Human Resource Training and

Development
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 Introduction
Having a good talent as the beginning process of
human resource management in an organization
is a very important step. But organization must
grow and develop in the middle of trading
world, government organization, or private
organization dynamic. Therefore having a good
talent only is not enough, this potential must be
developed in order to follow environment
dynamic rules.
 Training and Development
• Training is a process in focusing on giving a
specific skill or helping the employees to
overcome their weakness.
• Development is an effort in giving the ability
that will be needed by the organization in the
future.
 Training Trends
• Several trends show that time and money that are used for training will
increase in the future. This happens because there are merger, acquisition,
company downsizing, job shift from manufacture industry to
services/creative.
• Challenges to point out in training trends
a. Hyper-competition
b. Power shift to the costumer
c. Cross border collaboration between organization and geography
d. The needs to maintain a higher level of talent
e. Labor changes
f. Technology changes
g. Team
 The Benefits of Training
• Organization
a. Work productivity improvement
b. The relation between lower and upper employees
c. Fast decision making
d. Increasing employees’ spirit in working
• Individual employee
a. Having Employee to make decision better
b. Improving employees’ skill in solving the problem
c. Encouraging employees to improve their skill
d. Fellow relation
e. Making an effective communication
f. Making same perceptions in doing the tasks
 High Leverage Training
• Systematic approach
a. This training is related to the goals of business strategies by using the process of
learning design in order to make sure that the training is effective.
b. This training also helps creating work atmosphere that will encourage employees
to learn again and again.
• Creating an effective activity of training
The main of characteristic of training activity is training activity that is created based
on the process of earning design the process of the training are as follows:
a. Need assessment
b. Ensure employees preparation in training
c. Creating learning environment
d. Ensure that training transfer happens
e. Selecting training method
f. Evaluating training program
 The principals in increasing learning
• Skills learning
a. Goals making
b. Behavior modeling
c. Practice
d. Feedback
• Fact learning
a. Goals making
b. Meaningful material
c. Exercise
d. Feedback
 Orientation and Socialization
• Orientation is the process of introducing the
new employees about organization, new tasks,
manager and team work
• Socialization is a long time process in order to
help the employees adapted to new
organization by understanding its cultures and
hopes and involve in the job
 Development
• Employees development is the key
contribution toward the business strategy
which is develop by a capital intellectual
development, helps to develop managerial
talent and giving an opportunity to the
employee to assume responsibility of their
own career.
 Career Development
• Career is a experience pattern that related to
the job and the activity along their life time
(Ivancevich, 2001: 428).
• The employee have to develop their new
creativity then depends on their static basic
knowledge
 Models of career development
• In outline of approach there are two
approaches, those are; Traditional model and
Contemporary model.
Traditional Career Develoment model
• Exploration stage
• Establishment stage
• Maintenance stage
• Disengagement stage
 View of Contemporary Career
Contemporary view regarding career development
says that individual and organization must be
flexible and can be adapted to stay successful in the
environment which is dynamic. To face that
condition, the changes of career paradigm that one
of them is Protean Career.
• Linear
• Expert
• Spiral
• Transition
 Issues in Career Development
• Development in Career Motivation
Career Resiliences
Career Insight
Career Indentity
 Dimesions Traditionan Career Protean Career
Objectives -Promotion Successful Psychology
-Salary Increasing
Psychology contract -Feeling Secured to commit Able to work flexibly
Mobility Vertical Lateral
Management responsible Company Employee
Pattern Linear and Expert Spiral and Transition
Skill Knowledge Learn How
Development Too depend on formal more depend on work
Training relation and work
experience

Noe, 2002: 396

 Method in Increasing Career
Motivation
• To Support Career Resilience
• To increase Career Insight
• To Build Career Identity
 Self Development
Develoment
1. Creating your own Mission
2. Take responsibility based on your side
and development
3. Make improvement rather than
progression
4. Talk with the person you are expecting
and get advices from them
5. Decide logical goals
6. Doing an investment for your priority
Progression
1. Remember that the performance is
important but interpersonal
performance is very important
2. Decide the proper value and priority
3. Give the solution not problem
4. Become a team player
5. Become a customer oriented
6. Act like what you do will give a great
effect