HUMAN RESOURCE TRAINING

AND
DEVELOPMENT

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 LESSON CONTENTS
What is Training
Why do we Need Training
Objectives of training
Difference b/w training & education
Training Principles
Approach to training
Training process
Methods of training
Merits and demerits of training methods
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 What is Training?
Training - a planned process through
which an organisation facilitate employees’
learning of job-related competencies.
Competencies include knowledge, skills or
behaviour critical for successful job
performance.
Training enables new employees get
acquainted with their jobs, while it increases
job related knowledge of existing employee

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 Why is training important
The need for training of employee arises due to the
following factors:
Higher productivity: it is essential to increase
productivity of workers by impacting the required
skills and reduce cost of production
Quality improvement: to satisfy the clients, quality
of product or services must be continuously
improved through training of workers
Reduction of learning time: If the workers learn
through trial and error, they will take a longer time
and may not be able to learn right method of doing
work. Training will facilitate fast learning
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Industrial safety: trained workers are less prone to
accidents because they can handle machine safely
as well as the use of various safety devices on the
site
Reduction of turnover/absenteeism: training
create confidence in the minds of the worker(s) and
gives them a sense of job security and consequently
lead to reduction in labour turnover and
absenteeism
Technology update: Training enables the workers
to catch up with latest trends in technology

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 OBJECTIVES OF TRAINING
To provide job related knowledge to the workers
To impact skills among the workers systematically so that they
may learn quickly
To bring about change in the attitude of the workers towards
fellow workers, supervisor and the organisation
To improve the productivity of the workers and the organisation
To reduce the number of accidents by providing safety training
to the workers
To make the workers handle materials, machines and
equipment efficiently and thus to check wastage of time and
resources
To prepare workers for promotion to higher jobs by impacting
them advancd skills
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 Differences between
Training and Education
BASIS OF COMPARISON TRAINING
Meaning The process of inculcating
specific skills in a person
EDUCATION
Theoretical learning in the
classroom or any institution

What is it It is a method of skill It is a typical form of

development (learning by acquiring knowledge
doing)

Based on Practical application Theoretical orientation

Perspective Narrow Wide
Involved Job experience Classroom learning
Term Short term Comparatively long term
Prepared for Present job Future job
Objective To improve performance and To develop a sense of
productivity reasoning and jugement

Teaches Specific task General concepts 7

 Five Principles of Learning
Participation: involve trainees, learn by
doing
Repetition: repeat ideas & concepts to
help people learn
Relevance: learn better when material is
meaningful and related
Transference: to real world using simulations
Feedback: ask for it and adjust training
methods to audience. 8
 A Systematic Approach
to Training
Key Concepts in Preparing a Training Plan
Before you train and develop people, identify
what:
They must know - before they can perform a job
They should know - to improve their performance
Would be nice for them to know – but not
necessary to perform their duties.

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 Model of the Training Process*
*Goldstein, I. (2002) Training in Organizations 4th Ed.

Assessment Stage Training Stage Evaluation Stage

Organizational
Needs Assessment

Task Need Assessment

Development of Design & Select Measure Training
Training Objectives Procedures Results

Development of Train Compare Results to

Criteria for Training Criteria
Evaluation
Feedback

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 Nine Steps in the Training Process
 Assessing training needs
 Preparing training plan
 Specifying training objectives
 Designing the training program(s)
 Selecting the instructional methods
 Completing the training plan
 Implementing the training program
 Evaluating the training
 Planning future training

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 Assessing training needs
 What kind of signals can warn a manager that
employee training may be necessary?
• inadequate job performance
• a drop in productivity
• High reject/scrappage rate or high rate of rework
• Rise in the rate of accidents
• Job redesign or changes
• Technological breakthrough/new innovation

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 Preparing Training Plan
Consider whether to design
a long (5-10 years)
 medium (3-5 years) or
short (1 year) term plan.
• Ask your self “What are we going to achieve in
the time period?”
• Use a holistic approach by using a calendar for
inputting your training activities.
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 Training Calendar Example

Training Area Month in the year

1 2 3 4 5 6 7...
Attitude
Train the trainer
Job competency
Sales techniques
Telephone manner
…
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 Individual Plans
• For individual personalized training, we must
assess the trainees’ weakness and strengths
first before setting up appropriate programs.
• Training areas maybe tailor-made.
– Trainee should receive an individual timetable for
self progress.

