Hris in Training & Development

HRIS IN TRAINING & DEVELOPMENTTell me and I forget, teach me and I remember, involve me and I learn- Benjamin Franklin

Presented by: ANURAG KUMAR

Human Resource Information System The human resource information system is a method by which an organization collects, analyses and reports information about people and jobs. HRIS is designed, basically, to meet the following objectives: Offer adequate, comprehensive and on going information system about people and jobs Supply up-to-date information at a reasonable cost Offer data security and personnel privacy.Human Resource Accounting And Information System

Benefits of HRIS

HRIS can process, store and retrieve enormous quantities of data in an economical way. The records can be updated quickly. There is improved accuracy. HRIS can greatly reduce fragmentation and duplication of data. Information can be readily manipulated, merged and disaggregated in response to special and complex demands and presented promptly.Human Resource Accounting And Information System

Important uses of a Human Resource Information SystemLabour relations y y y y Union negotiation rewards Attitude survey results Eeit interview analysis Employee work history y y y y y HR planning and analysis Organisation charts Staffing needs Skills inventories Turnover analysis Absenteeism analysis y y Health, Safety and Security y y y y Safety train ing Accident rewards Employee health record Compliance with various acts Per Performance Appraisal y y Employee competency data Matching a ctual performanc e with standards Compensation y y y y y and Benefits HRIS y y y y y y y Job posting Internal job matching Job description tracking Workforce utiliz utilization Availability analysis HR Development Employee training profits Trainings needs assessment Succession planning Career interests and experience Staffing y y y Recruiting Sources Application tracking Job offer refused analysis

Pay structures War e/salary administration Benefit plans and usage analysis Vacation usage Implementing legal stipulations

Human Resource Accounting And Information System

Setting up Human Resource Information System

HRIS can be set up through a four step process Identifying the needs of a firm Organizing the flow of information Implementing the plan Evaluating the whole exercise to find gaps and to rectify them

Human Resource Accounting And Information System

Human Resource Information SystemComputerised HRISA computerised HRIS is designed to monitor, control and influence movement of people from the time they join the organisation till the time they decide to leave the organisation. Recruitment information Personnel administration information Manpower planning information Training information Health information Appraisal information Payroll information Personnel research informationHuman Resource Accounting And Information System

TrainingTraining is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behavior of employees.

Features of Training

Increases knowledge and skills for doing a particular job

Focuses attention on the individual job. Concentrates on individual employees Gives importance to short term performance

Training is essential for job success. It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover.Training

Trainingy T - To be in time on your seat y R - Remain attentive all the time y A - Actively participate y I - Interact with/for clarity y N - Note difficult point to memorize y I - Improve listening habit y N - Never neglect the program y G - Gain as much as you can

Need For Training

Helps new recruits to perform assigned tasks effectively

Helps existing employees to prepare for higher level jobs Enables existing employees to keep in touch with latest developments Permits employees to cope with changes brought in by frequent transfers Makes employees more versatile, mobile, flexible and useful to the organization

Training

Training vs. DevelopmentTraining is concerned with teaching specific job related skills and behavior. Development is future oriented training, focusing on the personal growth of the employee.

Training vs. DevelopmentLearning Dimension Meant for Focus Scope Goal Initiated by Content Time-frame T raining Operatives Current job Individual employee Fix current skill deficit Management Specific job related information Immediate Development Executives Current and future jobs Work group or organisation Prepare for future work demands The Individual General Knowledge Long term

Training

Training Process ModelII. Developing & Conducting Training

I. Needs Assessment

III. Evaluating Training11

I. Needs Assessment1. Organizational Level 2. Job Level 3. Individual Level12

II. Developing and Conducting Training1. Determine location and who will conduct the training.o Onsite facilities vs. offsite. o Inside training staff vs. outside vendors.

