FUNCTIONS OF HRD 1. TRAINING AND DEVELOPMENT
1.
INTRODUCTION
Training the employees of an organization is the prime
tool necessary to reduce the gap between expected performance level and the
actual level of performance. Where, more the gap a comprehensive training is
necessary and narrower the gap only a refresher training is required. Further,
employee’s level of performance is highly sensitive to the rapid developing
technology, and therefore, training has become an essential tool in order to
bridge this performance gap. The gap is measured in three separate areas. That
is Attitude, Knowledge, and Skills. These three are collectively called the
ability of a person.
The training influences the employee performance and
as well as increases employee productivity. Because of the ever-increasing
competition and high customer expectation for quality and cost, it is becoming
paramount important. Training goes hand in glove with the development. Development
means the preparing the employees to be armed with future to encounter the
challenges that they would face by them with advance technology and some other practices
in the trade or business that may be adopted in the future in order to meet the
competitive advantage. The training and development not only improve the performance
which in turn increase the productivity but also the motivation of employees
also be increased. To become a market leader, an organization must focus on the
type of programs required to improve performance and productivity, not just how
much money they spend. Employee training and development strikes a balance
between research and real company practices.
STEPS OF TRAINING PROGRAM
The training management cycle can be divided into below
major steps.
Training can be either long term or short term. The training that is of shorter duration than a quarter or a semester of a regular academic year is generally regarded as short-term training. It is intended to precede or supplement basic or advanced professional education on an academic or calendar year basis. Short-term training courses has duration in a range of 2 or 3 days to 6 weeks, as per the need for which the training is designed or specific purpose. The short-term training encompasses workshops, seminars, institutional and other training programs.
TRAINING NEED ASSESMENT
Training should start through a comprehensive need assessment. This could be done in three levels.
o Organizational
o Functional
o Individual
Training is conducted due to below reasons:
- 1. Required by legally or by order or regulation
- 2. To improve job skills or move into a different position
- 3. For and organization to remain competitive and profitable
If employee performance is not up to the expected
standard, it is often assumed that training is lacking and required to be
trained properly. This may not always be the case. Training should be provided
before problems or accidents occur and should be maintained as part of quality control.
The employees themselves can provide valuable
information on the training they need. Specially supervisors know what is
lacking with their subordinates. They want to make them better at their jobs.
Also, regulatory conditions may require certain training
and certifications in the particular industry or job role of the employee.
It is equally important to determine what kind of
training is not needed. Training should focus on which improved performance is
needed. This avoids waste of time and resources of the organization.
SETTING GOALS AND OBJECTIVES
Next step is to define the goals and objectives of the training
that why we are conducting training, what outcomes will it bring to the
organization and in which way it will lead to the effectiveness of
organization. Setting objectives define the standards to measure the
performance of trainers and trainees after conducting the training. “Objectives
should be Specific, Measurable, Agreed, Realistic and time bound (SMART). Then
only the evaluation become meaningful.” (Ajantha D. 2015)
DESIGN TRAINING PROGRAM
Designing include the content of the program, what topics will be
covered and what the way or tool will be used to deliver the training, training
materials and duration of training. Many trainers give less priority and spend
less time on designing but give more attention on delivery. It may be
interesting but not impactful. Like training will be formal, informal, on the
job or off the job training etc. and training will be given through lectures,
case studies, role playing or simulation method.
SETTING GOALS AND OBJECTIVES
Next step is to define the goals and objectives of the training
that why we are conducting training, what outcomes will it bring to the
organization and in which way it will lead to the effectiveness of
organization. Setting objectives define the standards to measure the
performance of trainers and trainees after conducting the training. “Objectives
should be Specific, Measurable, Agreed, Realistic and time bound (SMART). Then
only the evaluation become meaningful.” (Ajantha D. 2015)
DESIGN TRAINING PROGRAM
Designing include the content of the program, what topics will be
covered and what the way or tool will be used to deliver the training, training
materials and duration of training. Many trainers give less priority and spend
less time on designing but give more attention on delivery. It may be
interesting but not impactful. Like training will be formal, informal, on the
job or off the job training etc. and training will be given through lectures,
case studies, role playing or simulation method.
Principals of Learning
“Education is a process of teaching and learning. Learning
principals are guidelines to be followed to develop a more successful training programme.
The more these principals are included the more effective training is likely to
be.” (Werther and Davis 1989, cited by Opatha H, 2016). Those are listed below.
Participation: Encourage active participation of the learner enabling him/her to learn quickly and retain the knowledge to apply when requires. Discussion and experimental activities rather than informational learning could be use to gain more participation of the learner.
Repetition: Should
provide an opportunity to practice and exercise what they have learnt. Through
overlearning, the retention power of the learner will increase.
Relevance: learning is
more effective when the material is meaningful and related to the job role performing
by the learner.