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 Specifying Training Objectives

Training Objectives must be specific & measurable.

Why? Very difficult to measure effectiveness after
course is finished.
– What should trainees be able to accomplish after
participating in the training program?
– What is the desired level of such accomplishment,
according to industry or organizational standards?
– Do you want to develop attitudes, skills, knowledge or
some combination of these three?

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 Designing the
Training Program(s)
1. Program duration 7. Training location &
2. Program structure environment
3. Instruction 8. Criteria & methods
methods for assessing
participant learning
4. Trainers and achievement
qualification
9. Criteria & methods
5. Nature of training for evaluating the
6. Support resources – program
materials, OHP, 17
classroom
 Select Training Method 1
ON THE JOB TRAINING: Training impacted at the actual job
location involving ‘hands-on’
Methods
 Demonstration/instruction- showing the trainee how to do the
job
 Coaching/Apprenticeship- a more intensive method involving a
close working relationship between an experienced employee and
the trainee
 Job rotation-spending period in several different department to
gain experience of a wide range of activities
 Understudy- trainee join a project team (often multi-
disciplinary), which gives them exposure and allow them to take
part in new activities. 18
 ON THE JOB TRAINING
ADVANTAGES
Simple method of learning- it is easier to learn
when you can see how a project is being executed.
It is also faster to understand the methodology
adopted.
Economical way of learning- There are no training
needs attached to this method. You don’t need
lecturers or classroom. All you need is to assign
them a project and a colleague who can show them
what to do and how
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Get the feel right- you get the feel of the working
style right from day one since work is done in the
actual set up of your work. You don’t have to get
nervous on the fact that you are assigned for a task
that you are not trained to do or your environment
is completely different.
Immediate productivity-Since you are producing
something while learning, salaries paid to the
trainee is not a waste
Quick learning- you learn quickly by being part of
the execution hence no extra time is wasted in
understanding how the system works
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DISADVANTAGES
The need for skilled trainers- teaching is a skill that
everyone does not possess. Not everyone can
explain the job better as you need to have clear
communication, patience to hear the questions and
skill to answer them. Hence the need for a skilled
trainer who can ensure the training is effective and
is not a waste of time.
Accident can happen- if the trainees are involved
in the production process without the right
knowledge of the machinery and the materials
used, there is high probability of an accident
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Create disturbance- The discussion between the
trainees and the supervisors can lead to
unnecessary distraction for the co-workers at work
It is a rushed process- there is a high probability of
rushing through the process of training since every
employer wants his/her new trainee on the job as
soon as possible so that the resources is utilized to
the fullest.
Risk to the project- in the process of training, the
trainee could damage vital tool/equipment due to
inexperience. Project may be delayed and
consequently lead to cost overrun.
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 Training Method 2
OFF THE JOB TRAINING: training at a location
other than the real job location.
Methods
Lectures & conferences- it is a verbal presentation for
large audience. Most common method of training in
universities and colleges.
Vestibule training- in vestibule training, the employees
are trained in prototype job environment on specific job.
It may be used as preliminary to on-the job training
Sensitivity analysis- also known as laboratory or T-
group training. It is about making people understand
what others feel and think from their own point of view
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Computer-assisted learning (on-line)
Interactive-video training
Video conferencing, same as classroom except teachers and
students are in different locations.
Simulation exercises
Management games-properly designed games help ingrain thinking
habits, analytical, logical and reasoning capabilities, importance of
teamwork, time management etc
Case study-complex examples which gives insight into the context of a
problem
Role playing-trainee take on the role of a person affected by an issue and
study the impact of the issues on human life
In-basket training-
Transaction analysis- provide trainee with a realistic and useful
method for analysing the behaviour of others

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 OFF THE JOB TRAINING
ADVANTAGES
High productivity- the trained employee are placed in
the actual work station, hence high productivity is
maintained
No production error- the employee are trained outside
the work environment. Therefore, they are not involved in
production process and hence, error in production can be
minimized
Economy- off the job training will in the long run be
more economical in the sense that large group of trainees
are trained simultenously.
No Accidents- injuries cause by machines can be avoided
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Free on production- less distraction or disruption
of production activities, hence it runs freely.
Less time of training- a large amount of
information can be recovered within a short span of
time.
Disadvantages
Not effective- as the employees are trained in an
artificial worksite, they are unfamiliar with actual work
environment
Expensive-in the sense that the organisation has to
select venue, arrangement of facilities, hiring of experts
No production during training-this is because
employee are kept away from the actual work place. The
organisation bears training cost without any output 26
 Comparison between
on the job and off the job training
BASIS OF COMPARISON ON-THE-JOB TRAINING OFF-THE-JOB TRAINING
Approach Practical Theoretical
Active participation Yes No
Location At the work place Away from the work place
Work disruption No, because trainees produce Yes, because first training is
the product during learning provided which is followed by a
performance
Carried out by Experienced employees Professionals or experts
Cost Inexpensive Expensive
Suitable for Manufacturing and Non manufacturing firms
construction firms

