HUMAN RESOURCE TRAINING

HUMAN RESOURCE TRAINING 2

GROUP FOUR

NAME REG.NOTIBULIHWA IRENE TINKA ES13B05/803KIBUKA JEFFERSON ES13B05/328NATUKUNDA VANESSA ES13B05/540AKULLO MOUREEN ES13B05/012KABUYE BOB CHARLES ES13B05/340NABALAYO JULAINA S12B24/502

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DEFINITION

Training is any attempt to improve current or future employee performance by increasing an employee’s

ability to perform through learning, usually by changing the employee’s attitude or Increasing his/her skills &

knowledge.(ASK)

Training refers to the methods used to givenew or present employees the skills theyneed to perform their jobs. (Gary Dessler,

2004)30TH JUNE 2015

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RATIONALE OF TRAINING

Familiarize new entrants to organizational mission, vision, rules and regulations plus the working conditions.

Existing employees are trained to enhance and refresh their knowledge.

Done for employees to cope up with any updates and amendments that may immerge from technology.

When promotion and career growth becomes important.

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Importance of training

Optimum utilization of human resources in the organization.

Development of human resources through expanding their knowledge

Development of skills of employees. Increases productivity and efficiency Enhances team spirit through work done together

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Importance of training

Creates a learning culture in the organization.

Improves quality of work & work life.

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Training cycle

Training cycle model

There are 5 phases of training cycle.

1. Needs analysis2. Instructional design3. Validation4. Implementation5. Evaluation

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Training cycle (cont’d)

1. Needs analysis Although there are common training themes that can be leveraged throughout the company, each department will have its own unique set of training needs.

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Training cycle (cont’d)

2. Instructional design The training team then decides and compiles the training program content. The method of training (training delivery mode) is also decided on at this stage. 3. ValidationAfter developing the training content it necessary to validate the content before we conduct the training programs. During the pilot stage one needs to run a mock training program in the presence of all the team who were involved in the content development. Any modifications to the content based on the sample run can be incorporated at this stage.

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Training cycle (cont’d)

4. ImplementationThis is the stage where training of the whole target group is done.5. EvaluationThe knowledge/Skill/Attitude acquired by the trainees to be evaluated at this stage. This is done in order to assess the programs failures and successes.

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Need for assessment

Step 1: Perform “gap” analysis. Current situation and Desired or necessary situation. Step 2: Identify priorities and importance.This is done to determine how important the list of training needs and developed career are toward the organizational goals

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Continuation of assessment needs

Step 3. identify causes of performance problems or opportunities.

It should know what their performance requirements are if appropriate solution are required. Step 4. identify possible solutions and Growth

opportunities. If people are doing their jobs effectively, perhaps the organization leaves well enough alone.

TRAINING METHODS

On-the-job trainingOff-the-job training

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On-the-job training & rationale

(1) On-the-job training – training a person tolearn a job while working at it. It is a simple and cost-effective training method. The employees are trained in actual working scenario by “learning by doing”. Examples of on-job training methods are

-job-rotation, -Coaching/mentorship -temporary promotions-job instruction-apprenticeship

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Off-the-job training & rationale

Training is provided away from the actual working condition. Instances of off the job training methods are workshops, case study, role playing, group discussions Such method is costly and is effective if and only if large number of employees have to be trained within a short time period.

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EVALUATION

According to Fay Twersky and Karen Lindblom Dec 2012, evaluation “is an independent, systematic investigation into how, why, and to what extent objectives or goals are achieved”.

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Types of evaluation

Impact evaluation. Assesses the changes that can be attributed to a particular intervention.

Performance. Assesses the performances of the trainees.

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Types of evaluation

Summative. Assesses the implementation of the training.

Developmental. This is a learn by doing.

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The importance of evaluation of training

Determining changes in performance Helps to ascertain the organization's

investments pay-off. Helps in getting information Helps in improving the management and

effectiveness

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METHODS OF COLLECTING DATA UNDER EVALUATION

Interviews with relevant parties Observation Tests Material analysis Record analysis

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METHODS OF PERFORMANCE EVALUATION

Post-training performance method Time series/ pre-post training method Pre-post training performance with control

group method.

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Management Development

Management development is the attempt to improve managerial performance by imparting knowledge, changing attitudes or increasing skills(KAS) to enhance future performance of the company.

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Management development methods

Management education

• Acquiring more education

Management training

• Increasing skill knowledge

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Management development methods contd.

On-the-job*Job rotation-moving from department to department*Action learning- working and solving problems in other departments*coaching/mentorship*Apprenticeship

Off-the-job*Case study- presentation of organizational problem to diagnose and solve.*Management games- team of managers compete by making computerized decisions regarding realistic though stimulated situations.*Role playing*Sensitivity training

Human resource training.

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Succession planning

Management development leads to succession planning.

Success planning is a process through which senior-level openings are planned for & eventually filled.

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Challenges of training& development.

Age, gender and professional status. Bias towards gender assuming the trainer is female and the trainees are male.

Mentality. Not all the people in the organisation understand the essence of training as they feel self sufficient.

Monetary terms. Some organisations don’t have a budget line for training as they find it expensive.

Lack of commitment towards training by the employees

be the importance attached to the information.30th JUNE 2015

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Challenges contd.

• Scheduling training can be one of the most difficult challenges a human resource department can face. Many managers are reluctant to let employees take much time away from their duties for training.

• Rapid changes in technology, corporate initiatives and programs makes it difficult to adequately prepare training materials and deliver training to employees need information and new skills.

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conclusion

Human resource training and development is very essential for all organizations so as to maximize their resources in this competitive age.

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THANK YOU

Q&A

30TH JUNE 2015 HUMAN RESOURCE TRAINING