2. Develop training curricula.Based on job/task analysis and individual needs.

3. Select training methods.o Considering learning principles. o Consider appropriateness and cost.13

III. Evaluating Training Effectivenessy Formal evaluation: uses observation,

interviews, and surveys to monitor training while its going on. y Summative evaluation: measures results when training is complete in five ways: 1. Reaction 2. Knowledge 3. Behavior 4. Attitudes 5.Productivity

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Types of trainingSkills training: here certain basic skills like reading, writing, computing, speaking, listening, problem solving etc are taught Refresher training: here the focus is on short term courses that would help employees learn about latest developments in their respective fields Cross functional training: this helps employees perform operations in areas other than their assigned job. Team training: this is concerned with how team members should communicate with each other, how they should cooperate to get ahead, how they should handle conflictful situations, how to find their way using collective wisdom etc. Creativity training: this helps employees to think unconventionally, break the rules, take risks, go out of the box and develop unexpected solutions. Diversity training: it aims to create better cross cultural sensitivity with the aim of fostering more harmonious and fruitful working relationships among a firm's employees Literacy training: this is generally offered to those employees with weak reading, writing or arithmetic skills.

Training

On The Job Training Methods Job instruction training (JIT): This is training directly received on the job.

Here the trainee receives an overview of the job. The trainer actually demonstrates the job and the trainee is asked to copy the trainers way. The trainee, finally, tries to perform the job independently. Coaching: Here the supervisor explains things and answers questions; throws light on why things are done the way they are; offers a model for trainees to copy, conducts lot of decision making meetings, and allows trainees freedom to commit mistakes and learn . Apprenticeship training: Most craft workers such as plumbers, carpenters etc are trained through formal apprenticeship programmes. In this method, the trainees are put under the guidance of a master worker typically for 2-5 years.

Training

On The Job Training MethodsMentoring: The use of an experienced person to teach and train someone with less knowledge and experience in a given area is known as mentoring. The mentor nurtures, supports and guides the efforts of young persons by giving appropriate information, feedback and encouragement whenever required. Job rotation: This kind of training involves the movement of trainee from one job to another. Committee assignments: In this method, trainees are asked to

solve an actual organizational programme working along with other trainees.Training

Off The Job Training Methods Lecture method: Here the instructor organizes the study

material on a specific topic and offers it to a group of trainees in the form of a talk. Conference or discussion method: In this method the trainer

delivers a lecture and involves the trainees in a discussion so that the doubts about the job to be undertaken get clarified. Programmed instruction: This is an approach that puts material

to be learned into highly organised logical sequences that require the trainees to respond

Training

Training Information System

Training Information System of NALCOReportsTraining Profile of Executives Individual Training Profile Training Needs for a year Prospective Nominees Unit Wise Attendance Sheet Program Wise Faculty Profile (external) Occupancy Charts List of External Institutes

Data Entry Training Needs Program Training Unit Training PlanTraining Nomination Training Conducted

Monthly Training Activity

Program Header Program DetailIn House Nomination of Office OrdersExternal Nomination of Office Orders

Report Table Configuration TableTraining attended Program Wise

Training Plan for a year Module Master

Agency Details Faculty Details Training attended Module Hostel Occupancy

Module Header Module Detail

Program Listing

HRInitiativesThe Complete HR Services Firm

Training & Development ServicesWe carry out all services relating to Training and Development programs for our client organisations like:y Training needs analysis and development needs analysis y Designing a training strategy to underpin corporate strategy y Audit of the training function y Designing learning and development systems tailored to the company's

specific needsy Evaluating the effectiveness of training programmes y Prioritizing of the training budget y Surveys in the area of corporate training

Training & in several areas including the list provided below. However we do Development Modules We have standard training modulesdesign and deliver training programs depending on specific client situations: Presentation skills Change management Negotiating Standard and Customised Training Modules Staff leadership Selling skills Effective teams Conflict management Coaching and mentoring Customised Programs at all levels/mediums.