Training and Development of Human Resource - Group 3

Training and
Development
of Human
Resource
Prepared and presented
by De Vera, Servano, & Yu
Learning Objectives:
After this lesson, you should be able to:
Enumerate and explain varied types of employees training.

State the differences between training and development:
Discuss training and development of employees for
efficient continued membership in the organization:
Reason out why management must consider training as
one of its major functions; and
Internalize the responsibilities of the personnel
department and the supervisors in the orientation
program.
THE BEGINNING OF
TRAINING
The beginning of training can be traced
to the Stone Age when people started
transferring knowledge through signs
and deeds to others. Vocational training
started during the Industrial Revolution
when apprentices were provided direct
instructions in the operation of
machines.
WHAT IS
TRAINING?
What is Training?
Training is the process where people acquire

capabilities to aid in the achievement of organizational
goals. It is a planned effort of the company to facilitate
learning on the job-related competencies.
These competencies include knowledge, skills, or

behavior that are critical for successful job
performance.
Training, unlike experience can shorten
01 the time required to reach maximum
efficiency
Cost of training is much less than the cost of
02 gaining experience, particularly if one is
dealing with expensive equipment.
ADVANTAGE 03
The results of experience can sometimes be
accidental particularly when experience
OF depends solely on trials and error.
The element of predictability is far less

TRAINING 04 when compared to the outcome of a wel-
conceived and conducted training programs.
ORIENTATION: TRAINING
OF NEW EMPLOYEES
ORIENTATION PROGRAM
COMPANY POLICIES, RULES AND REGULATION
These cover reporting for work time in, time out
policies related to employee discipline and
behavior while at work and other important
company regulations.
CORPORATE MISSION AND VISION

company officers and corporate goals and
objectives, its product and services and
other important clienteles.

PAY SYTEMS, BENEFITS, & OTHER SERVICES

Explain company pay systems, benefits and
other services available to employees and
their families.

ORIENTATION PROGRAM
OVERVIEW
Provide overview of job setting and work

rules.

INTRODUCE THE EMPLOYEES
Introduce the employee to co-workers

and the company working environment.

SAFETY RULES
Safety rules and health

programs.
ORIENTATION PROCESS
Productivity Enhancement
Both the employer and

employee want to start right
and become productive as
soon as possible.
Turnover reduction
Employees with effective orientation
programs tend to stay longer with the
company. Fast employee’s turnover
rate affects productivity and
efficiency.

Organization Effectiveness
Well-oriented employees can
immediately contribute to the
goals and objectives of the
organization.
Favorable employee Impression
A good orientation program

creates a favorable impression
of the organization and its
work.

Enhancement interpersonal acceptance

It tries to ease the employee’s
entry in the work group.
Employees are often concerned
about meeting new people in the
workforce.
A systematic
Approach to Training
Training is moving its focus to

teaching employees specific skills to
a broader focus of creating
knowledge. The development of
intellectual capital includes the
following:

1 2 3
Basic Skills - Advanced Skills - Understanding of
Skills needed to The use of the Customer
perform one’s job technology to Needs - The
effectively. share with other Global market is

employees. quality

competitive.

Integral Instructional
Processes
1. Conducting 2. Ensuring
needs employee’s
assessment readiness for

training
Organizational
Analysis Attitude and
Person Analysis motivation
Task Analysis Basic Skills

Processes
3. Creating the learning
environment
4. Ensuring transfer of
Identification of training
objectives and training training
outcome
Meaningful materials Self- management
Practice
strategies
Feedbacks
Observation of others Peer and manager
Administering and support
coordinating programs

Processes
5. Selecting training 6. Evaluating
methods training programs
Presentational Identification of
methods training outcome
Hands-on method and evaluation
Group methods designs
Cost-benefit
analysis

CRITERIA FOR EVALUATION

OF TRAINING
DETERMINE WHAT TO MEASURE
Decide before you begin training what
you want to change.

