HR Management: Training & Development

HR Management: Training & Development


In this section we will define training and
its purpose as well as the basic training process. Included within this process is how
organizations identify training needs and select, implement, and evaluate training programs. Training is the process of teaching employees
the basic skills they need to perform their jobs or for developing additional skills.
The firm’s training programs must make sense in terms of the company’s strategic goals.
For example, if one of the goals of the company is to expand its international market, then
one of the things they may focus on is training their employees in multiple languages. Also,
training is part of the larger issue of performance management. This is an integrated, goal-oriented
approach to assigning, training, assessing, and rewarding employees’ performance. Managers
set goals for their employees and training is one of the ways an organization helps an
employee meets those goals. The training process includes these 5 steps.
It is important that each step in the process be completed thoroughly because each builds
on the other. The more time and effort spent on the previous step, the better the next
steps can be. Step one, needs analysis identifies the training
needs of an employee. The two main ways of identifying those needs are through a task
analysis and a performance analysis. The task analysis is a detailed study of a
job to identify the specific skills required, especially for new employees. A task analysis
record form can also be used. Here is an example of this form for a printing press operator.
The task analyses contain the following information: a task list; when and how often each task
is performed; the quantity and quality of performance expected; the working conditions;
the skills or knowledge required; and where those can best be learned. The second type of needs analysis is a performance
analysis. The goal here is to verify if there is a performance deficiency and to determine
whether that deficiency should be corrected through training or through some other means
(such as transferring the employee). There are several methods that can be used
to identify an employee’s training needs, including: 360-degree performance reviews;
job-related performance data; observations by supervisors or other specialists; and tests
of things like job knowledge and skills. When beginning the discussion of what types of
training methods to use, there are several tips to keep in mind to make the training
more effective. First, the learning needs to be meaningful.
Material that is meaningful is usually easier for trainees to understand and remember. For
example, it is important at the start of training to provide a bird’s-eye view of the material
to be presented. It is also valuable to use a variety of familiar examples and to organize
the information so it can be presented logically, and in meaningful units. Second, it is imperative to design the training
to make it easy for the skills being learned to transfer from the training site to the
job site. This can be accomplished by maximizing the similarity between the training environment
and the work situation and by providing time for adequate practice. It is also important
to provide a “heads-up” or some preparatory information that lets trainees know what problems
or situations may occur on the job. Lastly, it is important to motivate the learner.
This is easily done by defining for the learner why this training is important and how it
will benefit them. People learn best by doing– so provide as much realistic practice as possible
and allow them to learn at their own pace. Trainees also learn best when the trainers
immediately reinforce correct responses. With this is mind, take a look at several
different methods organizations can use when designing their training. I will not spend
time discussing all of them as you can read about them in your text, but understand that
each method has advantages and disadvantages. Thus, depending on the situation each method
can be a valuable tool for teaching employees new skills and behaviors. Step 3 is the validation process. By now the
term validity should be a familiar one. We discussed this in great detail during the
selection chapter, when we talked about how organizations create valid selection measures
for hiring new employees. In order to determine a training’s validity
the company must test the training on a sample of employees to see if those who receive the
training have better performance on the job than those who did not receive the training.
This sampling process should be conducted on multiple groups to make sure the training
is valid. Implementation, step four, is the easiest
to do if all the previous steps have been done well. Now we simply need to train the
employees that need to learn this new skill or behavior. It is important to schedule the
training at a time when the employee is fresh and that the training is broken down in to
small segments to lower the chance of fatigue. Step 5, evaluating the training, is the most
overlooked step. In many instances organizations will spend a lot of time and resources on
the first four steps and then completely forget about what is arguably the most important
part of the training process. My point is that it makes no sense for organizations to
spend hundreds and sometimes tens of thousands of dollars on designing a training program
to not have any proof that the training actually has proven results. There are four basic ways to measure training
effectiveness. The first is the trainee’s reaction to, or perception of, the training.
Did they like it? Did they enjoy it? These reactions are very similar to the types of
evaluations you complete at the end of every semester on your teachers. The second way
is to measure the trainee’s learning. This can be done by testing the individual’s knowledge
of the material covered. Third is to assess the trainee’s behavior. Are they using the
skills or behavior they learned in the training in the actual work environment? Lastly, organizations
should measure the results or outcomes of the training. In other words, did those who
participated in the training actually improve their job performance? This is an example
of a time series experiment. Before training, the company measures employee performance
several times. In a perfect world this is what all organizations hope to see as a result
of training. Ultimately, what organizations want to see is a significant increase in employee
performance which is illustrated on the right side of the graph. In the end, if organizations can’t track this,
and understand how training is affecting performance, then the training is not as effective as it
could be. In conclusion, today we have discussed the
basics of designing and implementing a training program. It is a complicated and time-consuming
process but in the end, a well-constructed training program is worth the effort which
must include all five steps.

