Training and Development - Principles of Human Resource Management
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The document provides a comprehensive overview of employee orientation and training development processes within an organization. It outlines the goals and steps of an effective orientation program, the significance of training and development, and the various types of training programs available. Additionally, it discusses the assessment of training needs, the design of training programs, and the evaluation of their effectiveness to enhance employee performance and organizational quality.
Training and Development - Principles of Human Resource Management
- 1. Orientation: Training and Development 1
- 2. Introduction to Orientation Orientation is the process of acquainting new employees with the organization. Orientation topics range from such basic items as the location of the company cafeteria to such concerns as various career paths within the firm. 2
- 3. Objectives of Orientation Removes fears Creates a good impression Act as a valuable source of information 3
- 4. Steps in Induction Program Explain about the company. Show the location, department where the new recruit will work. Give the company’s manual to the new recruit. Provide details about various work groups and the extent of unionism within the company. Give details about pay, benefits, holidays, leave, etc. Emphasize the importance of attendance or punctuality. Explain about future training opportunities and career prospects. Clarify doubts, by encouraging the employee to come out with questions. Take the employee on a guided tour of buildings, facilities, etc. Hand him over to his supervisor. 4
- 5. Purposes of Orientation To Reduce Startup Costs To Reduce Anxiety To Reduce Employee Turnover To Save Time for the Supervisor To Develop Realistic Job Expectations, Positive Attitudes and Job Satisfaction 5
- 6. Areas covered in employee induction Program Introduction: Regarding the organization Job Duties Organizational Issues Employee Benefits 6
- 7. TRAINING AND DEVELOPMENT ‘Training is the formal and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience.” “Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance.” 7
- 8. Nature of Training and Development It is a process of acquiring specific skills which enhances job performance. It is a process of teaching, informing or educating people. It provides required qualification to individuals in order to perform their job in a better way. It provides qualification to employees so that they can perform in positions of greater difficulty and responsibility. It is and act of increasing knowledge and skills. 8
- 9. PURPOSES OF TRAINING & DEVELOPMENT Satisfy personal growth needs Improve performance Avoid Managerial Obsolescence Solve organizational problems Increase productivity and quality To reduce labor turnover To reduce the number of accidents Increase productivity and quality 9
- 10. THE STEPS IN TRAINING PROCESS Organizational objectives Assessment of Training needs Establishment of Training goals Devising training programme Implementation of training programme Evaluation of results 10
- 11. Explanation!! Organizational objectives i. The first step in the training process in an organization is the assessment of its objectives and strategies. ii. What business are we in? iii. At what level of quality do we wish to provide this product or service? iv. Where do we want to be in the future? v. It is only after answering these related questions that the organization must assess the strengths and weaknesses of its human resources.11
- 12. Designing Training Programs and Manuals: This step establishes the designing & development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. Every training and development programme must address certain vital issues: • Who participates in the programme? • Who are the trainers? • What methods and techniques are to be used for training? • What should be the level of training? • What learning principles are needed? • Where is the program conducted? 12
- 13. Assessment of Training needs: Needs assessment diagnosis present problems and future challenges to be met through training and development? Organizations spend vast sums of money (usually as a percentage on turnover) on training and development. The objective in establishing a needs analysis / or need assessment is to find out the answers to the following questions: • “Why” is training needed? • “What” type of training is needed? • “When” is the training needed? • “Where” is the training needed? • “Who” needs the training? And "Who" will conduct the training? • “How” will the training be performed? 13
- 14. Deliver The Training Program: This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. The trainer should have: • A desire to teach the subject being taught. • A working knowledge of the subject being taught. • An ability to motivate participants to “want” to learn. • A good sense of humor. • A dynamic appearance and good posture. • A strong passion for their topic. • A strong compassion towards their participants. • Appropriate audio/visual equipment to enhance the training session. 14
- 15. Types of Training Programmes On the Job Training Off-the –job training Orientation training Job-instruction training Apprentice training Internships and assistantships Job rotation Coaching Vestibule Lecture Special study Conference or discussion Case study Role playing Simulation Programmed instruction Laboratory training 15
- 16. Evaluate The Training Program:This step will determine how effective and profitable your training program has been. Methods for evaluation are pre-and post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits. 16
- 17. Various methods can be used to collect data on the outcomes of training Questionnaires Tests Interviews Human resource factors Cost benefit analysis Feedback 17
- 18. ISSUES IN EMPLOYEE TRAINING Communications Computer skills Customer service Diversity Ethics Human relations Quality initiatives Safety 18
- 19. Thank you!! 19