PART III.

TRAINING AND
BBC 1109: HUMAN RESOURCE MANAGEMENT

DEVELOPMENT
• Outline the

LEARNING
training process

• Evaluate the
implementation of
the training program
OUTCOMES
TRAINING
Training refers to an education process in which
employees get a chance to develop skills,
competency, and learning as per the post-duty
requirements. So simply we can say it is a process of
increasing the knowledge and skills of an employee.
Training is performed with the aim of improving the
knowledge and skill that are needed to perform their
existing jobs. That’s why it is short time/term focused
and for a fi xed duration. Mainly it is the result of
initiatives, taken by management and it is a result of
outside motivation.
TRAINING AND DEVELOPMENT
Training and development initiatives are
educational activities within an organization that are
designed to improve the job performance of an
individual or group. These programs typically involve
advancing a worker’s knowledge and skillsets and
instilling greater motivation to enhance job
performance.
Training programs can be created independently or with a
learning administration system, with the goal of employee long-
term development. Common training practices include
orientations, classroom lectures, case studies, role playing,
simulations and computer-based training, including e-learning.
 WHAT IS THE PURPOSE OF TRAINING AND
DEVELOPMENT IN ORGANIZATIONS?

Training is one of the best ways to value your employees. It

shows them that you are as invested in their well-being and
growth as they are in your growth as a company.
Prepares for upcoming challenges
Training can be a pre-emptive step to train employees for expected/unexpected
changes in the industry.
Fosters Leadership
There is no better way to create future leaders than to train the best bunch.
Growth of the company
Any company dedicated to training its workforce will only prosper and move
forward.
What are the types of training and development?
The types of training programs are -
• Technical training is a type of training meant to teach the new employee
the technological aspects of the job.
• Quality training refers to familiarizing employees with the means of
preventing, detecting, and eliminating non-quality items, usually in an
organization that produces a product.
• Skills training, the third type of training, includes the proficiency
needed to actually perform the job.
• The fourth type of training is called soft skills training . Soft skills refer
to personality traits, social graces, communication, and personal habits
that are used to characterize relationships with other people.
• Professional training is a type of training required to be up to date in
one’s own professional field.
 WHAT ARE THE EXAMPLES OF TRAINING AND
DEVELOPMENT?

An example of training and development could be that

tax laws change often, and as a result, an accountant must
receive yearly professional training on new tax codes.
Lawyers need professional training as laws change. A
p e r s o n a l fi t n e s s t r a i n e r w i l l u n d e r g o y e a r l y c e r t i fi c a t i o n s
t o s t a y u p t o d a t e i n n e w fi t n e s s a n d n u t r i t i o n i n f o r m a t i o n .
In a consulting business, technical training might be used
so the consultant knows how to use the system to input the
number of hours that should be charged to a client. In a
restaurant, the server needs to be trained on how to use
the system to process orders.
What are the benefits of training and development?
The benefits of training and development are -
• Employee training and development increases job satisfaction and
morale among employees.
• Reduces employee turnover.
• Increases employee motivation.
• Increases efficiencies in processes, resulting in financial gain.
• Increases capacity to adopt new technologies and methods.
• Increases innovation in strategies and products.
• What is the best practice for the training and development of
employees?
What are the benefits of training and development?
The benefits of training and development are -
• Employee training and development increases job satisfaction and
morale among employees.
• Reduces employee turnover.
• Increases employee motivation.
• Increases efficiencies in processes, resulting in financial gain.
• Increases capacity to adopt new technologies and methods.
• Increases innovation in strategies and products.
• What is the best practice for the training and development of
employees?
Some of the best practices for training and development of
employees are -
• A l i g n t r a i n i n g w i t h m a n a g e m e n t ’s o p e r a t i n g g o a l s - Management
a l w a y s h a s o p e r a t i n g g o a l s l i k e b e t t e r p e r f o r m a n c e , p r o d u c t i v i t y,
q u a l i t y, o r c u s t o m e r s a t i s f a c t i o n , t o n a m e a f e w.
• Survey your employees first - The best source of information about
organizational performance and needs are the current employees.
• Consider different learning styles and methods - While creating
learning content and courses for your L&D staff, keep in mind that
they’ll each have different learning styles and methods too, the same
way the rest of the employees do.
• Measure results - Successful companies measure outcomes to make
sure they continue to get the biggest bang for their buck.
 The training process is often depicted

