Human Resource

Training & Development

By
M. Ali Hassan

alimba@live.com
 Role Of HRM

 Primary Goal of any Organization is to enhance

Productivity.
 Productivity is the efficiency with which an
organization uses its inputs of labor, energy,
material, capital, and information resources to
produces its outputs of products or services.
 HRM tries to improve the productivity by
improving the performance of labor component of
inputs.
 What is Work Performance?

Output of worker = Skills x Attitude

 Skills can be increased by training programs

 Attitude can be improved by personality
development programs
 Most MNCs provide 500 hours of training and
development programs for each employee.
 Skill Enhancement Programs = 170 hours
 Personality Development = 330 hours
 What is Human Capital?

 The knowledge, education, training, skills

and expertise of an organization’s workers
 Human Capital is the key factor of success in
Dynamic, Competitive, technology oriented
and Global-wide markets.
 Principles of Learning

 Motivation to achieve Personal Goals

 Knowledge of Results
 Reinforcement of Positive learning
 Flow of the training program
 Practice and Repetition
 Spacing of sessions
 Whole or Part Training
 Vision & Mission

 Most HR Experts emphasize the development of

personal vision and mission by each individual
worker before any formal training should begin.
 Vision- where do you see yourself in created future.
 How can personal vision and mission could be
aligned with that of the organization’s vision and
mission?
 Case Study

 UPS, DHL and Fed-Ex all of them have

similar level of technology and material
resources but what distinguishes and makes
Fed-Ex as the leading courier service is the
high level of Human Capital and
commitment of its work-force, which allows
it to offer superior customer services and
guaranteed on-time deliveries.
 Orientation

 A procedure for providing new employees

with basic information about the firm,
department, work unit, and the job.
 Orientation by HR Department
 Orientation by immediate supervisor
 Orientation through “Buddy System”
 Orientation by a Mentor
 Topics for Orientation

 Information about Organization

 HR Information
 Department Information
 Safety & Security Information
 Facilities Information
 General Policies & Procedures
 Job Duties and Responsibilities
 Training Process

 Training Need Analysis

 Instructional Design
 Validation by Experts
 Implementation of Program
 Evaluation or Follow-up
 Training Need Analysis

 Task Analysis – A detailed study of Job to

identify the specific skills required. Usually
done by using Job Description and Job
Specification.
 Performance Analysis – Verifying that there
is a performance deficiency which could be
corrected through training.
 Training Objectives

 Instructional Objectives:
What Skills or concepts are to be learned?
Who is to be taught?
When are they to be taught?
 Departmental Objectives:
What impact training will have on outcomes?
 Individual Objectives:
What effect training will have on behavior?
How training will impact personal or professional growth?
 Training Methods

 On-the-Job Training
 Apprenticeship Training
 Classroom Training
Lectures
Audio-visual Training
Simulated Training
Computer based Training
 Training for Special Purposes

 Literacy Program
 Health Education & AIDS Awareness
 Gender Issues at workplace
 Sexual Harassment
 Discrimination at Workplace
 Training for Global Business
 Team work training
 Evaluating Training

 Reaction: How much did the trainees like the

program?
 Learning: What concepts or skills were learned
during training?
 Behavior: Did the program change job behavior of
the trainees?
 Results: How much did the program affect the
outcomes?
 Managerial Development

 Management Development is a training

program for improving managerial
performance by imparting knowledge,
changing attitudes or increasing skills, with
an aim of improving future performance of
the company.
 Management Development
Process
 Assessing the company’s strategic needs
 Appraising the managers’ performance
 Developing the managers (and future
managers)
 Methods for
Management Development
 Job Rotation
 Coaching/Understudy Program
 Action Learning
 Case Study method
 Outside seminars
 In-house Development Centers
 Behavior Modeling