TRAINING

AND
 Team Members

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SARAH HASHMI SAJAL SARAH FAYYAZ ALIHA ARIF TANIA AHEMED

Introduction

Training & development is a continous process in an organizaton to achieve its organizanal

goals by improving the skills and knowledge of the employees.
The training and dvelopment function in an organization has gained a lot of importance
due to advancement in technology and changes in market force.
 Steps to Take in Training an
Recruitment and Selection: Effective training is crucial for employee performance and
Employee
organizational success.
Productivity and Customer Satisfaction: Hiring the right person isn't enough; training
aligns employees with company processes and culture.
Employee Retention: Lack of training leads to lost productivity, dissatisfied customers,
and high turnover.
Cost Savings: Studies show that companies with excellent training programs have lower
turnover rates.
Training Process: Training involves orientation, in-house training, mentorship, and
external opportunities.
Employee Training and Development: It's an ongoing process that supports personal and
organizational growth..
 EMPLOYEE ORIENTATION
Employee orientation is the first step in training,
welcoming new hires to the organization. Its goals
include reducing start-up costs, anxiety, and turnover,
while saving time for supervisors. It sets
expectations, introduces company policies, and
fosters a positive attitude. Some orientations also
introduce new hires to staff.
MENTORING
A mentor, often an experienced colleague, guides new
hires through on-the-job challenges. Effective
mentorship requires training and integration into
company culture. IBM and Starbucks exemplify
successful mentorship programs, emphasizing the
importance of experienced guidance in employee
development.
IN-HOUSE TRAINING
In-house training is the second step in employee
development, often ongoing and tailored to
organizational needs. It covers job-specific skills
like software usage or machinery operation, as
well as HR topics such as ethics, communication,
and diversity. Supervisors or managers typically
deliver this training.
EXTERNAL TRAINING,
External training, the final step in employee
development, involves any training conducted outside
the organization. It can be ongoing and includes
seminars, classes, or specialized programs like Ford's
ASSET Program for automotive technicians.
 Types of Training

Quality
training Skills training Team training Legal Training

TECHNICAL
Types OF Training
TRAINING

Professional Safety Managerial

Soft skills training Training
training
Quality training is a type of training that familiarizes all employees with the means to produce a
good-quality product. The ISO sets the standard on quality for most production and environmental
situations. ISO training can be done in-house or externally.
Skills training focuses on the skills that the employee actually needs to know to perform their job. A
mentor can help with this kind of training.
Soft skills are those that do not relate directly to our job but are important. Soft skills training may
train someone on how to better communicate and negotiate or provide good customer service.
Professional training is normally given externally and might be obtaining certification or specific
information needed about a profession to perform a job. For example, tax accountants need to be up
to date on tax laws; this type of training is often external.
Technical training addresses software or other programs that employees use while working for the
organization.
Team training is a process that empowers teams to improve decision-making, problem-solving, and
team-development skills. Team training can help improve communication and result in more
productive businesses. To get someone ready to take on a management role, managerial training
might be given.
Safety training is important to make sure an organization is meeting OSHA standards. Safety
training can also include disaster planning.
Legal Training in HRM involves educating employees, particularly managers and supervisors, about
relevant laws, regulations, and compliance requirements pertinent to their roles and the organization.
Managerial Training, on the other hand, focuses on developing the skills and competencies of
managers and supervisors to effectively lead teams, make decisions, and manage performance.
 TRAINING DELIVERY METHODS
On-the-job coaching involves experienced individuals training employees directly in the workplace on job-
specific skills. Typically facilitated in-house, the selection of coaches is based on their personality, skills,
and knowledge.However, if the coach lacks communication skills or is preoccupied with other
responsibilities, training effectiveness may suffer. This can lead to frustration for new employees and
potentially increase turnover.
Mentoring involves a trusted advisor guiding an employee's development over time. It fosters continuous
learning and growth but may lead to communication or personality conflicts and potential overdependence
or micromanagement. Unlike on-the-job coaching, which is short-term and task-focused, mentoring focuses
on broader development and long-term goals.
Brown Bag Lunch Training involves informal lunchtime sessions where employees bring their food, and
training is conducted by HR, management, or peers. It's relaxed and can cover various topics, fostering team
bonding. However, low attendance and lack of interest during lunch breaks are drawbacks.
Web-based training, also known as e-learning or Internet-based learning, utilizes technology for
training delivery. It can be synchronous (instructor-led) or asynchronous (self-directed). Advantages
include on-demand accessibility and cost efficiency, but drawbacks may include impersonal aspects
and technological limitations. It suits topics like safety, technical, and professional training, but may
not be ideal for soft skills or managerial training. Various platforms offer interactive features and
media integration, but selection considerations include fees, compatibility, bandwidth, flexibility,
and support availability.

