HUMAN RESOURCE DEVLOPMENT

Identification of training needs TRAINING: Training is the organized procedure by which people learn knowledge or skill for definite
It refers to the process of determining the specific areas where employees require additional purpose. In other words it is systematic process to enhance the specific skills and knowledge of
knowledge, skills, or abilities in order to improve their performance and contribute effectively to the employee which are necessary for performing a job effectively
organization's goals. It involves evaluating gaps in the current capabilities of employees, whether at
the individual, job, or organizational level, and identifying where training can help address these Purpose of training
gaps.
Steps in Identifying Training Needs:
Enhancing Employee Performance One of the primary purposes of training in HRM is to improve
1. Assessing Organizational Goals: Determine if the organization’s objectives are being met
employee performance. Training addresses performance gaps by equipping employees with the
and if training is needed to support these goals (e.g., improving customer satisfaction,
necessary skills and knowledge to excel in their current roles. For instance, HR might organize
adopting new technology, or boosting productivity).
technical training for IT teams to enhance their proficiency in handling complex systems. Improved
2. Analyzing Job Requirements: Look at specific tasks or roles within the organization to
performance leads to higher productivity and contributes directly to achieving organizational
identify which skills and competencies are required. This ensures employees have the
objectives.
necessary tools to perform their jobs effectively.
Supporting Organizational Change Organizations often undergo changes such as restructuring,
3. Evaluating Employee Performance: By reviewing employee performance, feedback, and
adopting new technologies, or merging with other companies. Training helps employees adapt to
appraisals, HR can pinpoint individual gaps in skills or knowledge and design training to
these changes, reducing resistance and ensuring a smooth transition. HR plays a key role by
address them.
organizing training sessions tailored to the new requirements, such as ERP software training during a
4. Identifying Future Challenges: Anticipating future changes in the organization, industry
system overhaul.
trends, or new technologies that may require employees to acquire new skills.
Enhancing Job Satisfaction and Retention
Purpose of Identifying Training Needs:
Training initiatives are also aimed at improving job satisfaction and employee retention. Employees
 Improving employee performance: Ensures employees are equipped with the right skills to
feel valued and supported when given opportunities to learn and grow. HR uses training as a tool to
perform their tasks effectively.
boost morale, leading to reduced turnover rates. Offering skill-building workshops or certifications
 Filling gaps in knowledge or skills: Addresses deficiencies that may be hindering individual
demonstrates the organization’s commitment to employee development.
or organizational growth.
Promoting Innovation and Creativity HRM recognizes the importance of innovation in maintaining
 Enhancing employee satisfaction and engagement: Providing training opportunities for
a competitive edge. Training programs focused on creativity and problem-solving encourage
growth and development often boosts morale and retention.
employees to think out of the box. Workshops on design thinking or brainstorming sessions foster a
LEVELS
culture of innovation, leading to better products, processes, and services.
1. Organizational Level
Improving Productivity
At the organizational level, training needs are identified by analyzing the organization's overall
A well-trained workforce is more efficient and productive. HR invests in training programs that focus
goals, challenges, and strategies. The aim is to ensure that the training aligns with the company's
on time management, process optimization, and task efficiency. These programs not only enhance
objectives and addresses any organizational deficiencies.
individual productivity but also contribute to the organization’s overall performance.
Key Focus Areas:
Skill Development
 Alignment with Organizational Goals: Training should support the achievement of
Training is crucial for equipping employees with the skills necessary for their job roles. It helps
organizational objectives such as increasing productivity, improving customer satisfaction, or
employees improve their technical, functional, and interpersonal abilities. HR ensures that training
supporting strategic shifts like entering new markets or adopting new technologies.
programs are tailored to meet specific job requirements. For instance, a software company may
 Addressing Organizational Challenges: Identifying organizational challenges (e.g., low
train developers in the latest coding practices to stay competitive in the market.
employee morale, high turnover rates, or poor performance) and designing training
programs to address them.
2. Task Level METHODS OF TRAINING
At the task level, training needs are identified by analyzing specific job tasks and the skills, 1. On-the-Job Training (OJT) This involves learning while working. Employees gain practical
knowledge, and competencies required to perform those tasks effectively. This level ensures that experience under the supervision of a mentor or trainer.
employees are equipped with the necessary tools to excel in their specific job roles. Techniques:
Key Focus Areas:  Job Rotation: Employees are rotated across different roles or departments to gain a broader
 Job Task Analysis: Breaking down each job role to identify the skills and knowledge required understanding of the organization and develop diverse skills.
for effective performance.  Coaching: A supervisor or experienced employee provides guidance to help an individual
 Competency Mapping: Identifying the gaps between the required competencies for a role improve specific skills.
and the current skills of the employees.  Mentoring: A senior employee provides long-term career and personal development
3. Individual Level support to a mentee.
At the individual level, the focus is on identifying the training needs of specific employees based on  Shadowing: Employees observe an experienced colleague performing their tasks to learn the
their performance. This level is typically based on performance appraisals, feedback, or assessments, intricacies of the job.
and aims to address personal development gaps.  Apprenticeship: Combines classroom instruction with hands-on training, typically used in
Key Focus Areas: technical and trade industries.
 Performance Evaluation: Identifying gaps in knowledge, skills, or performance for individual 2. Off-the-Job Training This type of training is conducted away from the workplace, focusing on
employees through reviews, feedback, or self-assessments. theoretical knowledge, skill enhancement, or soft skills development.
 Personal Development Plans: Tailoring training programs to meet the unique needs of Techniques:
employees based on their job performance and career goals.  Lectures and Seminars: Ideal for conveying information to large groups; often used for
introducing new policies, technologies, or concepts.