Tr a i ni n
as a cycle. This depiction suggests a
process of continuous improvement,
both in terms of training processes and
in terms of the professional

g cycle
development of learners. Knowledge is a
process of continual change—job
requirements change with time and
training processes evolve with
technologies and organizational needs.
 What Are The Stages of
Tra in in g ?
In the broadest view, there are four phases of a training process: planning,
implementation, delivery, and evaluation.
1. Assessment Stage
The training process begins with identifying the need and assessing whether the training is required.
Once it has been decided that training is needed, the organization will need to identify those skills or
competencies that need reinforcement. Usually, training is determined based on skills, attitude, or a
knowledge gap.
2. Development Stage
Once the organization has decided that training is needed and identified essential skills and
competencies that require reinforcement, the development stage now focuses on creating training
materials and content. Whether it is determining the appropriate environment for the training or getting
the right training tools, the development stage is where all the planning activities are carried out.
 What Are The Stages of
Tra in in g ?
3. Delivery Stage
Next is the delivery stage. It is usually an overlooked phase, but an essential one because without
implementing whatever was planned, the organization will not meet its goals or objectives. Ideally, this
is the phase where the organization needs to conduct the actual training. Some factors will come into
play; to determine how the training will be delivered. These factors may include individual style,
demographics, training intervention, etc.
4. Evaluation Stage
This is the last stage of the training process. It is meant to reflect on the training outcome and
suggests ways to improve future training programs. Were there any challenges or pluses that can help
you improve on how you can improve the training process? Were there any foreseen risks that came to
pass? Did you achieve your goals and objectives? These are some of the questions that will make you
better carry out a future training process.
 Employee orientation is
important to both the new hire and
NEW EMPLOYEE the company itself. Not only does it
acclimate new employees to the
O R I E N TAT I O N environment, it also provides
PROGRAM valuable insights to the company

H O W T O C R E AT E that contributes to the continued

growth and improvement of the
AN EFFECTIVE NEW program. While having a system in
place for welcoming new employees
EMPLOYEE is universally known to be helpful

O R I E N TAT I O N to the company and employees,

m a n y c o m p a n i e s s t r u g g l e t o fi n d
PROGRAM the ideal mix of activities to make
the employee feel welcome and give
them a strong start to their new job.
 In this article, we will discuss the components of an orientation program, what is
important, and how to design an orientation program.

Reduce costs Reduce turnover

Purpose of Reduce anxiety The benefits of a proper
orientation Employee turnover
Depending on the orientation far outweigh
New employee increases when
person, anxiety can the costs, as they can
orientation is a great help the employee get employees don’t feel
have a crippling
opportunity for a acclimated to the job and valued or are
effect, impeding the
workplace culture much essentially set up to
company to make a ability to learn about more quickly, reducing fail at their jobs.
positive first their new job the time and costs
impression on newly effectively. associated with learning
hired employees. the job.
 In this article, we will discuss the components of an orientation program, what is
important, and how to design an orientation program.

Save time
Outline expectations
When human resources present an When an employee learns upfront
initial orientation that covers all the what is expected of them and what to
topics, supervisors and co-workers expect from others, less time is spent
are less likely to have to take time trying to find out these things
out of their days to teach the through guesswork and trial-and-
employee about company policies, error and more time is spent getting
where everything is, and how to the company’s money’s worth from
work the necessary equipment . the employee.
 How to design an
effective orientation
program
Most companies begin their employee
orientation programs by welcoming the employees
to the team, followed by an outline of the
company’s basic policies procedures. Expectations
should be clearly set and new employees should
be excited about becoming productive members of
the team. To map out the orientation process to
get the maximum payoff, try following the steps
below to get started:
 2. Provide the
1 . We l c o m e t h e 3. Go over policies
employee handbook
employee New employees should
The handbook should
From the time the new be made aware of rules
cover
employee walks in the and policies right away
compensation/benefits,
door, the focus should to help them avoid the
details about pay periods,
be on easing their blunder of accidentally
direct deposit, payroll
anxiety. Having an doing something
deductions, health
agenda outlined for the embarrassing.
insurance,
first few days will help
attendance/leave and
the employee know
safety/security policies
what to expect.
and any rules of conduct.
 4. Thoroughly
5. Set goals and 6. Clearly define
explain the details
action steps overarching
of the job
During their first week expectations
Within the first few
on the job, new Management must instill
days, it’s important to
employees should meet in new employees a full
touch on and reinforce
with their supervisor to understanding of the
what you spoke about
have an in-depth company’s strategic
during the interviewing
discussion about job goals and how the
process to allow the
responsibilities and employee’s goals are
employee to form a
objectives. properly aligned with
sense of connection with
supporting this overall
the company.
vision.
Orientation tips for new employees
Starting a new job is exciting. Starting fresh,
learning new things, meeting new people—it can
be a lot to take in. When you start, you’ll likely
be guided through an orientation process, during
w h i c h y o u ’ l l m e e t y o u r c o l l e a g u e s , fi n d o u t w h e r e
y o u r o ffi c e i s , l e a r n a b o u t b e n e fi t s a n d s i g n a l o t
of paperwork. Here are a few tips to make the
process as anxiety-free as possible:
 1. Arrive on time 3. Be prepared
2. Dress the part
Or, better yet, early. The first day on a new
Speaking of first
The first impression is job is often
impressions, make sure
the lasting impression. overwhelming as you’re
you’ve dressed
To ensure your timely deluged with an immense
appropriately. You’ll want
arrival, plan amount of information.
to be comfortable and
accordingly. Do a dry It’s smart to carry a bit of
adhere to the dress code,
run a couple of days cash, in case you need to
which you should have
before you start. get coffee, lunch or
been informed of during
anything else that may
the orientation scheduling.
come up.
4. Do your research 5. Get enough sleep
Since you’ve already It’s understandable to be
anxious and maybe restless 7. Ask
been hired, it should
be safe to assume that
right before you start a questions
new job, but make sure 6. Bring a
you know a thing or The purpose of
you’re getting the snack
two about the recommended amount of the orientation is
company. It’s sleep, as you’ll awake And a water
to give you all the
recommended that you more energized, with bottle. Just in
do a little more better skin and a sharper information you
case.
digging the night mind to help you digest need to succeed
the copious information
before your orientation
you’ll be receiving.
from day one.
begins.
 comprises of a series of steps that needs to be

