1|1

PART III
DEVELOPMENT OF HUMAN
RESOURCES

1|2
 Chapter 5:
Training and Development of Employees

Topic Outline:
 Employee Orientation
 Training
 Objectives of Training and Development
 Using Training to Deal with Competitive Challenges
 The Training Process
 The Training Options
 Outsourcing Training of Employees
 The Training Methods
 E-Learning in the Philippines

1|3
 Employee Orientation
-a procedure for providing new employees with basic
background information about the firm, its culture, and the
job

1|4
 Two Levels of Orientation
•
• Organizational/overview orientation – topics discussed
include overview of the company, key policies and
procedures, compensation, benefits, safety and accident
prevention, employees and union relation if there is any,
physical facilities and the like.
• Departmental and job orientation – topics about the
department function and the duties and responsibilities of the
newly-hired employee, policies, procedures, rules and
regulations, tour of the department and introduction to
department employees.

1|5
 Training
-a learning process that involves the acquisition of
knowledge, sharpening of skills, concepts, rules, or
changing of attitudes and behaviors to enhance the
performance of employees

1|6
Objectives of Training and Development
1. Improve the quality and quantity of productivity.
2. Increase effectiveness in the present job.
3. Create more favorable attitudes, loyalty, and cooperation.
4. Help employees for personal development and
advancement.
5. Help organization respond to dynamic market conditions
and changing consumer demands.
6. Satisfy human resource planning requirements.

1|7
 Using Training to Deal with
Competitive Challenges
1.Global challenge – cross-cultural training to prepare
employees for possible overseas assignments
2.Quality challenge
The emphasis on quality is seen in the establishment of
the Malcolm Baldrige Quality Award and the ISO quality
standards. As a result of these, the quality challenge
has forced employers to train their employees to create
high-quality products and services.
3.High performance work system challenge Employees
must be trained to handle and operate new equipment and
new processes as new technology causes changes in skill
requirements and work roles.

1|8
 The Training Process

1. Training Needs Analysis (TNA)/Needs

Assessment
Five methods used to gather needs assessment
information:
a. Interviews
b. Survey questionnaire
c. Observation
d. Focus groups
e. Documentation examination

1|9
Needs Assessment Process:
a. Organizational analysis – involves determining the
appropriateness of training
b. Person/performance analysis – determining the
training needs of current employees
c. Task analysis – assessing training needs of new
employees

1 | 10
2. Designing Training Programs/Training Objectives
After determining training needs, objectives must be
established to meet those needs as follows:
a. Instructional objectives
b. Organizational and departmental objectives
c. Individual and growth objectives
3. Validation
Introduce and validate the training before a
representative audience.

1 | 11
 Importance Of Training Objectives
. It provides the clear guidelines and develops the
training program in less time because objectives focus
specifically on needs.
• training objectives help in increasing the probability
that the participants will be successful in training.

• For the Evaluator – It becomes easy for the training

evaluator to measure the progress of the trainees
because the objectives define the expected performance
of trainees. Training objective is an important tool to
judge the performance of participants

1 | 12
4. Implementation of the Training Program
a. The trainer
b. Physical setup
c. Establishing rapport with participants
d. Reviewing the agenda
5. Training Evaluation

1 | 13
 Training Evaluation
• This will help check whether training has had
the desired effect. Training evaluation ensures
that candidates are able to implement their
learning in their respective workplaces, or to the
regular work routines

1 | 14
 Training Options

1. Outsourcing
2. Internal training
3. Product-related training
4. Independent professionals

1 | 15
1. Outsourcing the Training of Employees

 saves training costs, access to practical and

technical proficiency
 concentrates on core competencies
 offers an overall enhanced training to employees
 tool that ensures and offers convincing return on
investment (ROI)

1 | 16
• 2.Internal Training: A lot of questions has been
raised whether to go in for training outsourcing
or setting up an internal division for training.
Some companies recruit external trainers and
call them to the company site to train
employees. This alternative is generally for the
new employees who are given the fundamental
or job-related training in-house and then send
outside for higher training.

1 | 17
Product-related Training: The dealer
who delivers the apparatus or installs
the system offers the initial training.
The user may negotiate with the dealer
for a regular updates & updrades of
product-related know-how or expertise
in place of a one-time training.

1 | 18
• Independent Professionals: Considering the
emerging threats and opportunities, the
professionals need to keep themselves updated
of the developments. In this option, the
responsibility of training is entirely on the
individual and a better-trained professional will
always have better market worth than others.

1 | 19
 Training Methods
A. Cognitive Methods
1.Lecture/Discussion Approach
2.Demonstrations/Hands-on method
3.Computer-based Training (CBT)
4.Virtual Reality

B. Behavioral Methods
1.Games and Simulations
2.Case Studies and Role Playing
3.On-the-Job Training (OJT)

1 | 20
 E-Learning

Benefits:
 reduced logistics and administration cost
 offers wider variety of program offerings
 availability of courses at all times

Problems:
 poor telecommunication infrastructure
 cost of appliance
 cost of services
 Teachers’ fear of technology
 maintenance of ICT resources
 limited availability of software and courseware

1 | 21