49 thoughts on “HR Management: Training & Development”

  1. This is a complete summary of HR training that I have seen. Great work! Really helpful. – Raffy Perfecto- Magnitude HRD Philppines

  2. Hard-core results come from igniting the massive power of emotional commitment. Are your people committed?

    Let’s get right on top of the bottom line: You must live your personal values at work. Check out slapCompany

  3. I Really Like The Video This episode examines the processes involved in employee training and development. IU Southeast Instructor: Alysa Lambert From Your

  4. Thanks!!! The videos helped alot. So far my vert has improved by 10.5 inches.

    JUMPHIGHERPROGRAM.COMUV.COM

  5. Stop Wasting Up Your Time and
    Get Paid To Mess Around On Facebook And Twitter!
    GET PAID UPTO $25 to $35 AN HOUR… Only at 4NetJobs.com
    Work from the Comfort of your Home…
    We are Currently Hiring People from all Over the World,
    For a Wide Range of Social Media Jobs on Sites such as Facebook,Twitter and YouTube.
    You don't Need any Prior Skills or Experience and You can Begin Work Immediately!
    You Can Easily Make $4000 to $5000+ Monthly Income…Only at 4NetJobs.com

  6. Employee training and human resources is one of the most important pieces of a business.  This video is right on point!  Get more employee training, performance evaluations, talent hiring and hundreds of other HR advice and get 10% off (coupon code Google10) HR training manuals at hrsimple. com/products-pricing

  7. 1. Konsultan HRD
    Di dalam banyak perusahaan atau industri, posisi Human Resources Development atau bagian personalia merupakan salah satu bagian penting bagi kelangsungan hidup perusahaan tersebut. Sering kali posisi HRD dianggap sebagai nyawa dari suatu perusahaan sehingga tak jarang posisi ini cenderung mendapat otoritas yang cukup tinggi dan dominan di posisi manajerial perusahaan dalam mengambil langkah atau kebijakan bagi para pekerjanya.
    Pada prakteknya, cukup banyak dari para pencari kerja atau jobseeker yang menginginkan posisi ini, terutama bagi para jobseeker yang memiliki latar belakang pendidikan di bidang psikologi, ekonomi atau hukum. Mungkin banyak juga dari Anda yang tidak terlalu memahami tentang apa itu HRD dan mengapa pekerjaan ini dianggap sebegitu penting dalam suatu perusahaan. HRD atau dalam bahasa Indonesia disebut sebagai bidang sumber daya manusia, adalah bagian atau divisi dalam suatu manajemen perusahaan yang bertugas untuk mengatur serta mengembangkan sumber daya atau kemampuan seluruh pekerja yang ada dalam suatu perusahaan. HRD bertanggung jawab penuh dalam proses rekrutmen atau pencarian tenaga kerja, mulai dari mencari kandidat terbaik, melakukan sesi wawancara atau interview, sampai proses penyeleksian.

    Seorang HRD juga bertanggungjawab penuh dalam mengelola dan menggali kemampuan dari setiap tenaga kerja yang ada serta mengembangkan potensi para tenaga kerja ini melalui beberapa metode seperti membuat penilaian kinerja karyawan atau yang kita kenal dengan KPI (Key Performance Index) dan juga memberikan pelatihan-pelatihan atau training mengenai kepemiminan dan ketermapilan lain dalam dunia kerja. Selain itu, untuk menjadi seorang HRD diperlukan beberapa keahlian khusus seperti menguasai dan mampu mengoperasikan alat tes psikologi, memahami undang–undang ketenagakerjaan dan juga sistem penggajian (payment and payroll).

    Tetapi masih banyak kita temukan di beberapa perusahaan justru hrd ini di hapuskan dengan alasan bermacam-macam. Mereka mempercayakan tugas ke HRD an kepada perusahaan ketiga , misalnya Konsultan HR yang banyak ditemukan.

    Beberapa rung lingkup pekerjaan dari seorang HRD adalah
    1.Rekruitmen pekerja
    2. Seleksi / screening data dan sertifikasi calon karyawan
    3. Penyusunan Peraturan perusahaan
    4. Peningkatan kwalitas tenaga kerja dengan memberikan training dan workshop
    5. Menyelesaikan perselisihan buruh/karyawan-mengusaha
    6. Penyusunan standard penggajian karyawan I remunerasi
    7. MEMBERIKAN TRAINING
    8. dan lain-lain
    Kami sebagai perusahaan konsultan HRD siap membantu bapak / ibu dalam menyusun HRD sistem, Training, penyusunan peraturan perusahaan, review pp,  pembuatan sop, analisa jabatan, serta dapat juga memberikan konsultasi HR yang berbasis OS atau web.
     

    Silahkan menghubungi kami PT. KUMITU KONSULTAN

    JL. Hr rasuna said-kuningan – jakarta selatan

    Mobile :  081212 814843 I 087884302987 I 021 9279 5135

  8. great work on this video it helped about 40 persons understand their function much better, don't stop these videos…

  9. That wonderful tool helps you to automate new hire onboarding process in modern way! You can once build your own onboarding academy.Just copy and open CASE .XCOURSE .XYZ

Leave a Reply

Your email address will not be published. Required fields are marked *