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INTRODUCTION

Understanding Training and its needs

The human resource department should for an individual to be aware of it. The
go hand-in-hand with the changes in company is to keep track of the same and
technology, employee needs, company improve the skills of its workforce.
strategy, and competitor policies for Similarly training for having awareness
drawing out exemplary outcome from on the existing safety measures in the
the employees. The company expects the company is a must. In many companies,
human resource department to train the the fire force department is invited to
employees in every manner for give ample training on how to deal with
maximizing its wealth. Before the actual an emergency in case of fire. The
training the HRD should be aware of the employees are given the actual training
changes that have taken place in the to have an idea on the steps to be taken
technology. Then it is to identify the key for ensuring smooth evacuation. In
skills required for fulfilling the task and case of manufacturing companies,
compare it with the actual present within training is provided to prevent industrial
the manpower so as to bridge the gap accidents. Industrial accidents not only
between them. Training should evolve reduce the morale of the people, but also
those skills that are inevitable for the eat up a significant portion of the
attainment of the company strategy. company profits. A negative morale is
Employees, on the other hand, expect highly expensive for the company.
training to aid in their personal Training is also provided for improving
development. The human resource the communication skills of the
department is to consult the employees employees. Training on the market
to recognise their needs to act situations, competitor policies, company
accordingly. Companies provide training strategy, professional associations, etc
for improving the technical skills of its improves general awareness which can
people. The rapid speed at which the bring out innovative ideas. With the
technical changes occur and the volume economy opening up as the result of
of changes happens makes it impossible globalization, the human resource

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department is to provide cross culture training for better customer relationship.

Companies like Wipro conducts language classes for easy communication. How to fight
stress is a key area for which ample amount of training is needed.

On the basis of the needs, the HR is to identify the trainer who has mastered in her
profession. Trainers should have a thorough knowledge of the topic, good communication
skills, and excellent listening skills. Participation of the trainees makes it livelier. The
trainer must have a general awareness on the company needs, its goals, strategy, policies,
and work culture for better results. Training could be on-the-job training, classroom
training, or distant education. The human resource department must provide the
infrastructure required for training. Feedback after training helps in analyzing the
effectiveness of the training.

Thus from the HR perspective, training is a highly responsible job requiring direct contact
with the every aspect related to the business. Training is a means of making better use of
human resources in the organization by developing people to meet the requirements of the
job to be done. Any attempts to extend the experience of training officers into broader
human resource specialist roles is to change the trainer into a more exotic role that would
be beyond the aspiration of all but a minority of training officers.

It is a learning process that involves the acquisition of knowledge, sharpening of skills,

concepts, rules, or changing of attitudes and behaviors to enhance the performance of
employees.

Training is activity leading to skilled behavior.

Its not what you want in life, but its knowing how to reach it
Its not where you want to go, but its knowing how to get there
Its not how high you want to rise, but its knowing how to take off
It may not be quite the outcome you were aiming for, but it will be an
outcome
Its not what you dream of doing, but its having the knowledge to do it
It's not a set of goals, but its more like a vision
Its not the goal you set, but its what you need to achieve it

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Training is about knowing where you stand (no matter how good or bad
the current situation looks) at present, and where you will be after some
point of time.
Training is about the acquisition of knowledge, skills, and abilities (KSA)
through professional development

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Importance Of

Training and Development

The principal objective of training and development division is to make sure the availability of a
skilled and willing workforce to an organization. In addition to that, there are four other
objectives: Individual, Organizational, Functional, and Societal.

Individual Objectives help employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization.

Organizational Objectives assist the organization with its primary objective by bringing
individual effectiveness.

Functional Objectives maintain the departments contribution at a level suitable to the

organizations needs.

Societal Objectives ensure that an organization is ethically and socially responsible to the
needs and challenges of the society.

Various objective are discussed below

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Optimum Utilization of Human Resources Training and Development helps in

optimizing the helps to expand the horizons of human intellect and an overall
personality of the employees.
Productivity Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.
Team spirit Training and Development helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn
within the employees.
Organization Culture Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization.
Organization Climate Training and Development helps building the positive
perception and feeling about the organization. The employees get these feelings from
leaders, subordinates, and peers.
Quality Training and Development helps in improving upon the quality of work and
work-life.
Healthy work-environment Training and Development helps in creating the
healthy working environment. It helps to build good employee, relationship so that
individual goals aligns with organizational goal.
Health and Safety Training and Development helps in improving the health and
safety of the organization thus preventing obsolescence.
Morale Training and Development helps in improving the morale of the work force.
Image Training and Development helps in creating a better corporate image.
Profitability Training and Development leads to improved profitability and more
positive attitudes towards profit orientation.
Training and Development aids in organizational development i.e. Organization gets
more effective decision making and problem solving. It helps in understanding and
carrying out organizational policies
Training and Development helps in developing leadership skills, motivation, loyalty,
better attitudes, and other aspects that successful workers and managers usually
display.

