivity.

2. Job Satisfaction and Motivation:

 o Employees feel valued and appreciated when their skills are upgraded.

o Increased job satisfaction results in higher motivation and better workplace

engagement.

3. Reducing Turnover and Absenteeism:

o Proper training reduces frustration, dissatisfaction, and disengagement at work.

o Employees are less likely to leave the company when they feel equipped to
perform their roles efficiently.

4. Boosting Morale:

o A supportive training environment helps employees work in harmony with

colleagues and managers.

5. Ensuring Stability and Flexibility:

o Training makes employees adaptable to organizational changes, ensuring long-

term stability.

6. Risk Management:

o Addresses workplace safety, diversity, compliance, and ethical concerns to mitigate

risks effectively.

4. Key Inputs in Training and Development

1. Skills Training:

o Motor Skills: Essential for operating machinery, tools, and performing technical
tasks.

o Interpersonal Skills: Required for effective communication, collaboration, and team

interactions.

2. Education:

o Develops critical thinking, reasoning, and analytical capabilities.

o Covers subjects like industry trends, market analysis, and management principles.

3. Employee Development:

o Less task-oriented and more focused on broader knowledge enhancement.

o Helps employees understand leadership techniques, human relations, and

corporate ethics.

4. Ethics and Compliance Training:

o Covers fraud prevention, cybersecurity, workplace ethics, and compliance policies.

5. Attitudinal Changes:

o Encourages positive thinking and a proactive approach to problem-solving.

 o Promotes teamwork and cultural harmony in the workplace.

6. Decision-Making & Problem-Solving:

o Develops structured thinking for resolving workplace challenges.

o Helps employees analyze situations logically and make optimal decisions.

7. Creativity and Innovation:

o Encourages employees to think outside the box and develop unique solutions.

o Supports innovation for improving business processes and services.

8. Diversity Training:

o Trains employees to work effectively in multicultural and diverse environments.

9. Crisis Management Training:

o Prepares employees for handling emergency situations like fires, violence, and
hazardous spills.

o Uses case studies like the Bhopal Gas Tragedy to emphasize risk preparedness.

10. Team Building Training:

o Encourages collaboration and regular interaction among team members.

o Helps create a cohesive and goal-oriented workforce.

5. Training Process

1. Needs Analysis:

o Organizational Analysis: Identifies skill gaps and areas needing improvement

within the organization.

o Task Analysis: Breaks down job roles into specific tasks that require particular skill
sets.

o Man Analysis: Reviews individual employee strengths, weaknesses, and training

needs.

2. Instructional Design:

o Develops comprehensive training content, exercises, and simulations.

o Ensures that training programs are engaging, informative, and adaptable.

3. Validation:

o Conducts pilot testing with a sample group of employees to refine materials and
methodologies.

4. Implementation:

o Delivers the final training program to the target audience.

 5. Evaluation:

o Assesses the program’s effectiveness by measuring performance improvements

and goal achievements.

6. Training Methods

1. On-the-Job Training (OJT): Learning while performing actual work tasks under supervision.

2. Apprenticeship Training: Combination of classroom instruction and hands-on experience,

commonly used for trades like electricians and plumbers.

3. Simulated Training: Utilizes models, simulators, or virtual environments for safe training
(e.g., flight simulators for pilots).

4. Computer-Based Training (CBT): Uses interactive software and digital tools to deliver
training programs.

5. Internet-Based Learning: Allows employees to access online learning modules at their

convenience.

7. Competitive Advantage of Training and Development

• Addresses performance deficiencies and competency gaps.

• Reduces employee turnover and enhances retention.

• Prepares employees for technological advancements and organizational changes.

• Improves efficiency, productivity, and business competitiveness.

8. Examples of Effective Training Programs

1. FedEx:

o Invests heavily in employee training and provides tuition reimbursement.

o Offers online courses and career development programs.

2. LG Electronics:

o Implements mandatory training modules for continuous skill enhancement.

3. General Electric (GE):

o Focuses on leadership skills, active listening, and communication.

4. Hindustan Unilever Limited (HUL):

o Develops creativity, leadership, and analytical skills through structured programs.

Conclusion:
Training and development play a crucial role in improving employee efficiency, job satisfaction, and
retention. Organizations that invest in well-structured training programs gain a competitive edge in
the industry by fostering a skilled, adaptable, and high-performing workforce.

These expanded notes offer a more detailed and structured explanation of HRD Unit 5. Let me
know if you need further elaboration or refinements!