UNIT -3
HUMAN RESOURCE TRAINING AND
DEVELOPMENT
By : Professor Ankita Sharma
ORIENTATION
Induction or orientation refers to the introduction
of a person to the job and the organization. It’s a
type of a training given to new employees. It is
absolutely vital for new starters.
According to Billimoria, “ Induction is a
technique by which a new employee is
rehabilitated into the changed surroundings and
introduced to the practices, policies and purposes
of the organization.”
OBJECTIVES
Formally welcoming employees
Overcoming initial uneasiness and
hesitation
Exchange information
Assessing Employees
Acclimatizing Employees
Controlling the HR cost
Developing the team spirit
Socializing Employees
CONTENTS OF ORIENTATION
PROGRAM
Organization Issues
Introduction to Existing Members of
the Organization
Job Duties
Employees Benefits
TRAINING & DEVELOPMENT
Training is a Short Term Process of learning a
Sequence of programmed behavior. It is
Application of knowledge and gives people an
awareness of rules and procedure to guide there
behavior .
It helps in bringing about positive change in the
knowledge ,skills and attitudes of employees
towards the requirements of the job and
organization.
Thus ,it bridges the difference between job
requirements and employees present
specification.
PROCESS OF T&D
Assessment of objectives and
strategies
Training Need Assessment
Establishment of Training Goals
Designing Training and
Development Program
Implementation of training
Program
Evaluation of Result
TRAINING METHODS
On- The- Job Methods :
Job Instruction Training (JIT)
Coaching
Understudy
Job Rotation
Apprenticeship
TRAINING METHODS
Off- The- Job Methods:
Lectures
Discussion Method
Simulation
Case Study
Role- Playing
Sensitivity Training
Transactional Analysis
TRAINING NEED ASSESSMENT
A“Training need assessment” or
“Training Need Analysis” , is the
Systematic method of determining if
a training need exists and if it is
does, what training is required to fill
the gap between the standard and
the actual performance of the
employee.
LEVELS OF TNA
Organization Analysis
Task Analysis
Individual Analysis
PROCESS OF TNA
1.Hold
6. Analysis the 7.Develop
Discussions with
Data & identify Training
senior
Training Needs Objectives
Management
2.Establish TNA
5.Collect the 8. Develop
objectives &
information Training Plan
Schedule
3. Identify 4.Establish Data
9. Prepare TNA
Sources of Collection
Report
Information Methods
TRAINING EVALUATION
“Evaluation of training is defined as any attempt
to obtain information (Feedback) on the effects of
training program and to assess the value of
training in the light of that information.
Training evaluation is a Systematic Process of
collecting information for and about a training
activity which can than be used for guiding
decision – making and for assessing the relevance
and effectiveness of various training components.
PROCESS OF TRAINING
EVALUATION
Focus
Plan
Implement
Evaluate Evaluation
APPROACHES OF EVALUATION
INSTRUMENTS
Krikpatrick CIRO IBM
Approach Approach Approach
Sorologa
CIPP Bell System
Institute
Approach Approach
Approach
Xerox Cost Benefit ROI of
Approach Approach Training
Krikpatrick Approach
Assessing Training effectiveness often
entails using the four level approach or
model developed by Donald Krikpatrick.
Level 1- Reaction
Level 2- Learning
Level 3- Behavior
Level 4- Result
Bells System Approach
Reaction Outcomes
Capability Outcomes
Application Outcomes
Worth Outcomes
CIRO Approach
Context Evaluation
Input Evaluation
Reaction Evaluation
Outcomes Evaluation
Sorologa Institute Approach
Training Satisfaction
Learning Change
Behavior Change
Organizational change
IBM Approach
Reaction
Testing
Application
Business Result
Xerox Approach
Entry Capability
End of course performance
Mastery job performance
Organizational Performance
CIPP Approach
Context
Input
Process
Product
Cost Benefit Approach
Determine Training Costs
Identify Potential Saving Results
Compute Potential Savings
Conduct Cost and Saving Benefits
Comparisons
ROI of Training
Return on investment : Measuring
ROI is quite delicate because of the
other business variables involved.
TYPES OF EVALUATION
INSTRUMENTS
Questionnaires
Aptitude Surveys
Tests
Interviews
Observations
Performance Records