ESTABLISH THE BASIC LINE

Make sure you know the level of performance
before training begins. This allows you to make
a legitimate comparison to determine training
effects.

ISOLATE VARIABLES
One variable is the Hawthorne Effect,
named after a General Electric plant that
was studied in landmark performance
experiment several years ago.
CRITERIA FOR EVALUATION
OF TRAINING
MEASURE ATTITUDES
This goes back to the problem of measuring
initial reactions, but it is valuable in the
overall evaluation.
MEASURE PERFORMANCE
Go back to your base line and see what the results
of the training are in terms of the criteria you have
established. Track performance over a long period
of time so you can be sure the improvement is
established.
Human Resource
Development
It is a development that refers to
formal education, job experiences,
relationships, and assessments of
personality and abilities that
employees prepare for the future.
Planning and Choosing a
Development Approach
Assessment Centers
Employees are sent to assessment centers to take
examinations covering personality tests, communication skills,
personal inventory assessments, benchmarking and other
examinations.
Psychological Testing
Pencil and paper tests have been used for years to determine
employees' development potentials and needs. Intelligence tests,
verbal and mechanical reasoning tests can furnish useful
information about factors of motivation, reasoning, abilities,
leadership styles, interpersonal response traits and job preferences
Performance Appraisal
It measures the employees potential, which when done properly
could be a good source of development information. Observable
and measurable output, attitude and behavior, data on
productivity, employee relations, job knowledge and leadership
behavior are important sources of employee information.
Human Resource
Development Approaches
Human Resource Development Processes
Management Committee Job
Coaching Assignments Rotation
The immediate Assigning promising This is the

supervisor coaches employees to process of
the subordinate important committees shifting
employee in can give the employees employees from
performing certain a broadening exercise one job to another.
functions that are and can help them to A substantial
necessary for its understand the managerial time is
advancement. personalities, issues needed when
and processes trainees change
governing the
positions.
organization.
Human Resource Development Processes
Assistant-to- Job
Mentoring
the Position Enlargement
This is the It refers to adding Employees can
assignment of an challenges or new also develop skills
assistant to the responsibilities to and increase their
position who works the employee's knowledge about
directly under the current job. the company and
manager. He is given its operation by
the opportunity to interacting with
deal with more experienced
challenging and organization
interesting tasks. members.
Off-site or Outside
Development Interventions
Off-site Development Programs
Formal Education
The company sends the employee to formal seminars, workshops and other training
programs offered by training consultants and agencies.
Team Building
These organizational interventions are usually conducted away from work
about three to four days. The employees are organized into a team and solve
common problems related to relationships.
Case Studies
This is a classroom type of training technique that provides a medium through the
application of management behavior concepts and analysis. Cases are either through the
use of multi-media or case problems that are developed similar to those existing in the
work environment.
Off-site of Outside Development
Interventions
Role Playing
It is a development technique requiring the trainee to assume a role in a given
situation and act the behavior associated with it.
Simulation
These are business games developed by human resource experts that require
the participants to analyze a situation and decide the best course of action
based on the given data.
Thank you
for
Listening!
GROUP 3

MEMBERS:
De Vera, Arianne Ysabelle
Servano, Maria Cristina
Yu, Maria Christina

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Training and

After this lesson, you should be able to:

Enumerate and explain varied types of employees training.

Training is the process where people acquire

These competencies include knowledge, skills, or

OF depends solely on trials and error.

The element of predictability is far less

CORPORATE MISSION AND VISION

PAY SYTEMS, BENEFITS, & OTHER SERVICES

Provide overview of job setting and work

INTRODUCE THE EMPLOYEES

Introduce the employee to co-workers

Safety rules and health

Both the employer and

A good orientation program

Enhancement interpersonal acceptance

Training is moving its focus to

CRITERIA FOR EVALUATION

ESTABLISH THE BASIC LINE

The immediate Assigning promising This is the

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