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Importance Of

Training Objectives

Training objective is one of the most important parts of training program. While some people
think of training objective as a waste of valuable time. The counterargument here is that
resources are always limited and the training objectives actually lead the design of training. It
provides the clear guidelines and develops the training program in less time because objectives
focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee
that what is expected out of him at the end of the training program. Training objectives are of
great significance from a number of stakeholder perspectives,
1. Trainer
2. Trainee
3. Designer
4. Evaluator

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The Training Models

System Model Training

The system model consists of five phases and should be repeated on a regular basis to make
further improvements. The training should achieve the purpose of helping employee to perform
their work to required standards. The steps involved in System Model of training are as follows:

1. Analyze and identify the training needs i.e. to analyze the department, job, employees
requirement, who needs training, what do they need to learn, estimating training cost, etc The
next step is to develop a performance measure on the basis of which actual performance would
be evaluated.

2. Design and provide training to meet identified needs. This step requires developing
objectives of training, identifying the learning steps, sequencing and structuring the contents.

3. Develop - This phase requires listing the activities in the training program that will assist the
participants to learn, selecting delivery method, examining the training material, validating
information to be imparted to make sure it accomplishes all the goals & objectives.

4. Implementing is the hardest part of the system because one wrong step can lead to the
failure of whole training program.

5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent
work performance. Making necessary amendments to any of the previous stage in order to
remedy or improve failure practices.

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Transitional Model

Transitional model focuses on the organization as a whole. The outer loop describes the vision,
mission and values of the organization on the basis of which training model i.e. inner loop is
executed.

Vision focuses on the milestones that the organization would like to achieve after the defined
point of time. A vision statement tells that where the organization sees itself few years down the
line. A vision may include setting a role mode, or bringing some internal transformation, or
may be promising to meet some other deadlines.

Mission explain the reason of organizational existence. It identifies the position in the
community. The reason of developing a mission statement is to motivate, inspire, and inform
the employees regarding the organization. The mission statement tells about the identity that
how the organization would like to be viewed by the customers, employees, and all other
stakeholders.

Values is the translation of vision and mission into communicable ideals. It reflects the
deeply held values of the organization and is independent of current industry environment. For
example, values may include social responsibility, excellent customer service, etc.

The mission, vision, and values precede the objective in the inner loop. This model considers the
organization as a whole. The objective is formulated keeping these three things in mind and then
the training model is further implemented.

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Instructional System Development Model

(ISD Model)

Instructional System Development model was made to answer the training problems. This
model is widely used now-a-days in the organization because it is concerned with the training
need on the job performance. Training objectives are defined on the basis of job responsibilities
and job description and on the basis of the defined objectives individual progress is measured.
This model also helps in determining and developing the favorable strategies, sequencing the
content, and delivering media for the types of training objectives to be achieved.

The Instructional System Development model comprises of five stages:

1. ANALYSIS This phase consist of training need assessment, job analysis, and target
audience analysis.

2. PLANNING This phase consist of setting goal of the learning outcome, instructional
objectives that measures behavior of a participant after the training, types of training material,
media selection, methods of evaluating the trainee, trainer and the training program, strategies
to impart knowledge i.e. selection of content, sequencing of content, etc.

3. DEVELOPMENT This phase translates design decisions into training material. It consists
of developing course material for the trainer including handouts, workbooks, visual aids,
demonstration props, etc, course material for the trainee including handouts of summary.

4. EXECUTION This phase focuses on logistical arrangements, such as arranging speakers,

equipments, benches, podium, food facilities, cooling, lighting, parking, and other training
accessories.

5. EVALUATION The purpose of this phase is to make sure that the training program has
achieved its aim in terms of subsequent work performance. This phase consists of identifying
strengths and weaknesses and making necessary amendments to any of the previous stage in

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order to remedy or improve failure practices.

