HUMAN RESOURCE MANAGEMENT

ASSIGNMENT

SUBMITTED BY,

Rajalakshmi.K

19401006

MBA-Data Analytics
 TRAINING AND DEVELOPMENT
 Training and Development is a subsystem of an organization
which emphasize on the improvement of the performance of
individual and groups.
 Training is an educational process which involves the sharpening
of skills, concepts, changing of attitude and gaining more
knowledge to enhance the performance of an employees.
 Good and efficient training of employees helps in their skills and
knowledge development,which eventually helps a company
improve.
 In training,the initiative taken by the management with the
objective of meeting the present need of an employee.In
development, initiative is taken by the individual with the objective
to meet the future need of an employee.
 More employees today are taking advantages that training can
strengthen employee commitment.This is one reason why high
commitment firms like Toyota provide two weeks of training per
year for all employees-about double the national average.

IMPORTANCE OF T&D:
 Increase optimum utilization of human resources
 Enhances skill development
 Increase profitability
 Improve quality and safety
 Improves organizational culture
 Improves the company’s morale and corporate image

NEED FOR T&D:

  To set up the benchmark of improvement so far in the performance
improvement effort
 To train about the specific job responsibility and skills like
communication management, team management, etc
 To test the new methodology for increasing the productivity
 When management thinks that there is no need to improve the
performances of employees

T&D PROCESS:
Training and Development is a continuous process as the skills,
knowledge and quantity of work needs constant improvement. Since
businesses are changing rapidly, it is critical that companies focus on
training their employees after constantly monitoring them & developing
their overall personality.
Steps for training and development processes are:
1. Determine the need of training and development for individuals or
teams
2. Establish specific objectives & goals which need to be achieved
3. Select the methods of training
4. Conduct and implement the programs for employees
5. Evaluate the output and performance post the training and
development sessions
6. Keep monitoring and evaluating the performances and again notice if
more training is required

ADVANTAGES OF T&D:
  Helps employees develop new skills and increases their knowledge
 Improves efficiency and productivity of individuals and teams
 Keeps employees motivated and enhance contribution levels
 Creates new and improved job positions

HCL:
HCL has adopted a number of innovative methods of training and
developing talent within the organization. The extensive program
includes:
Five methods
1. Computer based training
2. Instructor Led Training
3. Web based training
4. On the job training
5. Blended training
Four tracks
1. In campus
2. Fresher
3. On-going
4. Re-skill
Three streams
1. Technical Training
2. Domain Training
3. Behavioural Training
Two Channels
1. Leaders teach(an internal training program)
 2. Talent Transformation and Intrapreneurship Development Team

DELL
Training Methods:
 On-the-job Training
 External sources
On-the-job Training:
Dell provides full opportunity to its employee to develop themselves and
also train them according to the requirements of their job.
External sources:
A trainer, facilitator and subject matter expert are brought into the
organization to provide the training session or an employee are be sent
to one of these learning opportunities are provided in the form of
seminars, classroom training courses and workshops.

ICICI BANK
Training Methods:

 E-learning courses
 Leadership Mentoring Program
 Behavioural Programs
 6 months banking diploma course
 Probationary officers Program
More:

 Provide employees the necessary environment to grow

 Provide more authority for the employee to self-manage and make
decisions
  Allow employees to pursue training and development in directions
they choose and in that way, they want, not just in company-
assigned directions
 Cross-functional training should be done so that they can be
absorbed in other job as well when the need arises

GENERAL MOTORS:
General Motors consist of two methods. They are formal and informal

FORMAL EFFECTIVENESS
Classroom Based: Executive, Since large groups are trained(200)
Business, and management effectiveness is more of a average
development programs
Classroom/Lab: Financial This is more effective since
Management Program participants can see the immediate
application of the learned subject
E-Learning based programs More cost effective as well as
participants gets the freedom to
learn at their own phase. But lacks
the value addition from a trainer

INFORMAL EFFECTIVENESS
On-the-job Training:”work-out Highly effective, employee learn
program” taking out “Fat” from on the job and see the results
system
Action-Learning: Taking Consultant Conceptual thinking to more
Role execution level knowledge can be
gained through this approach
Job-rotational program Takes some time to ramp-up but
very practical learning approach to
expanding employee abilities

THE PROCTER & GAMBLE COMPANY(P&G)

Training Methods:
 On the Job Approach
 Off the Job Approach

ON THE JOB APPROACH

JOB INSTRUCTON TRAINING:

1.Trainees are prepared

2.Trainers note the trainee’s skills and capabilities they possess. Jobs
requirement are told to trainees to make tem realize the training needs
3.Trainers provide trainees a room to recognize their potential by
explaining jobs in detail and consequences of well done work
4.This step is known as follow up.Trainees get feedback and help
from trainers. And some learning material or instructions are given to
trainees
JOB ROTATIONS:

 To make a person well informed about different jobs

 To alleviate boredom
 To develop rapport
COACHING:
  When employees have learned new skills so, coaching helps them
to apply that skill
 When helping the employees have consequences of much better
performance
 When an employee realizes that something is needed to change is
any task, but they don’t know what is it
 When a team member brings a problem to manage. That creates
hindrances in his work
OFF THE JOB APPROACH
ACTION LEARNING

 Employees are given the problems and asked to solve problems

within a time period
 To improve decision making skills
WEB BASED TRAINING:

 This is an internet based training or we can say virtual learning

training
 Web conference, web seminars or video learning is done in this
web based trainings
SEMINARS:

 Lecture based training

WHIRLPOOL CORPORATION
ON THE JOB:
 Coaching
 Mentoring
 OFF THE JOB:

 Class room
 Case studies
 Lecture/Discussion
Duration:

 7 months training programs

 In one week, 5 days training to manager
 2 session per day
Resource Persons:

 Faculty from the Babson college school of executive education

 Centre for creative leadership
Activities:

 Leader’s roll play

 Lecture / discussion
 Case study
 Leadership games
Aids:

 LCD projector
 Internet
 Activity sheet
 Videos

AIRTEL
On the job method:
 Job rotation
 Coaching
 Job Instructions
OFF the job method:
 Vestibule Training
 Conference
 Lecture Method
 Role Playing

APPLE INC
Types of Method Examples
Training Sessions Traditional Classroom
Simulations
Self-Managed Strategies
Performance Opportunity
Career Management Systems Self-assessment Programs
Mentoring Systems
Action Planning
Organizational Development Team Building
Intervention Activities Inter-group Activities
Survey Feedback Activities
Structural Activities
Process Consultation
Blake-Mouton Grid Activities
 Third Party Peacemaking
Coaching and Counseling
Career Planning
Goal Setting
System Redesign Search Conferences
Confrontation Meetings
Strategic Planning

TOYOTO
Training Methods:
 Training by lecture
 Training by presentation
 Coaching
 On the job training
 Self training
 Job rotation
 Movies/videos/computer based training
 Training by Group discussion
 Training by seminar
 Training by Projects
 Panel training
 Tutorial training
 E-training

LIFE INSURANCE CORPORATION(LIC)

Methods of training and development:
1. On the job training
2. Off the job training
 3. Programmed instructions

On the Job training:

 Apprenticeship program
 Job Instruction
 Job Rotation

Off the Job training:

 Class room lectures
 Seminars/Conferences
 Simulation Exercise
1. Case study
2. Experiential Exercises
3. Computer Modeling

Technology-Based Learning:
 Basic PC-based programs
 Interactive multimedia-using a PC based CD-ROM
 Interactive video
 Web-based training programs