• Training Process
• Phases in Training Process
• Steps in Training Program
•
Training Methods
• Training and HRD
Training Process
Need Assessment
a) Organization support
b) Organizational Analysis
c) Task and KSA analysis
d) Person Analysis
Development of Training Validity
Instructional Objectives criteria
Transfer Validity
Selection and design
of instructional Intraorganizational
program validity
Interorganizational
Training validity
Use of evaluation
Source: Aswathappa, models
Training Process
Phase 1 Phase 2
Training Need Training Design
Phase 4 Phase 3
Training Training
Evaluation Implementation
Training Methods
Training Orienting Special skills Safety Creative Sales,
Method new training education technical and administrativ
employees, professional e and
introducing education managerial
innovation education
On the job
Orientation Yes - - - -
training
Job Instruction Yes Yes - - -
training
Apprentice Yes Yes - - -
training
Internship - Yes - Yes Yes
Job rotation Yes - - - Yes
Coaching - Yes Yes Yes Yes
Source: Aswathappa, Human Resource Management, Text and Cases
Training Methods
Training Orienting new Special skills Safety Creative Sales,
Method employees, training education technical and administrative
introducing professional and
innovation education managerial
education
Off the job
Vestibule Yes Yes - - -
Lecture Yes Yes Yes Yes Yes
Films Yes Yes Yes Yes Yes
Conference Yes - Yes Yes Yes
Case Study - - - - Yes
Role Playing - - - Yes -
Simulation Yes Yes Yes Yes -
Programmed Yes Yes Yes Yes -
Instructions
Laboratory - - Yes Yes -
Training
Source: Aswathappa, Human Resource Management, Text and Cases
Training Process
1 Training Need Organizational 1 How training will assist to
Assessment Analysis achieve organization goals?
2 What cost is expected and what
is benefit to the organization?
Task Analysis 1 What are job responsibilities and
duties?
2 What knowledge and skills are
required to increase work
performance?
Person Analysis 1 What is trainee's skill and
knowledge level?
2 Which learning style trainees
prefer?
Training Process
2 Training Instructional 1 Based on TNA, learning
Design Objectives/strategy objectives are set (desired skills
and knowledge and attitude
change)
2 This includes detailed plan
regarding methods, material,
resources and training
objectives etc.
Trainee Readiness 1 Assessment of trainee's
background knowledge and
skills to determine level of
readiness to absorb new
learning
2 Knowledge of level of trainee
to develop contents/strategy of
training program
3 Categorizing and grouping
trainees according to their
capacity to learn
4 To enforce and motivate
trainee's desire to learn new
knowledge and skills
Training Process
2 Training Design Learning 1. Setting training goals and objectives
Principle 2. Meaningful presentation
3. Social learning theory focusing on
learning based on modeling and visual
aids
4. Appreciate differences in learning
style; some learn quickly in group
discussion while some prefer to work
alone on problems
5. Practice and Practice (Exercises/work
on solutions)
6. Feedback on progress
7. Time duration (continuous or
distributed)
3 Training Material and Posters and Charts
Implementation Equipment Whiteboard/Projector
Trainee's 1. Contains Information on Training
Manual Content
Trainer's Contains information given in trainee's
Manual manual and instruction on how to deliver
Facilities 1. computer/furniture/training room
Trainer 1. Who will deliver the training?
2. Trainer's qualification, experience,
expertise and background
Training Process
4 Training Reactive 1. Did the trainees find the training
Evaluation interesting (Questionnaires)?
Immediate feedback response on
training
Learning 1. Did the trainees have made
advancement in knowledge and skills
(written test)?
Behavior 1. Is trainee behaving in different way
after receiving training (performance
appraisal)
Results 1. Is organization/unit performing
better (Quality/Productivity/Cost/
Profit/Morale/Work
environment/team work
Definition of HRD
“A set of systematic and planned activities designed by an
organization to provide its members with the necessary skills
to meet current and future job demands”
Relationship Between HRM and HRD
• Human Resource Management (HRM) covers
many functions
• Human resource development (HRD) is just one
of the functions within HRM
HRD Functions
• Training and development (T&D)
• Organizational development
• Career development
Training and Development (T&D)
• Training – improving the knowledge, skills and
attitudes of employees for the short-term, particular to
a specific job or task
• Development – preparing for future responsibilities,
while increasing the capacity to perform at a current
job
Organizational Development
• The process of improving an organization’s
effectiveness and member’s well-being through the
application of behavioral science concepts
Career Development
• Ongoing process by which individuals progress
through series of changes until they achieve their
personal level of maximum achievement