Transference: Training
conducted in a special environment and it should be possible to applied by the
learner in actual working place.
Feedback: Learner
should be able to know the progress occurred after following the training.
Examination grades are a mode of feedback. Learner will identify the strength
and weaknesses where he/she should exert energy to improve.
Practice: “Practice
the theoretical knowledge in action. So the learner will be able to digest
learning, accept theory and believe in it” (Opatha H,2016)
Motivation: This implies
the willingness of the learner to learn. There should be some kind of
stimulation to exert the effort to learn by the employee. If the employee aware
of the value adding on completion of the training, motivation will arise within
the employee.
Reinforcement: Employee
must be recognized in terms of reward or position for new skills, knowledge and
behavior absorbed by him/her. This could be done by satisfying needs, such as
increase salary or opportunity for promotion.
Intensity: This
implies that learner will learn more from real thing as he gains more understanding
by touch and feel. The higher the intensity, learning will be more effective
and penetrates to the learner.
Follow-up: Once the
training program is completed there should be a method to follow up on
application what they learnt when they get back to work.
Methods of Training
The most suitable training method should be identified to use
according to training objectives. Several methods can be combined and used if
allows by the training budget. Also, no of trainees and availability of
competent trainers and time duration are factors to be considered when
selecting the appropriate training method.
IMPLEMENT THE PROGRAM
Put the plan into the action, start training actually, it means to
work upon the documentation we have made for training. The responsible person (HR manager/Training
Manager) required to ensure that the training program complies with the planned
one while implementing. It is better to understand the standard of the trainee
at the beginning of the session as it enables to evaluate the effectiveness at
the end of the training.
EVALUATION
After proper implementation of the training program, the next step
is to evaluate the performance of both trainers and trainees right after the
program and also observe the performance of trainees at their workplace after
few months of training, that are they utilizing the techniques they learned
during training. Mainly it measures the effectiveness of the training. It will
make us aware whether our training program has proved effective or not. By this
we will come to know about the weaknesses and strengths of our training program
and opportunities for improvement.
Objectives of Training Evaluation
The training evaluation has the following objectives.
To give
feedback:
By providing
feedback candidates enables the defined objectives to link with the learning
outcome.
To research:
This enables to ascertain the
relationship between the knowledge
acquired and transferring knowledge at the workplace, and training.
To control:
In order to ensure effectiveness,
the training program has to be controlled.
To intervention:
Whether the
outcome resulted by the training is matched with the expected outcome.
Training evaluation has certain steps to be followed. Accordingly, the most appropriate evaluation tool to be decided.
TRAINING EVALUATION METHODS
There are many
methods to evaluate training program depending on the orientation on the
training.
Depicted above are famous models of training evaluation and out of
which the Kirkpatrick model, which is the oldest one, is the model that is
commonly used. That is because, it is the only tool which has a goal-based
approach whereas other three follows a system based approach.
BENEFITS OF LEARNING AND DEVELOPMENT
As discussed by Opatha H.2016, Learning and
development provides benefits to both Organization and employee.
Point of organization:
Reducing the need for Constant Supervision
· Increase Quality and Productivity
· Reduce wastage and cost of maintenance
· Attracting and Retaining Talent
· Boosting employee morale
· Providing path for improvement
· Employees feel recognized
· Embracing individual values
· Enhancing organizations’ reputation
Point of employee:
· Acquire new knowledge and skills which
will become employee’s personal asset
· Build confidence to accept
responsibilities and be innovative
· Increase competencies enabling higher
performance to get promoted and obtain more rewards.
· Increase motivation and job satisfaction.
· Confirms the safety of employee.
SUMMARY OF LITERATURE ON LEARNING AND DEVELOPMENT
“Human Resource Development Strategy and Tactics by Juani Swart, Clare
Mann, Steve Brown and Alan Price; 2005” summarized the key perspectives of
learning and development according to influential papers. Below is the abstract
of same.
CONCLUSION
Training and development are inter-related as they
together form a process of acquiring and developing knowledge, skills,
capabilities, behaviors and attitude of employees. Organizations that use
advanced and innovative training and development practices are likely to gain
better financial performances than their competitors that do not. It also helps
a company to develop the human capital in order to meet future challenges. Many
companies identified that training and development helps employees to strengthen
their knowledge and skills which has a direct impact for the job performance.
Indirectly it provided job satisfaction and career advancement as well.
Systematic training involves a process which include, need assessment,
establishing objectives, designing, implementation of training plan and
evaluation of effectiveness of training. For better management of this process
there may be a separate Training and development department within the
organization.
Ajantha S
Dharmasiri (2015) HRM FOR MANAGERS
Dr. Henarath
HDNP Opatha, (2016) Human Resource Management
Gower handbook of training and development
edited by Anthony Landale
IOSR Journal
of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668.
