Training Human Resources

Why Training?
• Employee training and development are part of
good management practices and good risk
( employee resigns or absentees) management
strategies.
• In addition, the following issues and changes in an
organization many indicate the need for employee
training and development:

Tuesday, January 16, 2024 2

 Why Training?
• Employee’s request
• Evaluation deficiencies
• Individual development plan
• Law and regulation changes
• Need to develop new leaders
• New employee, supervisor, manager
• New equipment, software,…
• New products
• New technology
• Safety issues
Tuesday, January 16, 2024 3
 Major benefits of employee training
• Successful employee training delivers improvements in
employee performance which, in turn, creates a better
performing business and an improved bottom line.
• Training increases staff retention which will save you
money.
• Instead of paying recruitment fees, re-investing in
training, invest in their development and they will
receive a return on your investment many times over.

Tuesday, January 16, 2024 4

 Major benefits of employee training
• Training that meets both staff and employer needs
can Improve quality, productivity and flexibility of a
business’ services by fostering:
• Accuracy and efficiency.
• Good work safety practices.
• Great customer service.

Tuesday, January 16, 2024 5

 Major benefits of employee training
•The benefits of training in one area can flow through to all
levels of an organization The flow-on effect.
•Over time, training will boost the bottom line and reduce
costs by decreasing:
• Wasted time and materials.
• Maintenance costs of machinery and equipment.
• Workplace accidents, leading to lower insurance premiums.
• Recruitment costs through the internal promotion of skilled
staff.
• Absenteeism.
•Businesses must continually change their work practices
and infrastructure to stay competitive in a global market.
Tuesday, January 16, 2024 6
 Balancing Costs and Benefits of Training

Tuesday, January 16, 2024 7

 Types of Training

Types of
Training

External Internal

Tuesday, January 16, 2024 8

 Internal Training
• Training in on-the-job locations tends to be viewed as
being very applicable to the job
• It saves the cost of sending employees away for training,
and it often avoids the cost of outside trainers.
• However, trainees who are learning while working can
incur costs in the form of lost customers and broken
equipment, and they may get frustrated if matters do not
go well.
• One internal source of training that has grown is
informal training, which occurs internally through
interactions and feedback among employees.
Tuesday, January 16, 2024 9
 Internal Training
• Several factors account for the amount of informal learning.
• First, as employees work in teams and on projects with others, they
ask questions, receive explanation, and share information with
coworkers.
• Second, rather than relying on the employer to train them and keep
their capabilities current, employees request assistance from other
employees more knowledgeable or skilled.
• Third, informal learning occurs among employees striving to meet
organizational goals and deadlines.
• However, problems with informal training include the fact that
some training done by fellow employees may not be accurate and
may miss certain important details.

Tuesday, January 16, 2024 10

 External Training
• External training occurs for several reasons:
• It may be less expensive for an employer to have an
outside trainer conduct training in areas where internal
training resources are limited.
• There may not be sufficient time to develop internal
training materials.
• The HR staff may not have the level of expertise needed
for the subject matter where training is needed.
• There are advantages to having employees interact with
managers and peers in other companies in training
programs held externally.

Tuesday, January 16, 2024 11

Planning the Route to Successful Training

Tuesday, January 16, 2024 12

 Who?
• Who requires training?
• How many users are to be trained and who are they?
Ensure that they are sufficiently experienced to benefit
from system training
• Will training be mandatory?
• Will some users be new to the level of technology?
• Who will conduct the training? Ensure that they are
sufficiently qualified and willing to train people
• How many trainers will be required, who are they, and
where do they come from? (i.e. internal, external, mix of
both)

Tuesday, January 16, 2024 13

 What?
• What types of training will be required?
• What training documentation is required?
• What data is required for training purposes? How will it
be prepared and made available?

Tuesday, January 16, 2024 14

 When?
• When will users be trained and how will they be
organized and notified? - Beware of tight and restricted
business process cycles (e.g. admissions process, student
registration, examinations, financial year end)
• How long before go-live should the training take place? -
Too far in advance and much will be forgotten, but too
late will leave users unprepared.
• How should training be scheduled or altered if go-live
deadlines slip?
• How soon after their arrival should new staff be trained?

Tuesday, January 16, 2024 15

 Where?

• Where will existing users be trained?

• Where will new users be trained?
• Is additional equipment required for training purposes?