The ISD model is a continuous process that lasts throughout the training program. It also
highlights that feedback is an important phase throughout the entire training program. In this
model, the output of one phase is an input to the next phase.

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Training Options

There 4 training options that an organization can consider before providing training to their
employees:
Outsourcing: Outsourcing exempts the organizations to concentrate on its core business. Also,
with the availability of sufficient amount of know-how, proficiency in the market it does not make
business sense for organizations to have a separate training division. One approach is to tie up with
some reputed training or educational institutes and send employees for training. This way,
company gets to avail the required expertise and high-quality training programs and saves money
on content development, recruiting, and maintaining training team. The only issue in outsourcing
training is that the quality of training has to be frequently tracked so as to ensure the trainers
performance and training effectiveness.

Internal Training: A lot of questions has been raised whether to go in for training outsourcing or
setting up an internal division for training. Some companies recruit external trainers and call them
to the company site make them use their tools to train employees. This alternative is generally for
the new joinees who are given the fundamental or job-related training in-house and then send
outside

for higher training.

Product-related Training: The dealer who delivers the apparatus or installs the system offers the
initial training. The user may negotiate with the dealer for a regular upgradation of product-related
know-how or expertise in place of a one-time training. The apparatus dealer may choose to send
their trainers or recruit outside trainers.

Independent Professionals: Considering the emerging threats and opportunities, the professionals
need to keep themselves updated of the developments. In this option, the responsibility of training
is entirely on the individual and a better-trained professional will always have better market worth
than others

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Training Design

The design of the training program can be undertaken only when a clear training objective has
been produced. The training objective clears what goal has to be achieved by the end of training
program i.e. what the trainees are expected to be able to do at the end of their training. Training
objectives assist trainers to design the training program.

The trainer Before starting a training program, a trainer analyzes his technical, interpersonal,
judgmental skills in order to deliver quality content to trainers.

The trainees A good training design requires close scrutiny of the trainees and their profiles.
Age, experience, needs and expectations of the trainees are some of the important factors that
affect training design.

Training climate A good training climate comprises of ambience, tone, feelings, positive
perception for training program, etc. Therefore, when the climate is favorable nothing goes
wrong but when the climate is unfavorable, almost everything goes wrong.

Trainees learning style the learning style, age, experience, educational background of
trainees must be kept in mind in order to get the right pitch to the design of the program.

Training strategies Once the training objective has been identified, the trainer translates it
into specific training areas and modules. The trainer prepares the priority list of about what
must be included, what could be included.

Training topics After formulating a strategy, trainer decides upon the content to be delivered.
Trainers break the content into headings, topics, ad modules. These topics and modules are then
classified into information, knowledge, skills, and attitudes.

Sequence the contents Contents are then sequenced in a following manner:

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From simple to complex

Topics are arranged in terms of their relative importance
From known to unknown
From specific to general
Dependent relationship

Training tactics Once the objectives and the strategy of the training program becomes clear,
trainer comes in the position to select most appropriate tactics or methods or techniques. The
method selection depends on the following factors:
Trainees background
Time allocated
Style preference of trainer
Level of competence of trainer
Availability of facilities and resources, etc

Support facilities It can be segregated into printed and audio visual. The various requirements
in a training program are white boards, flip charts, markers, etc.

Constraints The various constraints that lay in the trainers mind are:
Time
Accommodation, facilities and their availability
Furnishings and equipments
Budget
Design of the training, etc

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Training Implementation

To put training program into effect according to definite plan or procedure is called training
implementation. Training implementation is the hardest part of the system because one wrong
step can lead to the failure of whole training program. Even the best training program will fail
due to one wrong action.

Training implementation can be segregated into:

Practical administrative arrangements
Carrying out of the training

Implementing Training

Once the staff, course, content, equipments, topics are ready, the training is implemented.
Completing training design does not mean that the work is done because implementation phase
requires continual adjusting, redesigning, and refining. Preparation is the most important factor
to taste the success. Therefore, following are the factors that are kept in mind while
implementing training program:

The trainer The trainer need to be prepared mentally before the delivery of content. Trainer
prepares materials and activities well in advance. The trainer also set grounds before meeting
with participants by making sure that he is comfortable with course content and is flexible in
his approach.

Physical set-up Good physical set up is pre-requisite for effective and successful training
program because it makes the first impression on participants. Classrooms should not be very
small or big but as nearly square as possible. This will bring people together both physically
and psychologically. Also, right amount of space should be allocated to every participant.

