6/6/2012. HR Training and Development. Content. Training: concept. Training: concept. Training: concept. Training and Development: Concept

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1 HR Training and Development UNIT 5 Content Concept and need of HR training and development Training need aement HR training: objective and method (on-the-job and off-the-job). Evaluation of training program Mgmt Development: concept, objective, and method (on-the-job and off-the-job) Career planning and development Training and Development: Concept Training: concept Learning Productivity, QWL, readine for change Acquiring knowledge, ucceful career Learning refer to a relatively permanent change in behavior that occur a a reult of experience or practice. Training i a learning experience in that it eek a relatively permanent change in an individual that will improve hi or her ability to perform on the job DeCenzo and Robbin,1993 All training and development programme Learning i the vital route to effective work and organizational performance Training: concept Training: concept Employee training and development i any attempt to improve current or future employee performance by increaing, through learning, an employee ability to perform, uually by increaing hi or her kill and knowledge Schuler, 1984 Training conit of planned program deigned to improve performance at the individual, group, and/or organizational level. Improved performance, in turn, implie that there have been meaurable change in knowledge, kill, attitude, and/or ocial behaviour Caio,

2 Objective of Training To remove performance deficiencie To help learn knowledge, kill and attitude. To increae commitment at work To adapt with new technology To improve work efficiency To increae productivity Determining Training Need Deired Performance Actual Performance Training Need Deterioration in performance Change in the prevailing technology and work procedure For employee promotion and management ucceion in a higher level poition For increaing productivity and effectivene of certain unit of operation ORG. Objective Reource Allocation of reource Y e Solution DEMO. Subgroup Age, gender, mgmt level Solution Training Need-Aement Model Training Cycle Y e OPERATIONS Specific behavior: What an employee mut do in order to perform job effectively Solution Solution Y e INDIVIDUAL Knowledge Skill Attitude a) Current level of performance b) Optimal level of performance Ye On-the-Job training: Training a peron to learn a job while working on it. A method by which are given hand-on experience with intruction from their upervior or other trainer. OJT comprie: Apprentice Training (an extenion of OJT) A ytem of training in which a worker entering the killed trade i given thorough intruction and experience, both on and off the job, in the practical and theoretical apect of the work. A tructure proce by which people become killed worker through a combination of claroom intruction and on-the-job training. Job Intruction Training Liting each job baic tak, along with key point, in order to provide tep-by-tep training for. 2

3 Off-the-job Training Lecture: Quick and imple way to provide theoretical apect of information related to job to large group of trainee Exchanging idea and view between the trainer and trainee. Programmed intruction: Self intruction method Information i tructured in tep-by-tep equence from the bai element of a kill or concept to the more difficult material. Trainee learn tep-by-tep by following the intruction given. Audioviual-Baed Training Film, ppt, videoconferencing, audiotape, and videotape Expoing trainee to event not eaily demontrable in live lecture, viual tour of a factory or open-heart urgery. Stop-action, intant replay, and fat- or low-motion capabilitie of audioviual can be ued Computer Baed Training Ditance and internet-baed Training Vetibule Training Management Development Managerial On-the-Job Training Any attempt to improve current or future management performance by imparting knowledge, changing attitude, or increaing kill with aim to enhance the future performance of the company itelf. It conit aeing the company trategic need; appraiing the manager current performance; and then developing the manager. Job rotation: A management training technique that involve moving a trainee from department to department to broaden hi or her experience and identify trong and weak point. Trainee, often a recent college graduate, learn the department buine by actually doing it 3

4 Behavior 6/6/2012 Managerial On-the-Job Training Managerial Off-the-Job Training and Development Method Coaching/Undertudy Approach Trainee work directly with a enior manager or with the peron he or he i to replace. Undertudy relieve the executive of certain reponibilitie, giving the trainee a chance to learn the job Multiple-management programme: Inviting lower and middle level manager, having a potential for future career and promotion, to participate at the time of formulating corporate plan and policie The Cae Study Method A development method in which the manager i preented with a written decription of an organizational problem to diagnoe and olve. The olution i preented for dicuion with other trainee. Managerial Off-the-Job Training and Development Method Management Game A development technique in which team of manager compete by making computerized deciion regarding realitic but imulated ituation. Trainee learn bet by being involved, and the game can be ueful for gaining uch involvement. Problem olving kill, focu attention on planning rather than jut putting out fire. Managerial Off-the-Job Training and Development Method Role playing A training technique in which trainee act our part in a realitic management ituation. Univerity-Related Program Executive development program Evaluating Training Effectivene: Criteria Criteria for Evaluating Training Reaction of the participant toward training and it uefulne for the job to be performed. Change in participant knowledge and kill Change in participant attitude toward job. Change in job performance Organizational performance by reducing turnover and improving productivity Reaction Reult Learning 4

5 REACTIONS LEARNING What were your learning goal for thi program Did you achieve them Did you like thi program Would you recommend it to other who have imilar learning goal What uggetion do you have for improving the program Should the organization continue to offer it Whether trainee actually learn anything Teting knowledge and kill before and after the training program BEHAVIOR RESULTS In fact, on meaure of employee reaction and learning, the program might core quite high. But for everal reaon, trainee may not demontrate behavior change back on the job. Tranfer of Training Effective application of principle learned to what i required on the job How much did quality improve becaue of the training program How much ha it contributed to profit What reduction in turnover and wated material did the company get after training How much ha productivity increaed and by how much have cot been reduced ROI = Reult / Training Cot Evaluating Training Effectivene: Method Tet-retet Method (pre- and pot training period tet) Pre-Pot performance Method (attitude kill, knowledge in the real job ituation) Experimental-control group method Evaluating Training Program: Proce Develop evaluation criteria Pre-tet trainee Monitor Training to enure according to plan Evaluate Training by taking repone of participant for improvement of next training package Evaluate Tranfer of SKA Feedback 5

6 Career What doe thi mean for HR What i career Career were traditionally viewed a an upward, linear progreion in one or two firm or a table employment within a profeion. Today, omeone career i more likely to be driven by the peron, not the organization (and) reinvented by the peron form time to time, a the peron and the environment change. Pychological contract between employer and worker ha changed Yeterday, traded loyalty for job ecurity. Today, employee exchange performance for the ort of training and learning and development that will allow them to remain marketable. To erving the company need, HR activitie mut now be deigned to erve long run interet. Career Management Career Development A proce for enabling to better undertand and develop their career kill and interet, and to ue thee kill and interet more effectively. The lifelong erie of activitie that contribute to a peron career exploration, etablihment, ucce, and fulfillment. Career planning The deliberate proce through which omeone become aware of peronal kill, interet, knowledge, motivation, and other characteritic; and etablihe action plan to attain pecific goal. 6

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