 Workshops: Interactive sessions where participants solve real-world problems Action-Oriented: Involves taking proactive steps towards career development, such as acquiring
collaboratively. new skills or seeking new job opportunities.
 Case Studies: Employees analyze real or simulated scenarios to develop problem-solving and
decision-making skills. PROCESS OF CAREER PLANNING
 Role-Playing: Participants act out scenarios to practice interpersonal or situational handling  Identification of Individual Needs and Aspirations: Employees work to satisfy their personal
skills, such as customer service or negotiation. needs and aspirations, including self-actualization, which involves achieving wealth, status, and
 Simulations: Replicating work environments or scenarios, like flight simulators for pilots or respect in society. Career planning should address these needs, such as offering challenging jobs,
virtual reality tools for complex machinery training. career growth, and higher designations.
 E-Learning: Training delivered via online platforms, offering flexibility and accessibility.  Identification of Organizational Needs and Opportunities: While employees focus on
Examples include webinars, online courses, and learning management systems (LMS). personalizing their careers, organizations emphasize socializing, ensuring their needs are met. Career
 GROUP DISCUSSION: This technique involves gathering employees to discuss specific planning should consider both the employee’s desires and the organization’s needs. Organizations
topics, share ideas, and solve problems together. It encourages active participation and should assess opportunities available and align them with the skills and capabilities of employees
allows everyone to contribute.The main goal is to foster creativity, enhance teamwork, and during recruitment to avoid dissatisfaction.
stimulate critical thinking among employees. It helps them develop the ability to analyze  Assessment of Individual Strengths and Weaknesses: Identifying an individual’s strengths and
issues. weaknesses is crucial for career planning. Strengths help achieve career goals, while weaknesses
may hinder progress. Employees’ desires should be balanced with their actual strengths to ensure
Employee Development effective career development. Since strengths evolve with experience, both current and potential
Definition: Employee development refers to the activities and programs designed to enhance the strengths should be assessed.
skills, knowledge, and abilities of employees to prepare them for future roles and responsibilities.  Placement on Career Path: After assessing strengths and weaknesses, employees should be
Purpose: The primary goal of employee development is to help employees improve their current placed on a career path within the organization. This involves determining the field and progression
performance and to equip them with the skills needed for future positions, enhancing their overall within the company hierarchy (e.g., marketing, finance, HR). The career path should align with
career growth. individual capabilities and organizational opportunities.
Methods of Employee Development:  Review of Career Plans: Career plans should be regularly reviewed to ensure they align with
 Training Programs: Structured learning activities aimed at improving specific skills or evolving employee needs and organizational changes. Continuous assessments help ensure that
knowledge. career plans are on track, supporting both employee growth and organizational goals. This allows
 Mentorship: More experienced employees guide less experienced ones in developing both employees to adjust to changes in the organization and anticipate future talent requirements.
technical and leadership skills.
 Job Rotation: Employees are moved through different roles to broaden their skill set and DIFFERENCE BETWEEN WAGES AND SALARY
exposure to various functions.  Payment Basis:Wages are paid on an hourly, daily, or weekly basis, depending on the number of
 Coaching: Personalized support, often provided by a manager or external expert, to develop hours worked. Salary, on the other hand, is paid on a monthly or annual basis, providing a fixed
specific capabilities. amount regardless of hours worked.
 Workshops and Seminars: These provide employees with new insights into industry trends,  Nature of Work: Wages are generally associated with manual, hourly-based jobs such as factory
best practices, and soft skills. workers or retail employees. Salary is typically offered to employees in professional, managerial, or
administrative roles, such as office workers or managers.
CARRER PLANNING  Overtime: Employees receiving wages are usually paid extra for overtime hours worked. In
Meaning: career planning is the process that help individuals to choose their career goals and the contrast, salaried employees generally do not receive additional pay for working beyond their
way through which he can achieve those goals is called career planning. regular hours.
Objectives of Career Planning:  Job Security: Wages can be less predictable as they depend on the number of hours worked, which
1. Self-Awareness:To help individuals understand their strengths, weaknesses, interests, and may vary. Salary offers more stability because it is a fixed, regular payment that does not fluctuate
skills. with hours worked.
2. Goal Setting: To set realistic career goals and targets that align with one's aspirations.  Deductions: Wage payments often involve varying deductions based on the hours worked (such as
3. Skill Development: To identify the skills needed to achieve career goals and enhance taxes or social security). Salary payments, however, have fixed deductions, as the compensation
employability. amount is consistent.
4. Career Pathway: To explore and select the right career options based on interests and  Pay Structure: With wages, pay varies based on the hours worked, whereas with salary, pay
market opportunities. remains consistent regardless of the number of hours worked.
5. Work-Life Balance: To achieve a balance between professional growth and personal life.
6. Professional Growth: To continuously learn and develop new competencies for career Wages and Salary Administration refers to the processes and practices that organizations
advancement. use to determine, manage, and distribute wages and salaries to their employees. The goal is to
Characteristics of Career Planning: ensure fair and competitive compensation while motivating employees, attracting talent, and
Personalized: It is tailored to an individual’s unique skills, interests, and goals. ensuring compliance with legal standards.
Goal-Oriented: Focuses on setting and achieving specific career milestones. OBJECTIVES
Continuous Process: It evolves as individuals progress in their career and as their interests and goals  Attract and Keep Good Employees: By offering competitive pay, companies can hire skilled
change. workers and keep them around.
Adaptability: Career plans should adapt to changes in personal circumstances, the job market, and  Ensure Fairness: Pay should be fair for everyone based on their role, skills, and responsibilities, so
industry trends. no one feels underpaid or overlooked.