Establishing rapport with participants There are various ways by which a trainer can
establish good rapport with trainees by:

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Greeting participants simple way to ease those initial tense moments

Encouraging informal conversation
Remembering their first name
Pairing up the learners and have them familiarized with one another
Listening carefully to trainees comments and opinions
Telling the learners by what name the trainer wants to be addressed
Getting to class before the arrival of learners
Starting the class promptly at the scheduled time
Using familiar examples
Varying his instructional techniques
Using the alternate approach if one seems to bog down

Reviewing the agenda At the beginning of the training program it is very important to
review the program objective. The trainer must tell the participants the goal of the program,
what is expected out of trainers to do at the end of the program, and how the program will run.
The following information needs to be included:

Kinds of training activities

Schedule
Setting group norms
Housekeeping arrangements
Flow of the program
Handling problematic situations

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Training Evaluation

The process of examining a training program is called training evaluation. Training evaluation
checks whether training has had the desired effect. Training evaluation ensures that whether
candidates are able to implement their learning in their respective workplaces, or to the regular
work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the objectives and linking
it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge, transfer of

knowledge at the work place, and training.

Control: It helps in controlling the training program because if the training is not effective,
then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses the
evaluative data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are aligned with the
expected outcomes.

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Process of Training Evaluation

Before Training: The learners skills and knowledge are assessed before the training
program. During the start of training, candidates generally perceive it as a waste of resources
because at most of the times candidates are unaware of the objectives and learning outcomes
of the program. Once aware, they are asked to give their opinions on the methods used and
whether those methods confirm to the candidates preferences and learning style.

During Training: It is the phase at which instruction is started. This phase usually consist of
short tests at regular intervals

After Training: It is the phase when learners skills and knowledge are assessed again to
measure the effectiveness of the training. This phase is designed to determine whether training
has had the desired effect at individual department and organizational levels. There are various
evaluation techniques for this phase.

Techniques of Evaluation

The various methods of training evaluation are:

Observation
Questionnaire
Interview
Self diaries
Self recording of specific incidents

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Feedback

Control Research

Purpose of
Training
Evaluation

Power Intervention

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STAKEHOLDERS OF

TRAINING FUNCTION

ORGANISATION

An organization has a very close relationship with the trainee and the trainer because it is

the first contact for both.

The demand for the training in the organization increases when the organization wants:

To hire new people training as a means of training new recruits

To Expand When the company wants to increase its headcount
To increase certain number of staff (in position) by a certain date
To enhance the performance of employees
Organizations name to be a part of training unit

Demand for training also increases when there is change in the nature of job, change in taste
of consumer, change in methods of product development, etc. The organization goes through
the following steps for the transfer of training to the field.

But the problem arises when the organization outsource the training process. In this situation the
organization assumes that the trainer must be aware of the type of training need s of the
participants and their organization and their content will meet those needs. This leads to failure of
the program, which results in collusion. Therefore, its a foremost duty of the organization to
make the trainer and their organization aware of their culture, climate, responsibilities of
organization, etc.

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TRAINEE Role Of Trainee in Transfer of Training

The trainee is a major stakeholder in a training program. The whole training program is
developed for the trainees only. Each candidate plays an important role in the transfer of
training because one participants attitude regarding the training influence the other
participants and also each participant can assist by advancing the learning process to realize
the training objectives.

Participants willingness to invest in the program is directly proportional to the benefits of the
learning that the trainee could expect. Each participant forms their own perception towards
training. Some perceptions remain the same during the program, while some faded depending
upon the assessment of a program by the participant. Some personal factors that affect the
trainees learning are:

Family Situation
Personal Problems
Relation between the training program and personal objective
Level of self esteem
Benefits expected from training
Comfort level with the trainer
Learning style of trainee
KSA of trainee
Previous training experiences
Desire for professional growth and development

Some environmental factors that affect the trainees learning are:

Relationship with colleagues and subordinates

Training team
Trainer team

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Training objective
Content of training
Training design i.e. methods, techniques, and strategies
Environment in the program
Composition of training group
Infrastructure i.e. eating facilities, tea/coffee breaks

No matter how good the training program is, in the end it is the participant only who decides
whether to change his behavior or not. Trainees do not change their behavior merely because
someone tells them to do. They change when they feel there is a need of it. They do it with
their own learning style. The trainer and the organization can only try to remove the mental
blocks of the trainee, rest depends on trainee itself.