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  ANSWER TIPS
Exercise 1  Accidents report
Imagine you are the  Sick leave report
manager of a pre-cast  Employee compensation statistics
concrete factory with  Product quality control report
 Wastage report
500 workers making  Efficiency report
different concrete  Machinery out-of-order report
products for export to  Staff discipline report
other African  Staff enquiries & complaints
countries.  Guests complaints
 Refusal of orders made
What information  Quality of product report
and evidence do you  Market needs & trends
need before you can  Demographic data & background of employees
say the employees
need training?
Try to list 5 ideas.

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Exercise 2
Imagine you are the Remember your training theme was to change the
training manger of a hotel individuals attitudes.
that will open next year.  Employ exercises that trainees can:
Your GM asks you to • Participate in
• React to
develop a training program
• Provide feedback in
that aims to boost the
• Receive inspiration to move on
team spirit of the newly  Suitable training methods you might have listed:
formed Executive • Role-play
committee Members. • Games
Your GM suggests you • Simulation exercises
organize a two-day course • Discussion/debate formats
in a resort location from • Experiential exercises
9am to 5pm for both days. • Self evaluation (e.g. video tape trainees
Your task is to suggest performance & let them evaluate their own
behaviors).
three training methods
that suit the training
theme described above
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 Completing the Training Plan
• Target group – assess your audience
• Topic – task, skill or attitude ingredient
• Method – direct (one way communication) or
indirect (discussion, games, experimental
exercises…). Important as evaluation of trainees
usually lies on the perception on what they did in the
training session
• Time – length, period, breaks important to consider
• Location – away from the office?

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 Implementing the Training
Program
Besides trainers qualifications and experience:
• Participant selection
• Group comfort - physical & psychological
• Trainer enthusiasm & skills
• Effective communication
• Feedback mechanism
• The need to learn new training skills
• Preparation by trainers

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Evaluating the Training

Three Levels of Evaluation

1. Immediate Feedback
 Survey or interview directly after training
2. Post-Training Test
 Trainee applying learned tasks in workplace?
3. Post-Training Appraisals
 Conducted by immediate supervisors of
trainees
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 9) Planning Future Training
Last step in the training process
• After taking all evaluated comments, trainers
should modify the programs to keep good
things and make suggested improvements
– Remember, even with the same topic for different
trainees, trainers should address many parts of
the training process again and consider new
approaches.

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 A Training Lesson Plan

• Topic
• Summary of Key Points
• Training Objectives
• Duration of Each Activity in Each Session
• Training Contents
• Training Methods / Activities
• Break(s)
• Exercise to Warm Up
• Questions to test Understanding
• Conclusion 34
 e.g. New Employee Orientation

Time Topic Method Activity

9:00-9:30 AM Welcome Speech Speech Talk & hand shake
by GM
9:30-10:00 AM Intro to Company Slide Slide Show &
Background Presentation Video Tape

3:00-4:00 PM Fire Safety Talk Security Fire Drill &

Manager Equipment

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 References
• Anthony W.P., Kacmar, K.M., Perrewé, P.L. (2002). Human
resource management: a strategic approach, 4th ed. Fort
Worth : Harcourt College Publishers.  
• Goldstein, I. L., Ford J.K. (2002). Training in organizations :
needs assessment, development, and evaluation, 4th ed.
Belmont, CA .  
• Greer, C.R. (1995). Strategy and human resources – a general
managerial perspective, Prentice Hall.
• Riley, Michael, (1996). Human resource management in the
hospitality and tourism industry, 2nd ed. Oxford ; Boston :
Butterworth-Heinemann.   
• Robbins, Stephen (1982). The management of human
resources, 2nd ed. Prentice Hall, inc. Englewood Cliffs.
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