1. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-1 9 Unit Training and Development

2. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-2 Cont…. Introduction Training is an important HRD activity which reinforces HRM in an organisation. Apart from the need for internal staffing, training enhances job related skills and also facilitate acquiring of new skills required for averting skill obsolescence in an organisation. HRD is a macro concept and it consists of a organised services of learning activities within a given time limit for achieving desired behavioral changes in the people. From the organisational point of view, HRD is a process and it helps employees to improve their functional capabilities for present and future roles. It also develops their general capabilities, harness their inner potentialities, and there by facilitates for self and organisational development.

3. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-3 Definition and Purposes Training may be defined as systematised tailor made programme to suit the needs of a particular organisation for developing certain attitudes, actions, skills and abilities in employees irrespective of their functional levels. Training therefore serve following important purposes for an organisation.  To increase the performance level of an employee and to develop him/her in such a manner that he/she can rise to the position of higher responsibility.  To constantly develop manpower to meet the current as well as future needs of the organisation.  To ensure effective utilisation of human resources.  To integrate individual goals with the organisation goals creating a climate so that an individual employee can best achieve his goals by attending the goals of the organisation. To be more specific this is the stage of identifying employees with the organisation.

4. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-4 Need for Manpower Training The needs for manpower training in an organisation may be categorised as follows:  Updating Knowledge  Avoiding Obsolescence  Improving Performance  Developing Human Skills  Imparting Trade Specific Skills  Stabilising Work Force

5. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-5 Classification of Training Programmes Depending on the functional level and occupational categories of employees, an organisation can classify training programmes as under: Level Nos. Types of Training 1. Workers (i) (ii) (iii) (iv) Introduction Job Training Craft Training Special Purpose Training 2. Supervisors (i) (ii) (iii) Induction Foremanship/Shopfloor Supervision Manpower Management 3. Staff Members (i) (ii) (iii) (iv) Introduction Professional Technical Human Relations 4. Managers and Executives (i) (ii) (iii) Induction Executive Training Training in Executive Development

6. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-6 Cont…. Steps for Designing the Training Programme Identification of Training Needs Traditionally, training needs identification is left with HRD department. HRD department, to keep pace with organisational requirements used to identify series of training modules for different categories of employees and publish such training calendars to circulate among different departments to depute their employees for such training courses. Depending on the facilities available. Designing a Training Programme The content of a Training Programme depends on whom we are involving and how much time we allocate for the same. But we always aim for a mix of approaches even if the training session is short. We must make sure that participants in a training programme are not just being talked at - that’s a presentation not a training session. Training involves active participation. Irrespective of the training content, it is imperative to devote initial 10 – 15 minutes for introduction.

7. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-7 Cont…. Steps in designing Training Programme The following steps are involved in designing the training programme.  Selecting-Strategies  Breaking Objectives  Choosing Methods  Deciding on Packages  Designing the Programme Sequence of a Training Programme  Designing the programme matching with the learning process.  Matching the programme to the organisational expectations.  Developing the Training group.  Identifying the themes of training and development  Achieving consistency in training.

8. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-8 Some Sample Training Programmes We have already explained Training Programme designing requires practice and domain knowledge on the specific training areas. Keeping in view the specific requirements of organizations, some training programmes design on most topical areas are presented on the next page. 1. Three day Training Programme on Managerial Role in the new millennium 2. Two day Training Programme on Pro-active Trade Unionism 3. Two-day Training Programme on Personal Style and Personality Development for Non-executive employees 4. Six Sigma as a Change Management Strategy

9. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-9 Cont…. Training Policy An effective training policy serves following purposes for the organisation:  Provides guidance for allocating department resources such as trainers, money, and time  Gives a broad direction to training activities  Outlines the authority given to the training department, as well as the limits to that authority  Provides tools for evaluating the success of the department’s efforts. Need for a Training Policy Such a Training Policy, inter-alia, serves the following purposes.  It defines what the organisation intends to accomplish through training.  It indicates the type of persons to be responsible for training functions.  It identifies the formal and informal nature of training.  It spells out the duration, time and place of training.  It indicates the need for engaging outside institutions for training.  It embraces and includes training in relation to labour policies of the organisation.

10. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-10 Cont…. Structure of a Training Policy Here we will illustrate a hypothetical training policy. But as mentioned above, such policy requirements may be specific to an organization. A tentative Training Policy can be developed using the following format.  Outline Mission statement  Develop Objectives  Outline of the training department’s roles Some of the tentative objectives of training functions can be as under:  To provide product update training to all employees within the next 6 months.  To support the company’s objectives in reaching its goals.  To develop and implement a management training program for all middle level managers within the next 12 months.  To provide customer service skills training to all new help desk employees no more than two months after being hired.

11. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-11 Checklist for an effective Training Policy  Evaluation of training programs  Selection of employees  Availability of training  Location of training sessions  Programs to be established  Length of training day  Training design standards  Tuition-paid plans  Outside services and programs  Policy revision  Link from training to performance appraisals

12. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-12 General Information Here we are listing the general information of a Training Policy for an organization. Now it is recommended for readers to develop a Training Policy keeping in mind specific requirements of the organization. HR & ES Department provides training for a variety of computer applications, skill upgradation, management subjects, supervisory development, etc. for all staff members, supervisors, executives and managerial level employees. Minimum 6 man-days training is compulsory for all. All such training programmes are designed and delivered primarily using in-house faculty strength. But wherever necessary, the company may invite outside experts. In all training programmes, books and other instruction materials will be provided to the participants. In each training programme number of participants is limited to only 10 and Departmental Heads need to ensure registration of participants in advance. No training programme would be conducted if number of participants fall short of 10.

13. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-13 Training Methods The following methods are mostly used for training of employees.  On-the-Job Training  Job Instruction Training  Vestibule Training  Training Centre Training  Simulation  Apprenticeship  Off-the-job Methods

14. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-14 Cont…. Training Benchmarks Metrices There are several training benchmarks metrices. Such metrices help an organization to measure the efficacy of their career development activities. These apart, there are several training evaluation models. Today many organization insist on developing ROI measurement model for their training and development activities. We have discussed here only widely used models. However, organizations may develop their own measurement tool to understand the cost benefit of their training and development function. We have started here initially with benchmark metrices. 1. () sfersTotal TranPromotionsTotal PromotionsTotal Ratio Path Career Total + =

15. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-15 Cont…. Training Evaluation Models Evaluation is an integral part of Training.. Evaluation tools help to determine the effectiveness of training interventions. Despite its importance, many organizations do not give adequate focus on training evaluation. Evaluation goals involve multiple purposes including evaluation of learning, evaluation of instructional materials, transfer of training, return on investment, and so on.. Six general approaches to training evaluation are as follows:  Goal-based evaluation  Goal-free evaluation  Responsive evaluation  Systems evaluation  Professional review  Quasi-legal

16. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-16 The model can be explained using following framework:

17. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-17 Cont…. Training Strategy Training strategy flows directly from a corporate strategy. Some of the training strategies for a hypothetical organisation can be enumerated as under: 1. Designing programmes of training and development that ensure people are available and have the necessary skills, knowledge and attitude to fill all jobs successfully. 2. Designing and providing training programmes to increase the competence of the workforce. 3. Recruiting and training a cadre of people sufficient in number to meet the organisation’s short and long term resourcing needs. 4. Extend open-learning and self-development facilities to encourage and enable employees to enhance their training and education programmes.

18. Excel Books Human Resource Management (2nd Edition) Dipak Kumar Bhattacharyya Copyright © 2006, Dipak Kumar Bhattacharyya Training and Development Unit:9 Block: Three Development 9-18 Experiential Training Experiential training recognises that people learn best from their own experiences and their own reviews. It subscribes to the notion that what people do is more important than what they know. The experiential training process In experiential training we make use of learning wheel, which is a cyclic process of setting goals, followed by thinking, planning, experimenting and decision-making. This is followed by action, observing, reflecting and reviewing. Experiential training utilises participants own experience and their own reflection about that experience, rather than lecture and theory as the means of generating understanding and transferring skills and knowledge.