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Training & Development

The document discusses training and development (T&D) in human resources. It defines T&D as imparting skills, abilities, and knowledge to employees to improve performance. A key part of T&D is needs assessment, which identifies performance gaps between actual and standard performance. Needs assessment occurs at both the individual and group level using methods like questionnaires, surveys, and analysis of organizational changes. Properly assessing needs ensures training objectives align with goals and trainee needs.

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tahjibp
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56 views

Training & Development

The document discusses training and development (T&D) in human resources. It defines T&D as imparting skills, abilities, and knowledge to employees to improve performance. A key part of T&D is needs assessment, which identifies performance gaps between actual and standard performance. Needs assessment occurs at both the individual and group level using methods like questionnaires, surveys, and analysis of organizational changes. Properly assessing needs ensures training objectives align with goals and trainee needs.

Uploaded by

tahjibp
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Developing Effective

Human Resources

Training & Development


Defining T&D

 Training & Development refers to the imparting of


specific skills, abilities and knowledge to an
employee.
 It is any attempt to improve current or future
employee performance by increasing an employee’s
ability to perform through learning, usually by
changing the employee’s attitude or increasing his
or her skills and knowledge. The need for training
and development is determined by the employee’s
performance deficiency, computed as follows:

Training & Development need = Standard


Performance – Actual Performance
Scope…Competitive Advantage
of T&D
 T&D programmes help remove performance
deficiencies in employees.
 It contributes to employee stability, flexibility /
versatility and growth.
 Accidents, scrap and damage to machinery and
equipment can be avoided or minimised through
training.
 Dissatisfaction, complaints, absenteeism and
turnover can be reduced if employees are trained
well.
 T&D pays dividends to the employee and the
organization.
The Training Process

Needs Assessment
(a) Org support
(b) Org analysis
(c) Person analysis

Instructional Development
Training Validity
Objectives Of Criteria

Selection &
Design of Transfer
Instructional Prgms Validity

Intraorganizational
Training
Validity
Use of
Evaluation Interorganizational
models Validity
Needs Assessment

 Needs assessment diagnoses present


problems and future challenges to be met
through training and development.
 Organizations spend vast sum of money on
T&D.
 Before committing such huge resources,
organizations assess the training needs of
employees.
Needs Assessment

 This occurs at 2 levels:

– Individual (Performance Deficiency, technology


demands, more challenging tasks)

– Group (New line of products, sales personnel


and production workers to produce and sell new
products, reduction of accidents, absenteeism
etc) &
Needs Assessment methods

Group or Individual Analysis


Organizational
Analysis
1. Efficiency Indices 1. Questionnaires
2. Exit Interviews 2. Attitude survey
3. MBO or work planning 3. Training progress
systems 4. Rating scales
4. Quality Circles 5. Supervisor analysis
5. Customer survey/
satisfaction data
6. Consideration of current &
projected changes
Issues in Needs Assessment

 Organizational Support
 Organizational Analysis
 Task & KSA analysis
 Person analysis
Benefits of Needs Assessment

 Training programmes are appropriate and in line


with Organizational Goals
 Trainers may be informed about the broader needs
of the trainers
 Trainers are able to pitch their course inputs closer
to the specific needs of trainees & organization
 Assessment makes training department more
accountable and more clearly linked to other HR
activities.
Deriving Instructional
Objectives
 Needs assessment helps prepare a bluepring that describes
the objectives to be achieved by the trainee upon completion
of the training programme.
 Instructional objectives provide inputs for designing the
training programme as well as for the measures of success
that help assess effectiveness of the training programme.

 Some egs of instructional objectives:

– After the training, the employee will be able to smile at all


customers even when exhausted or ill, unless the customer is
irate.
– After this training, the unplanned absenteeism rate will reduce
considerably; especially uninformed absentees will take up
initiative to inform supervisors regarding their being absent on the
job beforehand.

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