human resource training and development

MBA – HR : 3rd semester

Training & Development: Systems & Practices

Unit-1: Training- Basic Concepts

Vimal JyothiInstitute of Management & Research- Chemperi

Kannur Dt, Kerala-670632. www.vjim.ac.in; 91-4602213399Jinuachan Vadakkemulajanal, Faculty -administrator; [email protected]

http://www.vjim.ac.in/

https://www.linkedin.com/in/jinuachan

[email protected] T&D 2

Unit-1: Training- Basic concepts• The Training Context: Nature and Scope of

Training, Training Challenges, Forces Influencing Working and Learning, Role of Training in Organizations, Systematic Approach to Training,

• Learning: Theories and Process Strategic Training: • Models of Training- Faculty, Customer, Matrix,

Corporate University and Business Embedded Model, Snapshots of Training Practices:

• Training Facts and Figures, Training Investment Leaders etc.

MBA3E18 : TRAINING & DEVELOPMENT: SYSTEMS & PRACTICES


Functions of HRDa. Managerial Functionsb. Operative Functionsc. Advisory Functionsa. Managerial Functions: The HR Manager is a

part of the organizational management & must perform the basic managerial functions of planning, organizing, directing and controlling in relation to his department.

Eg Manpower Planning, Salary estimation,


b. Operative Functions

The operative functions are specific duties of the HR or personnel department. These are concerned with :

Employment, development, compensation Integration- (Grievance and disciplinary) and

maintenance of personnel (QWL+ Welfare), Motivation.

Personal records- HRIS, IR, separation


c. Advisory Functions

• Human resource manager has specialized in education and training for managing HR.

• Advise to Top Management• Advise to Departmental Heads• Training Functions, TNA


1. Nature and Scope of Training• Skills, Education, Development, Ethics,

Attitudinal Change• Innovative, Problem solving and Regular

behaviour of HR


What is training ?• Meaning – training is the systematic process of

increasing the knowledge & skills of an employee for doing a specified job by providing a learning experience. Eg? X-ray welding, Pay roll maintenance

• It helps the trainee acquire new skills, technical knowledge, problem-solving ability etc. thereby increasing the performance of the employees.

• It also gives awareness of rules & procedures • It gives an ethical responsibility to HR• Helps to imbibe commitment and job satisfaction


DEFINITION OF TRAINING

• Training is the continuous, systematic development among all levels of employees in knowledge, skills and attitudes which contribute to their welfare and of the company. – Planty, Cord M.C and Efferson

• “It is the process of aiding employees to gain effectiveness in their present and future work - Richard P. Calhoon


SCOPE OF TRAINING• It enhance job-related performance, organizational

effectiveness, make behavioural changes, develops life skills leading to personal growth.

• The scope has considerably widened. It equips an individual with competencies that help him/her cope-up with day-to-day problems of living & manage interpersonal relations and improving them.

• Ultimately it aims commitment to profession through better QWL and employee development


Importance of Training objectives

i. Articulate the goal of training: When, where, how, why, whom

ii. Communicate intent to learneriii. Provide means of evaluation: significance

and future valuation. eg in salary /promotioniv. Assists in selection of materials, content,

methods.


Elements of Training objectives

• Outcomes of training program: observable behaviours “by the end of the program participants will be able to …”

• Conditions of the training program: circumstances in which the outcomes should take place “in a cohesive team situation”, without the use of instructional materials”

• Standards of the training program: expected level of attainment in terms of quality “ to 100% accuracy (or some other level)”, “at the rate of 50 per hour”.


FUNCTIONS OF TRAININGAccording to Miller five functionsi. Research – training systemsii. Analysis - identifying training needsiii. Development – teaching materialsiv. Operation – training aids & methodsv. Evaluation – monitors the effectiveness of

trainer in meeting goals, success of program and its impact on performance of employees.


BENEFITS OF TRAINING• Regular training and learning opportunities are an

investment that helps employees to prosper and develop their careers while giving your business a highly skilled workforce and a competitive advantage.

• By investing in employee development organisations are able to demonstrate their loyalty and commitment to their staff.