Volume 16, Issue 9.Ver. I (Sep. 2014), PP 60-68 http://www.iosrjournals.org/
Jeff Hyman Training at work retrieved from
Juani Swart,
Clare Mann, Steve Brown and Alan Price, (2005) Human Resource Development
Strategy and Tactics Retrieved online from
Prabhu TL, (2021) Training and Development
retrieved from
https://businessjargons.com/training-process.html
https://www.whatishumanresource.com/training-process
https://online.maryville.edu/blog/importance-of-training-and-development/
https://www.iedunote.com/principles-of-learning
This is a good article. For me, the most interesting part is the evaluation methods. As Kirkpatrick's model is the oldest method, the levels of the criteria (Reaction, Learning, Behavior and Results) are focused to understand learner satisfaction, to assess the understanding of a topic and skill development, to evaluate if employees are able to apply their learnings in day-to-day tasks and to check if the business objectives are fulfilled.
ReplyDeleteI found this explanation of employee training and its different aspects very informative and well-organized. It's clear that training plays a crucial role in bridging the performance gap and enhancing employee productivity. I appreciate how the article outlines the steps of a training program, from assessing needs to setting goals and designing the program. The emphasis on setting SMART objectives and designing impactful training content is great. The principals of learning listed here make a lot of sense, particularly how participation, repetition, and relevance contribute to effective learning. The various methods of training discussed also provide a comprehensive understanding of how organizations can train their employees effectively. Overall, this article provides valuable insights into the importance of training and its different aspects.
ReplyDeleteThis article is quite engaging. I find the evaluation methodologies particularly captivating. Given that Kirkpatrick's model stands as one of the earliest approaches, it intricately examines criteria levels (Reaction, Learning, Behavior, and Results) to gauge learner contentment, assess comprehension and skill growth, appraise practical application of acquired knowledge, and ascertain alignment with overarching business goals.
ReplyDeleteThe things you said about the processes in a training program are true, in my opinion. It is a methodical and planned procedure that needs meticulous preparation and execution to be successful.
ReplyDeleteConducting a training needs analysis is the first step to identifying the precise knowledge and abilities that employees require to perform better. The next step after identifying the training needs is to create SMART (specific, measurable, achievable, relevant, and time-bound) training objectives.
The training program should be created to be interesting, interactive, and to incorporate a range of teaching techniques. The best training approach will change depending on the particular requirements of the employees and the training's subject matter.
( A Tolentino - Geneva: International Labour Organization, 1998 - serresbiz.com )
This article offers a well-structured and instructive guide to the process of developing training programs. It provides significant insights for HR professionals wanting to improve the training and development function within their firms by covering the many phases, from needs assessment to goal-setting and program design.
ReplyDeleteThis article show the impact of HRD and how important is a training and development are integral components of a thriving organization. They empower employees, foster growth, and contribute to a positive work environment. Organizations that prioritize these initiatives position themselves for long-term success in a rapidly changing global landscape.
ReplyDeleteI appreciate you giving a condensed version of this important information. You have provided a very thorough summary of the phases involved in training. Training and development are ongoing processes.
ReplyDeleteTraining programs are vital for a business's success as they equip employees with necessary skills, boost job performance, and promote employee happiness and engagement. They also demonstrate commitment to continuous development and provide career advancement options, boosting morale. Training programs also help businesses adapt to technological advancements and market shifts, ensuring workforce knowledge and competitiveness. A well-executed training program not only improves individual performance but also contributes to the business's overall success and expansion.(explorance, 2023)
This blog post delves into the critical role of training and development in bridging the performance gap and enhancing employee productivity. It highlights the significance of assessing training needs at the organizational, functional, and individual levels and emphasizes that training should not only be reactive but also proactive to prevent issues and accidents. The post underscores the importance of setting clear and SMART objectives, designing effective training programs, and adhering to learning principles to ensure training's effectiveness. It briefly touches upon methods of training and the evaluation process, emphasizing the Kirkpatrick model. Ultimately, it highlights the benefits of learning and development for both organizations and employees. However, the content could be made more engaging and relatable to readers through real-life examples and scenarios.
ReplyDeleteHi shashika,
ReplyDeleteYour article is very informative.
The introduction provides a comprehensive overview of the importance of training in bridging the performance gap within an organization. It emphasizes that training is crucial due to rapidly evolving technology and the need to enhance employees' Attitude, Knowledge, and Skills. The connection between training, employee performance, and increased productivity is highlighted, emphasizing its significance in a competitive business environment. The mention of employee motivation and the balance between research and practical implementation underscores the holistic approach to training and development.
The subsequent section outlines the major steps of a training program, emphasizing that training can be either long-term or short-term, with short-term training catering to specific needs and objectives. It covers a range of formats, including workshops, seminars, and institutional programs, demonstrating flexibility in training approaches. This well-structured introduction sets the stage for a deeper exploration of the training management cycle and its implementation within the organization.