Tra i ni ng followed systematically to

p r o g r a m m e . T h e Tr a i n i n g
have an efficient training
is a systematic activity

Process
performed to modify the skills, attitudes and the
behavior of an employee to perform a particular job.
 Needs
assessment:

The fi rst step in the training process is to assess the need for training
the employees. The need for training could be identifi ed through a
diagnosis of present and future challenges and through a gap between
the employee’s actual performance and the standard performance.

The needs assessment can be studied from two perspectives:

Individual and group.
Deriving Instructional
Objectives:

The fi rst step in the training process is to assess the need for training
the employees. The need for training could be identifi ed through a
diagnosis of present and future challenges and through a gap between
the employee’s actual performance and the standard performance.
D e s i g n i n g Tra i n i n g
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?
Implementation of the
Tr a i n i n g P ro g r a m m e :

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.
Evaluation of the
Tr a i n i n g P ro g r a m m e :

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.
• Performance Analysis

• Target population
analysis

• Sorting training needs

TYPES OF TRAINING
and wants
NEEDS ANALYSIS
• Job Analysis

• Task Analysis
• Performance Analysis TYPES OF TRAINING
• Target population
NEEDS ANALYSIS
analysis
Performance Analysis:
• Sorting training needs
and wants a specialised discipline that provides
athletes and coaches with objective
• Job Analysis information that helps them understand
performance.

• Task Analysis
• Performance Analysis TYPES OF TRAINING
• Target population
NEEDS ANALYSIS
analysis
Ta r g e t p o p u l a t i o n a n a l y s i s :
• Sorting training needs
and wants A target population analysis is a “snap shot”
of your learners so that you can thoughtfully
• Job Analysis prepare to meet your learners' needs.

• Task Analysis
• Performance Analysis TYPES OF TRAINING
• Target population
NEEDS ANALYSIS
analysis
Sorting training needs and wants:
• Sorting training needs
and wants A Training Needs Analysis focuses on your
organizational goals and objectives and then
• Job Analysis fi g u r e s o u t t h e t a s k s a n d p e o p l e n e e d e d t o
get there.

• Task Analysis
• Performance Analysis TYPES OF TRAINING
• Target population
NEEDS ANALYSIS
analysis
Job Analysis:
• Sorting training needs
and wants the process of studying a job to determine
which activities and responsibilities it
• Job Analysis includes, its relative importance to other
jobs, the q u a l i fi c a t i o n s necessary for
performance of the job and the conditions
• Task Analysis
under which the work is performed.
• Performance Analysis TYPES OF TRAINING
• Target population
NEEDS ANALYSIS
analysis
Ta s k Analysis:
• Sorting training needs
and wants the process of breaking a skill down into
smaller, more manageable components.
• Job Analysis

• Task Analysis
THESE FOUR PRINCIPLES ENGAGE PARTICIPANTS,
IMPROVE LEARNING, AND ENCOURAGE APPLICATION
OF KNOWLEDGE AND SKILLS BACK ON THE JOB.

• Show and Tell.

• Relate information to what learners already know.
• Incorporate stories.
• Have learners set goals.