TRAINER - Importance and Role

The effective transfer of training depends a lot on the trainer because it is the trainer only who
can remove the mental block of trainee, motivate the trainee to learn, delete the negative
perception of the trainee regarding the training. Besides all that, a lot depends on personality of
trainer also.

The major competencies that are required to be present in a trainer are:

Presentation Skills
Business Skills i.e. budgeting, time management, negotiation, etc.
Content Development i.e. material production, graphics, layouts, etc
Self development i.e. interpersonal skills, good listening skills, flexible, accepting the share of
accountability, etc

Trainers Skills
The skills that need to be present in a trainer are:

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Training Design
Evaluating the training program
Training need analysis
Worksheet design
Exercises design

FACILITATION Of Training

Facilitation of Transfer of Training through Focus on Trainee and Organization Intervention

Focus on Trainee
Focus on Organization Intervention

Focus on Trainee
Training is successful not only with good training design and training objectives but also with
the readiness and willingness of the trainees. For the training to be successful, three things are
required,
1. Motivation
2. Knowledge, Skills, and Attitudes (KSAs)
3. Expectations towards Training

Expected Performance is directly proportional to the multiplication of motivation, required

KSAs, and expectations towards training i.e.

Motivation If the trainee is not motivated to learn, no learning is likely to occur no matter
how good the training methods are, or how talented the trainees are. Therefore, it is important
to intervene before training and provide them the information about the learning outcome that
they can expect and how the learning outcome will help in achieving the objectives. This
increases the motivation to learn and to be successful in training.

Expectations Positive expectations matter a lot in a training program. If the trainee

perceives the training as waste of time, and waste of resources, no learning is likely to occur.
No learning is possible with negative perception. On the other hand, if the trainee believes and

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expects that the training would help him to improve upon his professional skills and would
further help him in achieving his personal goals, the probability of training to meet the
objective increases.

Knowledge, Skills, and Attitudes (KSAs) It is important that the selected trainees should
have the right KSAs for the training because even if the methods and contents of the training
is good but the candidates do not have the right KSAs, the training program will fail. Also the
training methods would not be effective if the candidates are lacking the desired skills.
Therefore, proper selection technique is must that would ensure that hired have the requisite
KSAs to be successful in training.

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Training Through

Organization Intervention

Failure of training is not always because of lack of KSAs but sometimes it is because of the
organizational forces also. These forces also hold back the transfer of training, and learning.
Therefore, it is important to keep in check those forces. For the successful transfer of training,
it is necessary to have supervisor support, trainer support, peer support, reward system,
climate and culture.

PEERS SUPPORT Peer support can also help in transfer of training, for example, if the
trainee is the only one who is receiving training in the department then probably the
experienced peers might put pressure on trainee to forget the training and work. This situation
also hampers in transfer of training. However, this situation can be avoided by involving the
entire department in training,also by encouraging the learning culture in the organization.

SUPERVISOR SUPPORT can affect their employees learning in number of ways, for
example, if the trainee is motivated to learn and receives full support from their supervisor,
then this support in turn encourages the employee to learn as much as possible. Also,
supervisor can also reduce the negative factors of training, such as, the work that piles up
during training that makes the employee uncomfortable and employees negative perception
about the training program.

TRAINER SUPPORT can also have a positive impact on the transfer of training. Gone are
the days, when the trainers role used to get over once the training program is done. Trainers
role is now extended to the work place also. Besides training, trainers role is to keep a check
on how trainees are performing and help them and discuss with them if they encounter any
problem in the workplace.

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CLIMATE Apart from supervisor support, peers support, trainer support, Climate factor
also comprises of company polices, attitude of upper management towards employee, towards
training. If these factors are positive then the climate will also support the transfer of training.
It is the organizations foremost duty to make the employees realize through these factors that
adequate amount of time and resources are spent on them for their professional and personal
development.

CULTURE also have the impact over the transfer of training. If the culture of the
organization provides enough opportunities to its employees to implement what they have
learnt in the workplace and provide them variety of others factors such as, social support,
challenging jobs, etc then the likelihood of the transfer of training increases.

REWARD SYSTEMS If the learning outcome that helps in achieving the objectives is
linked to reward system then the probability of the success of training would increase.

Peer Support

Reward Supervisor
System Support

Training through
Organisation
Intervention

Trainer
Climate
Support

Culture

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