• It ensures increased engagement, improved retention, dedication to company goals, and is an important element for `Employers of Choice?


… Benefits of Training…• Benefits to the business

• Benefits to the employees– Improved staff attitude, morale & confidence– More efficient & effective– Staff turnover and recruitment– Increase workforce flexibility– Produce more with minimum effort

Increase staff efficiencyWastage eliminatedLess chances of accidentsReduced supervisory needIncrease quality of goods

-Product accuracy and efficiency -Good work safety practices -Better service delivery.-'soft skills' such as inter-staff -Staff morale and satisfaction. -Communication and leadership. -Time management customer satisfaction


• Some of the challenges faced in training are:– Schedule selection• It can be one of the most difficult challenges a HRD can

face. Many managers are reluctant to let employees take much time away from their duties for training.

– Rapid changes• Rapid changes in technology, corporate initiatives and

programs can make it difficult to adequately prepare training materials and deliver training before employees need information and new skills. • Eg: Mobile OS, Banking services and products

2. Challenges Faced in Training


Challenges faced in training

–Age, gender, and professional status• Different cultures give different regard to age,

gender, and professional qualification. • Some countries are also biased about the gender.

Like in Gulf countries, women’s role is limited to households only. North east –female workers• Same is with high professional status - the higher

the qualification of the trainer, the more will be the importance attached to the information.


Challenges faced in training– Language problem in training and

development• Language comprises of both spoken and

unspoken means of communication. • The best of the best training programs will fail if

trainer is not well versed in communicating trainees’ language. Language is one of the most important ingredients of culture.• Non verbal, ethos and symbolisms, Cultural

contexts


Challenges faced in training– Organizational barriers to learning• Typically, as organizations grow and mature they develop

more rigid systems and processes and ways of thinking. • This has an impact on the organizational learning process. • When problems arise in the company, the solutions that

are proposed often became for a short term application.– Individual barriers to learning• Resistance to learning can occur within an organization if

there is not sufficient buy in at an individual level. • Learning and personal mastery is a question of individual

choice and cannot be forced. • Higher learning may add extra works and responsibilities• Wants to be in safe zone with routine works


3. Forces Influencing Working and Learning process

A. External forces• Market competition for skilled employees• Attracting and retaining apt employees becomes

a challenge. • Limited market opportunities for advancement.• Tremendous Technological development • Emerging learning organizations- People rapidly

expand their capacity to create the results they truly desire for.


B. Internal Forces• Need for additional skills- skill requirements have

been on the rise, skills as per rapid tech. changes• Funding for employee training and development

is a concern in budgeting. • Less job security concerns/ attrition –transferable

skill development • Productivity, safety, quality, culture demands• Strategic innovation in process, products and

services


4. Role of Training in Organizations

• It is essential for every organization to be with changing trends of the market place.

• Adaptation to the technological change in products presupposes HR adaptation too

• Firms fail due to inertia for change- Kodak, • First mover benefits in the market forces • Maintain competitive edge in service and

products- Android TVs


BASIC PURPOSES OF TRAINING1. Increasing productivity2. Improving quality3. To fulfill future personnel needs- promotion, succession 4. Improve organizational climate- QWL, Team spirit 5. Improve health &safety6. Obsolescence prevention- innovation7. Personal growth – career path planning- development8. Optimum Utilization of Human Resources 9. Development of skills of employees – Core competency KSA10. Productivity


Need for Training• Increased use of technology• Labour turnover• Need for additional hands• New employees- Induction, apprentice• Promotion, career development• Increasing the employee morale• For reducing grievances & minimizing accident rates• Refresher training for Old employees

Ref: Managing Human Resources, 12e, by

Bohlander/Snell/Sherman © 2001 South-Western/Thomson

Learning

6-24

Need for

Training


5. Systematic Approach to Training

• System- subsystem-closed system concept

• Training as routine model- induction, refresher programme, mock drills,

• Training as an open system model approach• Training as process model- systematic approach


