TRAINING, DEVELOPMENT AND CAREER MANAGEMENT Chapter 9 TRAINING, DEVELOPMENT AND CAREER MANAGEMENT

Lecture Overview - Training and Development - Training and Education - Inputs in Training - Benefits of Employee Training - Training Process - Need of Training (Performance Gap Model) - Steps in Training Program - Training Methods - Reason of Ineffective Training - Career Development

Nature of Training and Development - In general “training and development reffer to the imparting of specific skills, abilities, and knowledge to employee” (p. 206) - In more detail “ training and development is any attempt to improve current or future employee performance by increasing an employee's ability to perform through learning usually by changing the employee's attitude or increasing his or her skills and knowledge. The need for training and development is determined by the employee's performance deficiency” Training and development need = standard performance -Actual performance

Distinction between Training and Education - Training is process of imparting skills and practical knowledge - Education is theoretical learning given in classroom - Development activity aims to give learning opportunities that result in growth of employees Training Education Application Theoretical orientation Job experience Classroom learning Specific tasks General concepts Narrow perspective Broad perspective Source: Aswathappa, Human Resource Management, Text and Cases, 2008, p. 207

Inputs in Training - Skills: Worker should have Skills to operate machinery and other tools. - Managers should have interpersonal skills - Education: Teach theoretical knowledge, concepts to develop a sense of judgment and reasoning - Education is important for top executives and managers Development: More focus on knowledge. For example knowledge about management principles, business environment, and techniques Any training and development program must have following components How to create sense of commitment and motivation

Inputs in Training - How to make them result oriented How to make themselves aware of needs of others and themselves How to create sense of leadership and power to influence and lead others - Ethics: HR manager takes responsibility of unethical practices by other functional managers or workers - HR manager need to highlight the ethical dimensions of their decisions and practices and emphasize on value of ethical behavior - Ethical orientation is important 1 Ethical is personal lives and business dealings 2 Credibility in public depends of values and ethical behavior 3 Value create credibility with employees

Inputs in Training 4 Better decision making depends on values 5 Ethics related to higher profit 6 Laws and Rules don't always protect society but ethical behavior and concern ensure welfare and protection of society Attitudinal Changes: Feelings and beliefs towards others - Affect on satisfaction, motivation and job commitment - Attitude is difficult to change but requisite for high job commitment and satisfaction

Benefits of Employee Training For Organization - Linked to higher profit - Morale of workforce is increased - Created corporate image - Increased working relationships - Aids in preparing work guidelines - Increase understanding and implementation of organizational policy - Identify future needs in all organizational areas - More effective problem solving skills and decision making - Prepare for promotion with in the organization - Develop leadership skills, motivation, commitment and loyalty - Reduce cost in different areas like production, administration, and HR

Benefits of Employee Training For Organization - Better labour-management relationship - Help to improve organizational communication - Help to initiate and implement change management program - Help to handle conflicts For Employees - Self development and self confidence - Make individual able to handle stress, and conflicts - Increase motivation, job satisfaction, loyalty - Improved skills and knowledge to perform their work - Bring positive attitudinal change - Prepare to learn and grow to take future responsibilities - Interpersonal skills - Make them prepare to take new initiatives - Help to achieve personal goals

The Training Process Need Assessment a) Organization support b) Organizational Analysis c) Task and KSA analysis d) Person Analysis Instructional Objectives Development of criteria Training Validity Transfer Validity Selection and design of instructional program Intraorganizational validity Training Interorganizational validity Use of evaluation models Source: Aswathappa, 2008, p. 216

Performance Gap Source: Aswathappa, 2008, p. 217 Performance Gap Is it worth fixing KSA deficiency Reward/Punishment in congruence Inadequate feedback Obstacles in system Choose appropriate remedy Change contingencies Provide proper feedback Remove obstacles Job Aid Training Practice Change the job Transfer or termination

Training Process Need Assessment - Diagnosis current problems and future needs Individual (performance gap, change in technology, transfer, and Group Level (change in organizations' strategy, new product line, new technology, low moral and motivation) - Training need identify the training objectives to be achieved at the end of training program - Need Assessment Methods Group or Organizational Analysis Individual Analysis Organizational goals and objectives Performance Appraisal Efficiency indices Interview Exit Interviews Questionnaire Quality Circles Attitude Survey Customer Survey Training Progress Source: Aswathappa, Human Resource Management, Text and Cases, 2008, p. 218

Training Process - Organizational Analysis - Analyze the short term and long term goals/objectives of the organization and trend that may affect these goals and objectives in future - Task and KSA Analysis - What tasks are performed at each job? - What KSAs are required to carry on these tasks?

Training Process - Person Analysis - Focus on individual competencies - What KSA they already have? - What KSA they need to have? - Who need training? - Developing Instructional Objectives - It focuses on deciding the input for training program and criteria to measure the success or effectiveness of training program For example: After training sale officer will be able to welcome/receive customer with smile He will be able to increase sales target by 20 %

Steps in Training Program Who are the trainees? Who are the trainers? What methods and techniques? Where to conduct the program? What principles of learning? What should be the Level of training? Source: Aswathappa, Human Resource Management, Text and Cases, 2008, p. 220