DR. FILEMON C.

AGUILAR MEMORIAL COLLEGE

College of Business Administration
Golden Gate Subdivision, Talon 3, Las Piñas City

Course Code and Title : BACR 1 Human Resource Management

Lesson Number : Module 6

Prepared by : Prof. Grace A. Mercado

Topic: Training and Development ( continuation )

Introduction

Training and development play an important role in the effectiveness of organizations and to the
experiences of people in work. All organizations employing people need to train and develop their
staff. Investment in training and development is generally regarded as good management practice to
maintain appropriate expertise now and in the future.

Lesson Presentation:

What is Development?

Development refers to formal education, job experiences, relationships, and assessments,

of personality and abilities which is concerned for the overall growth of the employees.

It represents the employees’ ability to handle

variety of assignments. It also helps the employee prepare
for other positions and increase their ability to move into
other jobs that may be available in the future. It prepares
also the employee for changes in current jobs due to
changes in technology, work design and customers or new
products or new type of market.

Planning and Choosing a Development Approach

While training considers analysis as an important component of any training program,

development needs analysis because it is necessary to identify strengths and weaknesses of those
organizational interventions. Assessment involves collecting information and providing feedback on
employee’s behavior, communication style or leadership potentials as preparation for formal induction
to the development program.

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The following processes are used in the assessment :

1. Assessment Centers – employees are sent to assessment centers to take examination

covering personality tests, communication skills, personal inventory assessment and other
examinations. The center is performed by a group of teams that assesses the individual potential for
leadership and other capabilities or qualities that may be used by the organization in its future
operations.

2. Psychological Testing - pencil and paper tests have been used for years to determine
employees’ development potentials and needs.

3. Performance Appraisal – measures the employees’ potential when done properly could be a
good source of development information. These are usually available in the personnel file.

Human Resources Development Approaches

In- House or on Company Site – the planned activities that could be developed within the company
or while the employee is at work are those activities that will enhance employees’ potential to assume
other jobs that the company needs in its operation .

The following are the In-House Approaches:

1. Management Coaching – the immediate supervisor coaches the subordinate employee in

performing certain functions that are necessary for its advancement. It combines observations and
suggestions.

2. Committee Assignments – assigning promising employees to important committees can give the
employees a broadening exercise and help them to understand the personalities, issues and
processes governing the organization.

3. Job Enlargement – refers to adding challenges or new responsibilities to the employee’s current
job.

4. Mentoring – helps new members bring together successful senior employees with less experienced
members.

Off- site or Outside Development Interventions :

This technique can be effective because the individuals are given the opportunity to get away from
the job and concentrate solely on what is to be learned.

1. Formal Education – the company sends the employee to formal seminar workshops and other
training programs offered by training consultants and agencies.

2. Team Building – the employees are organized into team and solve common problems related to
relationships.

3. Case Studies - cases are either through the use of multi-media or case problems that are
developed similar to those existing in the work environment.

4. Role playing – is a development technique requiring the trainee to assumes a role in a given
situation and act the behavior associated with it.

5. 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 to the given data.

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Generalization:

After the trainees become the actual employees of the organization, they get many
opportunities for their development, like if the manager teaches the new employees something
related their work, the new employees get a chance to share their experiences or if he gets a
specific task in which he has to compete himself then, he gets a chance to know his
potential and so there are the instances when the employee gets an opportunity to develop
himself mentally or physically for his unseen future.

Development is all about building the personality and attitude of the employee for facing
future challenges. So they are both vital for an employee, whether new or existing.

Reinforcement:

Answer the following questions and write your answer in 1 whole sheet yellow
pad paper .

1. Give three Theories of Wages and discuss.

References:

https://keydifferences.com/difference-between-training-and-development.html
https://www.yourarticlelibrary.com/human-resource-development/training-meaning-definition-and- types-of-
training/32374
https://www.bbc.co.uk/bitesize/guides/zhrhbdm/revision/2
https://www.economicsdiscussion.net/human-resource-management/employee-training/types-of-training-in-
hrm/31638

Corpuz, Crispina R., (2015). Human Resource Management 3rd edition: ( pp. 79-80). Rex Book Store, Inc.