Human Resource Training

and Development
HRU6412
 Block 1: Introduction to Training and Development of
Human Resources

 Unit I: What is Human Resource Training and Development

 At the outset you should know what is Human Resource Training and Development and this
unit recalls the important basic concepts related to MD which you have already learnt at your
diploma level.
 Unit 2:The Training Director's/Manager's Job
 To train and develop employees, there should be a guider along with some basic requirements.
This unit therefore focuses on and discusses the Training Director‘s/Managers’ job.
 Unit 3: Orientation
 This unit is on 'Orientation' and shows how a new employee can be familiarized with the
organization, department and the job, and other considerations in orienting employees.
 Unit 4: Training and development — As a Process
 This unit identifies `Training and development as a process ' and looks at the process of
learning and factors to be considered in effective learning
 Block 2: The Process of Training and Development

 Unit 5: Need Assessment

 First and foremost task of a T & D programme is Needs Assessment. This unit explains the
different basic networks of analysis such as organizational needs assessment task analysis and
analysis of personal needs.
 Unit 6: Designing T & D methods
 This emphasis of this unit is on the most important task of Designing T & D methods which looks
at designing of objectives, training of employees in both on the job and off the job.
 Unit 7: Evaluation of T & D
 To monitor and assess whether the trainees have achieved their objectives, evaluation is a must. This
unit focuses on evaluation of T D of human resources.
 Block 3: Ahead of T&D of HR

 Unit 8: Management & Organizational Development

 To retain and maintain Trained and developed HR, one should look ahead of HR in the organization.
This unit explains to you how to develop managers and the methods of organization development.

 Unit 9: Career Planning & Development

 To assist in the career development of employees you should pay attention to career planning and
development. What career planning means and how it is done will be explained in this unit.
Training Methods and Training
Techniques
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What are the different methods of training you have

known / experienced.

(35 Minutes)
 METHODS OF TRAINING 08

On-the-Job training

• Placed in a real work situation

• Trained by an experienced worker/supervisor

• Most appropriate for teaching knowledge and skills in a relatively

short time

• When only a few workers has to be trained at the same time for the
same job.
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Off-the-Job training

• When concepts, attitudes and theories must be learned

• Conducted in organization classrooms, vocational schools, training

institutions etc.

• The trainee is removed from the actual work situation during

training.
Example:
I. Lecture Method
II. Conferences
III. Case Study
IV. Role Playing
V. Programmed instruction 8
VI. Simulation and Games
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Lecture Method

 Formal, organized talk by an instructor to a group of trainees

 Can be used for very large groups

 Cost per trainee is low

 There are a few limitations

 Can overcome by combining with other methods.

ex: Lecture- discussion method, formal assignments, present

demonstration/films
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Conferences

• Small group meeting conducted according to a plan.

• Develop knowledge and understanding by obtaining a considerable

amount of oral participation from the trainees.

• Trainees play a very active role.

• Can learn from one another.

• Ideal to argue about problems in different point of views.

• Reducing dogmatism and modifying attitudes.

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Case Study
• A case describing an actual work situation.

• Trainees analyze the case, identify problems and develop solutions based
on the information given.

• Hence, excellent for developing analytical thinking and enhancing problem

solving ability.

• Opportunities for learning by doing.

• Narrow mindedness is reduced

• Contribute for a learning of multidisciplinary learning

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Role Playing

• Widely used for human relations and leadership training.

• Putting into practice the knowledge absorbed from textbooks,

lectures and discussions.

• Learn to appreciate ideas and views of others.

• High interest and involvement among trainees.

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Programmed Instruction
• Students learn at their own pace.

• Instructors are not a key part of the learning process.

• Material is broken down into very small units.

• Immediate results of knowledge

• Active participation by the learner at the each step of the

process.

• High cost involved in developing each programme.

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Simulation and Games

• Uses models of real world situations.

• Useful when on-the-job training is injurious or can be a costly error.

• Business games
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Identify and discuss particular advantages and

disadvantages of each training method.

(45 Minutes)
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