UNIT 3 Training develops well motivated employees who are self-reliant, they do not need constant guidance

TRAINING AND DEVELOPMENT and supervision. Employees can also avoid mistakes and accidents on the job as they can handle a job
with confidence and adopt the right work methods.
 Training
 Increased customer satisfaction
 Training is an essential activity that is undertaken by the organisation to enhance the skills of
the employees by helping them in acquiring new knowledge and skills which are required to As the training of employees ensures that the work is undertaken by the employees is done in an
perform their present jobs more efficiently. efficient manner ,the quality of the finished product also improves.Moreover,as the efficiency of the
employee’s increases,the defects in the products would be reduced.
 Training is any process by which the attitudes, skills and abilities of employees to perform
specific jobs are improved. In simple word, training is that activity through which an employee  Identifying Employee training and development needs
acquire skill and knowledge to perform the job in a satisfactory manner.
 Understanding employee training and development
 DEFINITION
Training offered by company that falls under three categories;-
According to Edwin Flippo,training is “the act of increasing the knowledge and skill of an employee for
doing a particular job”. Industry Training;-This could involve helping employees get up to speed on new products, processes or
equipments.
 IMPORTANCE OF TRAINING
Job training;-The sort of training that helps employees do their job better.This could be sales training for
 Enlarge skills and Competency all call center staff or health and safety training for warehouse staff.

Training enhances the technical knowledge and skills of the employees. It helps them to learn new skills  Personal development;-Train the person behind the role. This could involve emotional
and enables them to remain updated. intelligence training, mental health first aid training, leadership skills and anything else that
could make an employee more efficient one.
 Effective use of Current Human resources
Not all employees will need all types of training. Training should be given on the basis of requirement
Training helps in improving the performance of the existing employees .It also aids the employees in and nature of the job.
effectively achieving the organizational goals.
 Talk to employees
 Reduction in wastage and cost
 Making healthy talk with the employees are very important to understand their problems.
Workers learn how to make the optimum use of resources. Training leads to the economic use of
material and machinery and helps minimize the cost of operations per unit.  Gathering feedback about the previous training programme conducted by the organisation.

 Higher productivity and better quality of work.  Getting feedback from managers and supervisors about the performance of employees.

Formal training leads to the enhancement of skills of the employees that enables them to perform their  Training needs can be identified after getting feedback from the employees.
job more efficiently. As standard methods are taught to the employees it improves the quality of
product and services.  Set clear Expectations and Goals

 Increases morale and loyalty  For every employees in the organisation it is important to set clear responsibilities, expectations
and goals.
Training helps boost the morale of the employees by developing a positive attitude, job satisfaction and
enhanced learning. It makes them loyal to the organisation as they develop a sense of commitment.  Tasks are assigned to each and every employee in the organisation.

 Reduces supervision  This will make it easier to measure everyone’s performance.

  Create Personal Development plans  Training budget is a specific amount of funds set aside by an organisation to invest in employee
learning and development initiatives.
 It is an integral part of job satisfaction, staff retention and employee engagement.
 After determining the mode of delivery training budget should be prepared. It includes All direct
 Developing a personal development plan for every member of the organisation make them to and indirect costs and resources used to train employees in an organisation.
feel satisfied.
 It includes the cost of courses, books and other learning materials. It also includes indirect costs
 Routinely discussion of personal development with employees helps to identify their training like wages, compensation and time spent setting up training.
needs.
 Delivery style
 DEVELOPING TRAINING PROGRAMME
 The effectiveness of training is influenced by the delivery style and presentation method used.
 Needs assessment and learning objectives
 Non-participative and participative are the 2 basic delivery styles used by the organisation.
This part of the framework development helps to understand the kind of training needed for the
employees. After determining the training needs it is very easy to set learning objectives to measure at  Non-participative method;-Where training participants are fed information relevant to their
the end of the training. tasks by the trainer, make notes, and perhaps have some time to ask questions.

 Consideration of learning styles  The typical non-participative styles include;-

 Learning styles are essential for training process.  Lecturers

 It is necessary because understanding and recognizing them can improve the quality of the  Demonstration by experts
learning process.
 Watching and listening to video and audio training aids
 Learning styles are individual preferences to learn. it is how learners
receive,perceive,understand,express,memorize and recall new knowledge.  Participative method;-Using formats through which interaction between the group and the
trainer and the practice of skills are integral parts of the training.
 The learning styles may be Visual learner,Auditory learner etc.
 Types of participative styles include;-
 Delivery mode
 Discussion groups
 Depending on the type of training the delivery mode are determined.
 Games used to stimulate thinking.
 When choosing a delivery mode,it is important to consider the audience and budget
constrictions,workforce size,location etc  Competitions involving individual or group knowledge and demonstration of skills learned.

 E learning;- E learning is one of the most recent forms of delivery method.It provides  Audience
comprehensive training through an online portal.  Considering the type of audience for the training programs is also very important concept.
 Hybrid learning;-Hybrid learning is a type of training delivery method in which some learners  Whether the candidates are new employees or existing employees.
attend class in person while others participate virtually from home. Educators use video
conferencing hardware and software to teach remote and in-person learners simultaneously.  Knowing about the candidates for training helps to develop a relevant delivery style that makes
training program efficiently.
 Budget
 For example ,if you know that all the people attending the training are from the accounting
 The type of training performed will depend greatly on the budget. department the training should be focused on learning accounting skills.
  Content development  Organizations usually hire a training company that provides end to end learning and
development services, such as a managed learning services provider.
 Content development includes what need to be taught?
 Evaluation of training effectiveness
 One of the most important parts in training to develop learning objectives.
 Training effectiveness can be measured only after people are trained.
 Content development is the process of designing,developing,managing and maintaining learning
programs.  Training effectiveness refers to the benefits that the company and the trainees receive from
training.
 Great training content conveys the knowledge and skills that employees need to succeed in their
roles.  It is an attempt to obtain relevant information on the effects of a training programme.

