MBA 

Second Semester 

Assignment of human 
resource development. 
 

Notes 
 

Introduction: Importance of training and development in an organization. 

In an ever changing and fast paced corporate world, training and development is an 
indispensable function.  

Training and development is one of the lowest things on the priority list of most companies. 
When it's organized, it is often at the persistence of the human resources department. There is, 
however, enormous value in organizing proper training and development sessions for 
employees. Training allows employees to acquire new skills, sharpen existing ones, perform 
better, increase productivity and be better leaders. Since a company is the sum total of what 
employees achieve individually, organizations should do everything in their power to ensure 
that employees perform at their peak.  

Here are a few reasons that demonstrate the importance of training and development. 

● NEW HIRE ORIENTATION 

Training is particularly important for new employees. This can be conducted by someone within 
the company and should serve as a platform to get new employees up to speed with the 
processes of the company and address any skill gaps. 

● TACKLE SHORTCOMINGS 

Every individual has some shortcomings and training and development helps employees iron 
them out. For example, at RateGain we have divided the entire headcount in several groups to 
provide focused training which is relevant to those groups - sales training, first time managers, 
middle management, senior leadership, executive leadership.  

● IMPROVEMENTS IN PERFORMANCE 

If shortcomings and weaknesses are addressed, it is obvious that an employee's performance 

improves. Training and development, however, also goes on to amplify your strengths and 
acquire new skill sets. It is important for a company to break down the training and 
development needs to target relevant individuals. If I can draw examples from my organization, 
every department has targeted training groups. These generally revolve around product 
development training, QA training, PMP among others where internal and external process 
experts facilitate various programs. 

● EMPLOYEE SATISFACTION 

A company that invests in training and development generally tends to have satisfied 
employees. However, the exercise has to be relevant to the employees and one from which they 
can learn and take back something. It will be futile if training and development become tedious 
and dull, and employees attend it merely because they have to. As a company, we stress on 
industry specific training and send many employees for international seminars and conferences 
that can be beneficial to them. 

Employee training is one of the most critical parts of the employee experience. When a new 
employee starts, they’re a sponge, ready to absorb information about your company, your 
policies and procedures, and their role and responsibilities. Existing employees also need 
ongoing training to learn new skills, improve existing ones and continue to grow over time. 

A training program allows you to strengthen those skills that each employee needs to improve. 
A development program brings all employees to a higher level so they all have similar skills and 
knowledge. This helps reduce any weak links within the company who rely heavily on others to 
complete basic work tasks. 

There are six popular employee training method are as follows: 

Contents : 

1. Instructor-led classroom training 

2. Interactive methods 

3. Hands-on training 
4. Computer-based and e-learning training 

5. Video training 

6. Coaching and mentoring 

1. Instructor-led classroom training 

Classroom-style training is the most traditional and widely used training method, accounting 
for 42% of a company’s training hours on average and used exclusively or mostly (90% to 100% 
of the time) by 13% of organisations. This method mimics other educational environments like 
a college course. A subject matter expert or training manager prepares a classroom experience 
– usually a lecture-style presentation with a PowerPoint as a visual accompaniment – and 
presents in front of a group of trainees. 

2. Interactive methods 

Interactive training can be highly effective because it combats the one-directional transfer of 
knowledge that comes with lecture-style training; by empowering conversation and group 
interaction, you not only keep the energy high, but allow participants to all learn from each 
other. 

3. Hands-on training 

Hands-on training skips the conceptual and dives right into the practical, allowing trainees to 
quickly get their hands on whatever they’re learning. This approach is widely preferred by 
employees; 52% of adults say the best way to learn is through active participation. On top of 
being well-received by trainees, hands-on learning also has several other advantages. It’s often 
a quicker process because you dive in on day one. It can also boost knowledge recollection; long 
days in a training lecture may leave some trainees fried, but hands-on training requires focus, 
which can improve information retention. 

4. Computer-based and e-learning training 

This training style is widely adopted by modern employers; one study found that 77% of 
American companies offer some kind of online training as a professional development tool. 
Many companies choose CBT or e-learning courses because they easily scale; one person or 500 
people can take CBT courses at one time, starting and stopping at their own pace. This helps 
empower a range of learners as people who want to take their time and dive deeper have the 
freedom to do so, while quick learners who are more easily bored can move through coursework 
more rapidly. 

5. Video training 
There are lots of different approaches you can take when it comes to video training. The most 
common styles include: 

Animation: This style of training video is best for explaining complex topics that don’t have an 
easily-recorded visual. 

Live action: These demonstration-style videos are great for showing role-play scenarios, like 
interactions between employees and customers. 

To-camera: Through this method, a narrator explains the information being covered in an 
interview-style format, speaking directly to the viewer. 

Screen recorded: This method records the actions taken on a computer, making it great for 
walking employees through how to use new digital tools. 

6. Coaching and mentoring 

A great example of a company with a successful mentorship program is Boeing. They offer new 
hires and interns the opportunity to learn from established executives who help them set career 
goals and develop their leadership skills. As you think about your company’s training needs, 
consider whether you have senior leaders or staff who could help nurture newer employees; 
those leaders might be your most underutilised training resource. 

EXAMPLE OF ON THE JOB TRAINING BY AN INDUSTRY OR MNC 

OR AUTHENTIC ORGANISATION. 

On the job training involves a worker learning how to perform a task by actually doing it, while 
receiving guidance from an experienced coworker, supervisor or manager. Jobs that don't 
require a large amount of preexisting knowledge may not require any instruction aside from on 
the job training.  

Newly hired workers often require job training to prepare them to perform the work that their 
employers expect. In small businesses with few employees, each worker may be expected to 
fulfill several different roles. Employers can train workers using a variety of methods, each of 
which has various advantages and drawbacks.