Tuesday, January 16, 2024 16

 How?
• Is classroom style training always appropriate?
• Do new or revised operational policies and procedures
need to be explained?
• Is a system access and password scheme necessary for
training purposes? If so, is additional training required on
a more rigorous system access and password scheme?

Tuesday, January 16, 2024 17

 Factors Influencing T&D
• Top management support
• Technological advances
• Organization complexity
• Learning styles
• Other human resource functions

Tuesday, January 16, 2024 18

 Learning styles
• Often, trainers or supervisors present information and
assume that it will be learned.
• But Managers can use the research on learning to make
their training efforts more effective.
• Some major learning principles that guide training
efforts are presented next
• Intention to Learn
• Reinforcement
• Learning Practice and Patterns

Tuesday, January 16, 2024 19

 Systems Approach to Training

Design
Text Development
Development

d el
Assessment Mo
DI E
AD
Implementation

Evaluation
Text

Tuesday, January 16, 2024 20

 Assessment
Identify
needs.

Form basis Find

for Purpose of performance
evaluation. Assessment
Text gaps.

Identify
programs
and target
audience.

Tuesday, January 16, 2024 21

 Design
• Objectives for training can be set in any area by using one
of the following four dimensions:
• Quantity of work resulting from training (for example,
number of words per minute typed or number of
applications processed per day)
• Quality of work after training (for example, dollar cost of
rework, scrap loss, or errors)
• Timeliness of work after training (for example, schedules
met or budget reports turned in on time)
• Cost savings as a result of training (for example, deviation
from budget, sales expense, or cost of downtime)

Tuesday, January 16, 2024 22

 Development
• Involves the creation of training materials and depend on :
• Nature of training
• Subject matter
• Number of trainees
• Self-paced vs. guided
• Training resources
• Costs
• Geographic locations
• Time allotted

Tuesday, January 16, 2024 23

 Implementation
• Program is delivered to the audience.
• Most visible step in the ADDIE process.
• Primary tasks are:

Scheduling Announcing and

Utilizing pilot Revising
the implementing the
programs content
program program

Tuesday, January 16, 2024 24

 Evaluation
• Integral part of overall training program
• Provides feedback on effectiveness of training program
• Evaluation criteria should be established in tandem with
& parallel to training objectives

Tuesday, January 16, 2024 25

 Four Levels of Training Evaluation

Tuesday, January 16, 2024 26

 Special Training Areas (Soft skills)
• Diversity - Develop sensitivity to create more harmonious working
environment
• English as a Second Language - Help employees in way that
validates them and optimizes personal relationships
• Ethics - Develop corporate culture that rewards ethical behavior
• Telecommuter - Permit manager and employee to define job
responsibilities and set goals and expectations

Tuesday, January 16, 2024 27

 Special Training Areas
• Customer Service - Teaches employees skills needed to
meet and exceed customer expectations
• Conflict Resolution - Communication skills needed to
resolve gridlock
• Teamwork - How to work in groups
• Empowerment - How to make decisions and accept
responsibility

Tuesday, January 16, 2024 28

 Special Training Areas
• Remedial - Basic literacy/mathematics skills
• Anger Management - Help participants take control of
angry outbursts

Tuesday, January 16, 2024 29

 Metrics for Evaluating Training program
• Participants’ Opinions
• Extent of Learning
• Behavioral Change
• Accomplishment of T&D Objectives
• Benchmarking

Tuesday, January 16, 2024 30

 Participants’ Opinions
• Measure level of customer satisfaction
• Overall experience may bias some reports
• Good way to obtain feedback and to get it quickly
and inexpensively

Tuesday, January 16, 2024 31

 Extent of Learning
• Determine what participants have learned
• Pre-test / post-test control group design
• Differences are attributed to training provided
• Problem: Controlling for variables other than training

Tuesday, January 16, 2024 32

 Behavioral Change
• Tests may accurately indicate what trainees learn, but may
give little insight into whether participants will change
their behavior
• Best demonstration of value: When learning translates into
lasting behavioral change

Tuesday, January 16, 2024 33

 Accomplishment of T&D Objectives
• Has it achieved stated objectives and actually impacted
performance
• Might establish a return on investment (ROI) metric

Tuesday, January 16, 2024 34

 Benchmarking
• Process of monitoring and measuring firm’s internal
processes, such as operations, and then comparing data
with information from companies that excel in those areas
• Focus on metrics such as: training costs, ratio of training
staff to employees, and whether new or more traditional
delivery systems are used

Tuesday, January 16, 2024 35