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

2. 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

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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?

14. 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 %

15. 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