Training as an open system model approach

6. Learning: Theories and Process

Reinforcement Theory

Social Learning Theory

Goal Theories

Need Theories

Expectancy Theory

Adult Learning Theory

Information Processing Theory


Reinforcement theory: +,-, punishment, extinctSocial learning theory: next slide

Goal setting theories Need theory Need hierarchy, ERGExpectancy theory 3 factorAdult learning theories AndragogyInformation Processing theoriesLearning cycle

6. Learning: Theories and Process

Processes of Social Learning Theory

Match Modeled

PerformanceAttention Retention Motor

ReproductionMotivational Processes

• Model Stimuli• Trainee Characteristics

• Coding• Organization• Rehearsal

• Physical Capability• Accuracy• Feedback

• Reinforcement


Knowles’ 4 Principles Of Andragogy

Malcolm Shepherd Knowles (1913 – 1997) US educator. In 1984, he suggested 4 principles that are applied to adult learning:

1. Adults need to be involved in the planning and evaluation of their instruction.

2. Experience (including mistakes) provides the basis for the learning activities.

3. Adults are most interested in learning subjects that have immediate relevance and impact to their job or personal life.

4. Adult learning is problem-centered rather than content-oriented. (Kearsley, 2010)

Assumptions: Self-concept, Adult Learner Experience, Readiness to Learn, Orientation to Learning, Motivation to Lear


7. Models of Training

• Faculty, Customer, Matrix, Corporate, University and Business Embedded Model

• Traditional models & Business Embedded Models• System Model• Transitional model• INSTRUCTIONAL SYSTEMS DEVELOPMENT (ISD)• KSA model


Faculty, Customer, Matrix, Corporate- University Models

• Training departments are getting dynamic with OS and methods

Faculty Model• It works like a college; department, dean, Asso.P,

Asst P etc• Standard material, systematic delivery, timings• It has experts in the related field of training• -ve: Feed back is not incorporated, individual needs

and skills are not addressed


Customer – Client Model Training depart.

• Identify the client needs, competency and expected skills

• Trainee oriented training• Internal/outsourced training may be given• Emphasis: training needs of person/ department• Suitable for flexible business, cut through

competitions etc• It is always in remodeling, motion, shifting, new

emphasis…..


Matrix Model of training dept

• Multiple reporting model• Line Manager :: Training dept director • Helps to match training needs, organization

goals, recourses can be shared across departments,

Training Director

Line - functions

Function Consultant 1 Consultant 2 Consultant 3

Subject matter Basic concepts, IT Team building …

Development

Special projects C++, Automation Motivation, .. 360 degree, etc


Corporate- University Models• ‘Internal universities’ provide range of skill

imparting• Similar to traditional university model• Target: employees, suppliers, customers,

learners community- community college• Corporate needs are taken up into curriculum,

place-able passouts, • Eg whirlpool Inc – Indiana Uni, Michigan Univ Ref: p-13-19; Training org by O’Connor. Bronner; Replika Press Pvt Ltd-2003


Traditional models• Traditional training approach is a rigid set of

learning requirements that are built around a compliance driven methodology.

• Eg: A training team living in a grain store from the sales, operations and other teams.

• What occurs is that training may be outdated and based on old policies and practices.


Business-embedded model• This model is dynamic and ever evolving. • The basic strategy: training should never be static. It is

directly tied to strategy and supports a learning environment-

- where all employees are expected to continue their learning to whatever degree is required to maintain a competitive advantage.

• This expectation is injected into the culture and employees initiate the process

• SWOT analysis become regular practice• The voice of the customer is incorporated to the training• Purpose: to drives new products and enhances competitive

advantage.


Transitional model • Transitional model focuses on the organization

as a whole. • The outer loop describes the vision, mission,

value etc • Inner loop represent the micro level of the

training: objectives, plan, implement and execute


Trends in training• Aligning training with Business strategy• Incorporating the technological advancement• Talent Managing method, right talent+ diversity• Quality and continuous improvement• Legal issues: equal employment, harassment,

equity,


Dear Students,Plz refer the class notes for the further

elaboration of the topic. The examples given during the lecture should be added to each part while answering the questions

Fr Jinu Vadakkemulanjanal, Faculty, Vimal Jyothi –

Chemperi Kannur9447373415