Human Resource Training & Developing Model

Training & Development

Models Group Number 01Members: Mufeed Sayyed (24)Adhish Kumar Sinha (01)Harshal Koli (18)Krunal Desai (21)Suneet Sharma (44)Vivek Guntnur (48)

Prin LN Welingkar Institute Of Management Development & Research, Bangalore

What Definition Say About Training ?

The purpose of a training needs assessment is to identify performance requirements and the knowledge, skills, and abilities needed by an agency's workforce to achieve the requirements. An effective training needs assessment will help direct resources to areas of greatest demand. The assessment should address resources needed to fulfil organizational mission, improve productivity, and provide quality products and services. A needs assessment is the process of identifying the "gap" between performance required and current performance. When a difference exists, it explores the causes and reasons for the gap and methods for closing or eliminating the gap. A complete needs assessment also considers the consequences for ignoring the gaps.

Professional

Equipping employ with required knowledge &

skills for the job

Simple

What Definition Say About Training ?

The purpose of a training needs assessment is to identify performance requirements and the knowledge, skills, and abilities needed by an agency's workforce to achieve the requirements. An effective training needs assessment will help direct resources to areas of greatest demand. The assessment should address resources needed to fulfil organizational mission, improve productivity, and provide quality products and services. A needs assessment is the process of identifying the "gap" between performance required and current performance. When a difference exists, it explores the causes and reasons for the gap and methods for closing or eliminating the gap. A complete needs assessment also considers the consequences for ignoring the gaps.

Professional

Equipping employ with required knowledge & skills

for the job

Simple

Goals, Objectives & Relation with other HRM activities

The goal of training and development is to enhance employee quality and motivation so as to improve productivity and meet future needs of the organization.

Objectives How it is

related to HRM activities

Goal


Defining training objectives in both

qualitative and quantitative terms helps

in evaluating and monitoring the

effectiveness of training. Involvement of top

management is necessary in order to integrate

training objective with organizational objectives.

How it is related to HRM activities

Goal

Objectives


A. Task analysis: the basis for developing training programs, strategies and materials.

B. HR planning: guidelines for training and development programs.

C. Performance appraisals: identifying training needs.

D. Organization development: identifying training needs.

Goal Objective

s

How it is related to HRM activities:-

Process of Training and Development

Training Needs

Organization analysis: identify training needs

Job analysis: identify training needs according to job descriptions

People analysis: identify people that need training


Training

Needs Instructional Design

Set training goals. Determine what to train. Identify trainees. Choose training materials Select trainers


Training

Needs

Instructional Design Validation

A. Validate the training program before implementation.

Pilot study: conduct the program with a small number of trainees to test its effect.

Consultation: consult the trainees and their supervisors on the appropriateness of the program.


Training

Needs

Instructional Design

Validation

Implementation

A. Appoint manager of the training program.

B. Develop managing guidelines for the program.

C. Provide logistic supports.D. Conduct concurrent evaluation

of the program


Training Needs

Instructional Design Validation Implementatio

n Evaluation and follow-up

Types of evaluation:Concurrent evaluation: evaluate training effects during training.Immediate evaluation: evaluate training effects at the end of the training.Follow-up evaluation: evaluate training effect by evaluating trainee performance over time


Training Needs

Instructional Design Validation Implementation Evaluation and

follow-up

Types Of Training :-Ty

pes On-The Job

Off-The Job


pes On-The Job

Off-The Job


pes On-The Job

Off-The Job

On – The Job Off – The Job

1.

2.

3.

4.

Coaching Vestibule – Training

Mentoring

Job – Rotation

Job – Instruction Technique

Role - Play

Management - Games

Out – Door Training

Training and Development Models

1. Instructional Systems Design (ISD)

2. Systematic Model Training

3. Transitional Model

Instructional Systems Design (ISD)

▪ ISD model was made to answer the training problems.

▪ The systematic approach to the Analysis, Design, Development, Implementation, and Evaluation of learning materials and activities.

▪ Widely used now-a-days because it is concerned with training need on the job performance.

▪ ISD is the process to determine the 5W1H of Learning

(Who, What, When, Where, Why, and How)

▪ Training objectives are defined on the basis of Job Responsibilities and Job Description.

Key Elements of ISD

▪ There is a genuine need for learning.

