Training and Development (HRD)... Psychology...

Muhammad Irfan Akbar (M-15823)Mustaqeem Haider Ali (B-18497)Saqib Dogar (B-18602)

Group Members:

Topic:

INTRODUCTION OF TOPIC:Management

HRM

HRD

Training and Development

TRAINING AND DEVELOPMENT:“Training and development is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings.”

TRAINING AND DEVELOPMENT:

• Training:• “Improving the knowledge, skills and attitudes of employees for short-term,

particular to specific job or task.”• Like, Employee Orientation, Skill and Technical Training, Coaching,

Counselling.

• Development:• “Preparing for future responsibilities, while increasing the capacity to

perform at a current job.”• “It is about the change of whole person not just the academic or vocational

pieces of knowledge or skills needed for work.”• Like, Management Training, Supervisor Development.

IMPORTANCE OF TRAINING & DEVELOPMENT:

To make employees social and for stress managementTo Help a Company Fulfil Its Future Personnel NeedsTo Increase ProductivityTo Improve Quality To Improve Organizational ClimateImprove morale of work forceHelps create a better corporate image.

IMPORTANCE OF TRAINING & DEVELOPMENT:

Aids in organizational development.

Improves labor-management relations and creates an appropriate climate for growth, communication.

To make employees creative and innovative.

Aids in encouraging and achieving self-development and self-confidence.

Increases job satisfaction and recognition.

Develops a sense of growth in learning.

THE GAP CONCEPT:

Performance/Results

Time

Expected Curve

Actual Curve

Gap1000 Cars200 Cars

800 Cars

INTELLECTUAL CAPITAL:

CHALLENGES FOR HRD:

• Competing in global economy

• Eliminating the skills gap

• Need for lifelong learning

• Workforce diversity

ROLE OF PSYCHOLOGY IN T&D:

• Contributing to training has long been one of the main concerns of occupational psychology.

• training involves learning and that learning is a central issue in psychology.

• Training is one of the core skills of occupational psychology.

• It suggests different techniques and methods to resolve the problems regarding training and development.

• It tells how training relates to other interventions aimed at improving job performance.

• That is why psychologists are hired to train the management trainees.

FIVE PRINCIPLES OF LEARNING:

• Participation: involve trainees, learn by doing

• Repetition: repeat ideas & concepts to help people learn

• Relevance: learn better when material is meaningful and related

• Transference: to real world using simulations

• Feedback: ask for it and adjust training methods to audience.

TRAINING PROCESS STEPS:TNATraining BudgetTraining PlanTraining Module DevelopmentTraining DeliveryFeedbackTraining Impact Assessment

TRAINING NEED ANALYSIS (TNA):

SAMPLE TRAINING PLAN:

THE ASK CONCEPT:

• If we follow the GAP concept, training is simply a means to use activities to fill the gaps of performance between the actual results and the expected results.

• This GAP can be separated into 3 main themes:

1.Attitude2.Skills3.Knowledge

DIFFICULTY LEVEL:

Rank ASK by difficulty to develop in people

•Attitude•Skills•Knowledge

•Easy •Moderately difficult•Most difficult

JOB ANALYSIS:

Job designJob RotationJob SimplificationJob EnlargementJob Enrichment

PERFORMANCE MANAGEMENT:

• It is also known as "Talent Management”

• Performance appraisal is a formal structured system of measuring and evaluating an employee’s job related behavior and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, organization and society all benefit.

• Employee Scorecard:• It is part of performance management.• This technique is used to know about the current performance of employees.

SUCCESSION PLANNING:• It is part of performance management.

• It is the process where by an organization ensures that employees are

recruited and developed to fill each key role for organization.

• Through your succession planning process, you recruit superior

employees, educate their knowledge, skills and abilities and prepare

them advancement and promotion into ever more challenging role.

HRD PROCESS:

Observe

Review

Action

Plan

TYPES OF TRAINING:Skills Training

Retraining

Cross-Functional Training

Team Training

Creativity Training

Literacy Training

 Diversity Training

Customer Service Training

THE THREE DIMENSIONS OF HRD:

• Cognitive Capacities

• Capabilities

• Desired Behaviors

A TRAINING LESSON PLAN:• Topic• Summary of Key Points• Training Objectives• Duration of Each Activity in Each Session• Training Contents• Training Methods / Activities• Break(s)• Exercise to Warm Up• Questions to test Understanding• Conclusion

EXAMPLES OF INVESTMENT IN TRAINING:

• The budget of Mets Serla Corporation for training and development of employees was 10 million US dollars in1995-1996.

• Etisalat the world’s biggest telecommunication company is investing huge amounts in training and development, they have established their own training academy.

• Fatima Fertilizers have 50,000 hours training to its employees in 2011.

• Atlas Honda Pakistan have spent 2.66 billion for training activities in 2009.

• Bolan Casting have invested 2 million Rs. on employees training in 2011.

CONCLUSION:• As we know that environment is changing so rapidly. Profit margins are

decreasing. Organizations are also facing intense competition due to globalization. Organizations can overcome these challenges only through trained and developed workforce.

• So, we should invest maximum on training and development and consider the cost of training and development as an investment. Because it will return much more in future beyond your expectations.

Any Questio

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Thank Youso

Much