Download - Intro to Training and Devp
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Lesson ObjectivesLesson Objectives
Introduction to Training and DevelopmentDifference between training and development
Role of TrainingForces influencing the trainingOrganization Characteristics that influence
training
Various aspects of the training design process
Lesson 1
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Training and HRDTraining and HRD
Lesson 1
Human Resource Department
Training and
DevelopmentTalent Acquisition
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TrainingTraining
Lesson 1
Training is the process of identifying, assuring
and developing through planned activities the
knowledge, skills and abilities that employees
need to help them perform their current and
future responsibilities in organization to the
greatest extent possible.
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TrainingTraining
Lesson 1
Training is the process of acquiring the skills
necessary to do the job- Robert N. Lussier
Training is a set of activities that provides the
opportunity to acquire and improve job related
skills - Schermerborn, Hunt and Osborn
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Development is a process of preparing
employees for future position and improvetheir personal skills to handle the critical
situations in an organization.
Lesson 1
DevelopmentDevelopment
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Training is the acquisition of concept
theories, knowledge , skills and attitudes
Development is the application of acquired
knowledge, theories, skills and attitudes tothe job for increasing organizational
effectiveness.
Lesson 1
Training and DevelopmentTraining and Development
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Comparison between Training andComparison between Training and
DevelopmentDevelopmentTraining Development
Nature Tangible in nature.
Training is more specific, job-
related information.
Intangible in nature.
Development is more general in
nature, especially at the top level
management level.
Importance Training is important because
technology is improving and
changing.
Development is important to adapt
to new technology and changing
patterns in organization.
Directed towards Training is normally directed at
operative employees and relates
to technical aspects.
It is directed at managerial
personnel to acquire conceptual
and human skills.
Methodology Greater emphasis on ON-JOB
methods
Greater emphasis on OFF the Job
methods.Frequency Training is less frequent; it is
carried out mostly at induction and
every succeeding stage of the job.
It is more frequent and continuous
in nature.
Relevance Training is of more relevance at
junior-levels.
Development is of higher
relevance at middle and senior
levels.Duration Training courses are designed It involves a broader long-term
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All SIZES ofOrganization
SmallLarge
All TYPES ofOrganization
ProfitNon
Profit
Training andDevelopment is
Needed In
All LEVELS ofOrganization
BottomTop
All AREAS oforganization
Manufacturing
MarketingLesson 1
Frame work of TrainingFrame work of Training
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Training and Development
Improvement in
CustomerSatisfaction
People, Process andPerformance
ShareholderSatisfaction
EmployeeSatisfaction
Training and Development for Shareholder Satisfaction
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TRAINING ObjectivesTRAINING Objectives
Lesson 1
Aim of Training
Improve performance
Enhance employee growth
Facilitate overall professional
development
Improve the quality of the work force
Enhance productivity
Assist organization in succession
planning
Develop organization specific skills
and competencies
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Optimum utilization of Human
ResourcesDevelopment of Human Resources
Development of skills of employees
Productivity of OrganizationOrganizational Culture and Climate
Quality
Lesson 1
Importance of TrainingImportance of Training
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Increase efficiencyIncrease morale of employee
Employees enthusiasm, conformance withregulations, willingness to corporate with others
Improve human relationReduce supervision
Increase organizational viability and resilienceIntroduction of New Strategy and working methodAdvancement in technologyOrganizational Policy
Lesson 1
Role of TrainingRole of Training
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Globalization
Need for LeadershipAttracting and Retaining Talent
Customer Service and Quality Emphasis
Changing Demographics and Diversity ofWork Force
New Technology
Lesson 1
Forces Influencing TrainingForces Influencing Training
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Integration ofBusiness Units
Global Presence
Business Conditions
Organizational Charactertics thatOrganizational Charactertics that
Influence TrainingInfluence Training
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S t e p1
C o n d u c t&D e v e l o p
T ra in in g N e e d
A n a lysis
S t e p2
D e s ig n a n dse lec t T ra in ing
M e t h o s
S t e p3
I m p l e m e n t
T ra in ingM e t h o d s
S t e p4
Eva lua teT ra in ing
Tra in inResu l ts
S t e p5
Lesson 1
Training Design ProcessTraining Design Process
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ADDIE ModelADDIE Model
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Refers to process for designing and developing
training programs
There is not one universally accepted ISDmodel
ISD process should be:Systematic
Flexible enough to adapt to business needs
Lesson 1
Instructional System Design (ISD)Instructional System Design (ISD)
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Training is effective only if it helps employees
reach instructional or training goals
Measurable training objectives should be
identified before training objectives
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Assumption of ISD approachAssumption of ISD approach
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The type of training and resources devoted to
training are influenced by the strategy adoptedfor two HRM practices:
Staffing
Human Resource Planning
Lesson 1
The Importance of Training ComparedThe Importance of Training Compared
to Other HRM Practicesto Other HRM Practices
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Two aspects of a companys staffing strategy
influence training: The criteria used to make promotion and
assignment decisions (assignment flow)
The places where the company prefers toobtain human resources to fill open positions
(supply flow)
Staffing Strategy Influence on TrainingStaffing Strategy Influence on Training
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HR planning allows the company to anticipate the
movement of human resources in the company.HR plans can help identify where employees withcertain types of skills are needed in the company.
Training can be used to prepare employees for: increased responsibilities in their current job,
promotions, lateral moves, transfers, and
downward job opportunities that are predicted by the humanresource plan.
Lesson 1
HR Planning Influence on TrainingHR Planning Influence on Training
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Focus on TeachingFocus on Teaching
Skills andSkills and
KnowledgeKnowledge
Link Training toLink Training to
Business NeedsBusiness Needs
Use Training toUse Training to
Create and ShareCreate and Share
KnowledgeKnowledge
The Broadening of Trainings RoleThe Broadening of Trainings Role