Job Shadowing involves pairing an employee who wants to develop certain skills with another who
already possesses those skills. It's akin to apprenticeships, where the learner observes and learns
from the experienced employee. However, there's a risk of the learner picking up inefficient
practices.
Job Swapping entails two employees exchanging roles for a period, requiring additional training to
ensure proficiency in the new tasks. It offers a change of environment and cross-training benefits for
the organization, but it may lead to unproductive time and lost revenue during the learning process.
Vestibule Training is conducted near the worksite, often in conference or lecture rooms. It's suitable
for orientations and skills-based training, offering versatility for various topics like technical, safety,
managerial, and professional training. However, it may take away from job productivity.
International Assignment Training prepares employees for overseas work, addressing cultural
differences, daily living, social norms, and communication skills. It's crucial for successful
international assignments and is best delivered by professionals familiar with the region.
Designing a Training Program
1. Needs assessment and learning objectives. 
3. LEARNING STYLE
I. Training need Identification.
II. Decide if training is needed?
III. Compare actual performance with standard.
IV. Assess current and future challenges. VISUAL AURAL

V. Determine whether training is required at individual level or PICTURE LISTENING

LECTURE
group level. DIAGRAM
RECORDING
• organizational assessment ILLUSTRATION
• occupational (task) assessment
• individual assessment KINESTHETIC
2. Learning Strategies. EXPERIENCE
 Minimize the gap between actual performance and standard. ACTIVITY
 Implementation of latest techniques/technology in
OBSERVATION
organization.
 To improve quality of goods and services
4.Learning Strategies:
Learning strategies refer to the methods, techniques, or approaches used to acquire knowledge,
understand concepts, and develop skills in employees.
They focus on how learners engage with the material and the actions they take to facilitate
learning.
5.Delivery mode.
• Choose the best delivery method: web-based, mentoring, simulation, job shadowing.
• Incorporate a variety of delivery methods for effective training programs.
• Example: Web-based training for software skills, mentoring for leadership development.
6.Budget.
• Consider direct and indirect costs like materials and employee time.
• Develop a detailed spreadsheet for accurate cost estimation.
• Examples: Materials, trainer fees, employee time.
7.Delivery style.
• Engage diverse learning styles with activities like icebreakers, role plays, and
interactive media.
• Ensure engagement and enhance learning outcomes.
• Example: Use of videos and podcasts to cater to auditory, kinesthetic, and visual
learners.
AUDIENCE:
• Tailor delivery style to audience characteristics like tenure and department.
• Incorporate relevant examples and discussions for mixed groups.
• Example: Focus examples and discussions on relevant job roles.
Content Development:
• Define clear learning objectives and develop content accordingly.
• Structure modules around major topics and incorporate various learning methods.
• Example: Module on safety training with interactive scenarios and role plays.
Timelines.
Determine training duration and frequency.
Consider deadlines and scheduling for completion.
Example: Quarterly safety training with annual refresher courses.
Communicating Training Opportunities.
• Utilize email, supervisors, and bulletin boards for effective communication.
• Ensure awareness and participation among employees.
• Example: Use email distribution lists to relay training opportunities.
Measuring Effectiveness
 Career Development Programs
Career Development Programs are structured processes to help
individuals manage their careers, learn, and grow personally and
professionally. They're crucial for succession planning and
motivating employees.
Key components include
1. employee dialogue,
2. clear requirements for advancement
3. cross-training/job rotation
4. mentorship.
Organizations often use employee-developed plans as a basis,
aiming to provide opportunities aligned with employees' long-
term goals.
“REMEMBER TRAINING IS NOT WHAT IS ULTIMATELY
IMPORTANT... PERFORMANCE IS.”

MARC ROSENBERG
Thank you