 Timelines  Measuring training effectiveness can be conducted through discussions, surveys and
questionnaires, post-training quizzes, assessments and examinations.
 After developing the content the next process is to determine the time limit for the training.
 HUMAN RESOURCE DEVELOPMENT
 It gives the answer to the question How long will it take to develop the training? Is there a
deadline for training to be completed?  HRD concept was first introduced by Leonard Nadler in 1969 in a conference in Us.

 Measuring Effectiveness  Development of human resources is essential for any organisation that would like to be dynamic
and growth oriented.
 After we have completed the training, we want to make sure our training objectives were met.
 Human resource development is the part of human resource management that specially deals
 This step includes
with training and development of the employees in the organisation.
1.Reaction;-How did the participants react to the training program?  HRD is the process of increasing the knowledge, the skills and the capacities of all the people in
2.Learning;-To what extent did participants improve knowledge and skills? the organisations

3.Behavior;-Did behaviour change as a result of the training?  HRD includes training a person after he or she is first hired, providing opportunities to learn new
skills, distributing resources that are beneficial for the employees tasks and any other
4.Results;What benefits to the organisation resulted from the training? developmental activities.

 Training process outsourcing  Role of Training in HRD

 Training process outsourcing is when a business hires an external provider to manage a  The role of training and development in human resources is to ensure that employees have the
complete set of learning and development activities or processes. necessary skills and knowledge to do their jobs effectively.

 Training process outsourcing is the outsourcing of a complete set of training activities to  Training and human resource development co-exist .They are like the two sides of a coin.
specialized firms or to specialized business units.
 Human resource development includes such opportunities as employee training, employee
 Training process outsourcing (TPO) is one of the fastest growing areas in the HR value chain, career development, performance management
wherein more and more companies are seeking the services of specialized service providers to
manage their training process.  Training helps employees to develop their skills and abilities, which help to better opportunities
for jobs and promotions.
 Outsourcing training is a relatively cost-saving strategy opted by the companies.
 Impart specific skills and knowledge to employees.
 The training helps them to reduce expenditure as they don’t have to invest in extra
management,software,hiring costs etc.  Upgrade the technical skills and knowledge
  Mould the employees and make him/her suitable for the job.  Knowlwedge management focuses on the improvement of the existing business.It tries to
collect information and identifies what better can we do in the organisation.
 Market changes, hence training is required to adapt the changes.
 Career Development
 Helps and advising the line managers to conduct training.
 Career development is the series of activities in an on-going/lifelong process of developing one’s
 Helps in talent retention-stabilize the workforce.
career which includes defining new goals regularly and acquiring skills to achieve them.
 Knowledge Management in HR  Career development helps an individual grow not only professionally but also personally.
 HR knowledge management is the practice of centralizing all HR documents,policies,information Learning new skills like leadership, time management, good goverance,team management etc
and knowledge and making that vital information easy for anyone in the company to access and also help an employee develop and shape their career.
update from anywhere.  Career Development Strategies
 Knowledge management is a systematic approach to find understand and use knowledge to The development of an individual’s career is driven by several factors. Strategies to improve someone’s
achieve organizational goals and by reducing time and cost of repeated trial and error and career can be driven either by the company through organisation development or by the individual
create value. himself. Some strategies of career development are as following;-
 Knowledge management is the process of effectively identifying,organising,storing and sharing  By Companies
information within a company.
 By Employees
 Successful knowledge management allows teams to easily access the data and resources they
need to perform their jobs efficiently  By companies

 It allow employees of all department to quickly access the HR information they need 24/7 self Training and development by companies can help in employees learn new skills. Companies help in
service portal.This reduces frustration for employees. providing leadership development, management development etc.This is all done through employee
training sessions or developmental counselling.Employee development in the long run helps in career
 Advantages of Knowledge Management development.
 Improve the decision making process  By Employees
By obtaining access to the knowledge of the entire organisation, employees can advance the quality and Individuals can themselves boost their own career. This is done through constant evaluation of their
speed of decision making. when making decisions, enterprise collaboration tools facilitate the access to skills using techniques like continuing professional development. Continuous and s.
opinions and experiences of different people with diverse viewpoints and judgements,which may
contribute new and fresh perspectives.  Emerging trends in HR training and Development

 Increase Customer satisfaction  Electronic Enabled Training System

Knowledge sharing and cross-collaboration help to increase the value presented to customers. The E-training involves the use of electronic device such as
organisation can give faster answers or shorten the time it takes to improve a product or service.
a. Computer
 Promote innovation and cultural change
b. Computer-internet
Knowledge management enables and encourages the sharing of ideas, collaboration and access to the
latest information. c. Mobiles

 Knowledge management recognizing documenting and distributing knowledge to improve  Blended Training
organisational results and performance.
Combines online learning, face to face interaction and other methods

Advantages;-

1.Increased learner control 2.more interaction

3.Brings learning into real life through discussions

4.More effective

 Gamification

Gamification is the integration of games or game like elements into business processes to boost
employee participation and engagement.

Advantages

1.Accelerates the learning process

2.Builds social connections

3.Increases engagement levels

4.Enhances the training experience