T&D 1ST MODULE

8/6/2019 T&D 1ST MODULE

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WHAT IS HUMAN RESOURCE

DEVELOPMENT ?



TRAINING AND DEVELOPMENT

A process for enabling people to develop their knowledge, skills

and attitude; for effective performance of their (paid or unpaid)

work roles; for their personal growth and for interpersonaleffectiveness to; lead a fulfilled life as individuals, develop

harmonious relations in groups and thereby create a

progressive society free from conflict, poverty, ignorance and ill

health.

Human Resource Development




All living creatures can learn.

All people are endowed with a natural capacity for

learning.

Facilitation and reinforcement promote learning.

Learner·s viewpoints should be given due

consideration.

Different learning styles.Repeated practice of a learned competency increases

retention of learning.

PRINCIPLES OF HRD

Continues«.




Learning effectiveness requires a positive atmosphere.

Learning linked with career progression.

Learning context and practice context be the same.

Effective learning requires an environment free from distractionand disturbances.

Awareness on the part of the learner about the adverseconsequences of not-learning

Sequentially organized learning activities.

Initial activities of learning should be simple.

Learning programmes should be initiated at appropriate levels.

PRINCIPLES OF HRD



TRAINING IS A PART OF HRD«




Increase in efficiency

Increase in morale of employees

Better human relations

Reduced supervision

Increased organizational viability and resilience

Introduction of new strategies and working methods in the

organization

Advancement in technology

Organizational policy

ROLE/SCOPE/OBJECTIVES OF TRAINING




SEMINAR PRESENTATION

TOPIC

Need and Importance of Training ² Role No.1




Learning

Education Teaching

Seminars

Workshop

Conference

Coaching

IMPORTANT CONCEPTS AND

MEANINGS




TRAINING CYCLE

Training needs can arise

in a number of ways

Stage 1

Identification of

Training needs

Stage 2

Design of training solutions

Stage 3

Delivery of training solutions

Stage 4

Application of training in

the organizational environment

Stage 5

Evaluation of training solutions



Stage 1 - Identification of training needs

This initial stage of the training cycle

addresses finding out if there is, or

identifying, a training need. This stage will

help those who identify training needs to

consider why the training is required and itsexpected outcome and impact.



Stage 3 - Delivery of training solutions

This stage of the training cycle ensures thatthe delivery of the training is effective andprovides opportunities for the learners to

learn. This will involve choosing the mostappropriate format for meeting trainingneeds, and taking advantage of differenttraining methods.



Stage 4 - Application of training in

the organizational environment

This stage of the training cycle is concernedwith ensuring that all learning outcomes are

applied and reinforced in practice within the

organizational environment. This stage willhelp those who monitor the development of

individual learners and review their progress.



Stage 5 - Evaluation of training solutions

This stage of the training cycle deals with thecollection, analysis and presentation of informationto establish the improvement in performance thatresults from this. This stage will help those who

evaluate learning programmes, or who respond todevelopments in learning, or plan and introduceimprovements in learning interventions



TRAINING Vs DEVELOPMENT ± Roll No. 3

SEMINAR PRESENTATION TOPIC



TRAINING Vs EDUCATION ± Roll No. 5





CHANGING FOCUS OF TRAINING TOOLS ± ROLL

NO. 6



STAKEHOLDERS IN TRAINING

Participants

Organization

Training Agency



PARTICIPANTS

Key playersInvest a lot of time and effort

The willingness to invest is related to the benefits heexpects to derive.

The stakes for a participant are higher if he is accountable

to superiorsParticipant¶s nomination may affect his approach towardsthe programme

Stakes of the participants vary from person to person



Tasks of Organization

Identification of training needs

Selection of participants

Communicating expectations from the

programme

Monitoring the progress of its participants

Transfer of training to the field



Tasks of Training Agency

Providing appropriate environment to participants

Maintaining communication with the sponsoringorganizations

Consistency in what is advocated and practiced

Assisting the professional growth of the training staff

Maintaining the training team

Keeping pace with the developments in the field of study

Regular appraisal of its work



Training objective

´ Training objectives are defined on the basisof job responsibilities and job description and

on the basis of the defined objectives

individual progress is measured.



Beneficiaries of training objective

Beneficiaries

of training

objectives

Designer

Trainee

Evaluator

Trainer



Models of Training

System Model

Instructional System Development Model

Transitional Model



SYSTEM MODEL

Analyze

Design

Develop

Execute

Evaluate

FEEDB ACK



Instructional System Development Model

Analysis Planning

Development

Feedback

Execution



Transitional Model

Vision

Mission

values



THANK YOU !!!

T&D 1ST MODULE

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