▪ The learning events are well designed.

▪ Quality learning materials are developed.

▪ Learning events are implemented using the appropriate strategies and approaches.

▪ Learning events are evaluated to ensure learning has actually taken place.

ISD comprises of Five Stages

1. Analysis- training need assessment, job analysis

2. Planning- setting goals of learning outcome, instructional objectives, media selection, strategies to impart knowledge,etc

3. Development-developing course material for training like workbooks, visual aids, hand-outs, etc.

4. Execution- focuses on logistical arrangement of speakers,equipment,benches,podium, etc.

5. Evaluation- to make sure that training program has achieved its aim in terms of work performance

Conventional ISD model (ADDIE 1975)

• Developed by Florida State University

• Was used by Armed Services as the primary means for developing Training programs

• Term ‘ADDIE’ was changed to ISD (Instructional System Design)

• It’s a continuous process that lasts throughout the training program.

• Output of one phase is input of next phase.

The System model

System Model5 Phases

1.Analyze and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated.

2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents.

3.Develop- Requires listing the activities in the program. Assist the participants to learn delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all goals and objectives.

4.Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program.

5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices.

Transitional Model

▪ Focusses on the organization as a whole.

▪ The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is executed.

▪ Vision-Focuses on the milestones that the organization aims to achieve.

▪ Mission-The reason for developing a mission statement is to motivate, inspire, and inform the employees regarding the organization.

▪ Values-It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc.

Narayan Murthy Centre for Development

World's Largest Corporate University

340 Acre Campus ,500 Instructors , 200

Classrooms

115,000 Engineers

4000 Employees for 4 Months Each

INFOSYS TRAINING MODEL

Induction

Cultural Training & Assessment

Technical Training

Induction• 7 Day Induction

Process• Meet with Senior

Management• Company policies• Security and

Safety Drills

Culture and Assessment• 7 Days Cultural

Training• Soft Skills Training• Initial Assessment

Test • Divide

Technical Training

• 3-4 Days

• 50%Modules

• Basics• 1-2 Month

General • Specific

• 3-4 MonthsPlatfor

m

Consistently 50%

Passing 60% in final test

Clear : Bench or Project

Fail : Retraining With next batch

Angel Broking Pvt. Ltd.

▪ Methodology

There are various methods which can be used for training & development of Angels:

(a) E-Learning:

E-Learning is a general team used to refer to computer-enhanced learning.

It provides self-learning across the organization.

It helps in reaching out to outstation Regions/Branches but can also be in conjunction with face-to-face teaching with the help of a facilitator.

The training contents available are in the form of PPT, text documents etc.

(b) On-Job-Training:

Every Angelite undergoes this type of Training.

It facilitates learning new processes / skills on the job through peers / supervisors.

Effectiveness▪ Learning programs helps in gaining knowledge.

▪ Success in implementing new learnings is not likely to be fully achieved, managers take effort to constantly coach team members, as they learn faster by observing their supervisors.

▪ To ensure and maintain the seriousness about the T & D among team members: the Supervisors & the team members are expected to adopt the below mention practices;

Training Content

▪ The content for the Induction & all Functional Training programs is designed & developed with the help of process owners at CSO.

▪ Contents for all specialized training programs is designed & developed by the Training Team at CSO.

▪ Standardized contents for all training programs are available with the T & D team at CSO and some of them are available on the E-Learning interface on Angel Harmony.

Mandatory Learning Programs▪ Angel

provides for a minimum of seven days of formal training which includes Induction, Functional & CRM to all new joinees.

Special Learning Programs▪ The opportunity for special learning programs are offered to

performers as a reward.

Learning & Development linked to Performance

▪ During employment phase Angelites are constantly nurtured to acquire new skills that will help plan their career progression and put them on fast track to career growth.

▪ T & D programs are aimed to honed their skills and improve the effectiveness of Angelites to apply the learnings on the job.

▪ All training programs are linked to assessment tests which are ultimately linked to performance on the job.

▪ The assessment test are administered through the Test Centre on Angel Harmony.

▪ The ratings of the various tests are captured in Angel Harmony and form an important part of performance reviews.

▪ The Performance Management System is also a platform to capture further training & developmental needs for each Angelite.

Post Training & Pre Probation Performance Review

Education

Human Resource Training & Developing Model