Training and

Development
(T&D)
Dr Khansa Lodhi
O29 campus III
 Key Themes
• The strategic and transformational role of human
resource training and development in the
management of people and organizations

• The learning process for individuals and

organizations

• The management of structured development for

individual, groups and organization.

• The evaluation of learning, training and

development activities and approaches.
 Key Knowledge Areas
• The role that business-led human resource training
and development plays in improving organisational
performance;

• The principles that underpin how people learn the

new skills and acquire knowledge;

• The analysis of development needs at the

individual, group and organisational levels;

• The design and delivery of learning and

development programmes
 Learning Outcomes
• Analyse development needs at the individual,
group and organisational levels

• Design and critique a variety of development

activities for the individual, group and organisation.

• Evaluate the processes and outcomes of individual

and organisational development.

• Critically appraise the strategic role of training and

development in organizations.
 Key Knowledge Areas
• The role that business-led human resource
development plays in improving organisational
performance;

• The principles that underpin how people learn the

new skills and acquire knowledge;

• The analysis of development needs at the

individual, group and organisational levels;

• The design and delivery of learning and

development programmes.
 Learning Outcomes
• Analyse development needs at the individual,
group and organisational levels

• Design and critique a variety of development

activities for the individual, group and organisation.

• Evaluate the processes and outcomes of individual

and organisational development.

• Critically appraise the strategic role of human

resource development in organizations.
 Key Skills
• cognitive skills of critical thinking, analysis and
synthesis;

• identifying, formulating and solving organisational

development issues;

• academic and business written communication;

• group and individually based learning;

• research in current human resource development

issues.
 Teaching Strategies
Methods Responsibilities
• Lecture Programme. • Participation

• In-class exercises and • Attendance

discussions. Quizzes
• Team work –
• Article presentation contribution
and discussion
• Preparation
• Guest speakers
• Reading and Research
 Assessment
• Term Exam – 75% of final mark
(15+20+40)
• Class participation 5%
• Quiz 10%
• Assignment/ Project/ Presentation
10%
 Learning Objectives
• Define the key terms, training, learning
and development
• To understand what is meant by effective
training design
• Importance of training and development
• Describe the purpose of T&D
• Determine the role and responsibilities of
T&D in the organization
Tensions: work and learning
• ‘The workplace is enormously significant as a
site of learning both for accessing formal
learning opportunities and for many informal
learning opportunities which result from the
nature of work and from social interaction
with work groups. But is also highly
problematic: it’s primary purpose is not
learning, but the production of goods and
services, involving the creation of profit in the
private sector or delivery within budget in the
public sector’ Rainbird, 2000
 Training
• ‘A planned process to modify attitude, knowledge or
skill behaviour through learning experience to
achieve effective performance.... [&}

• Its purpose, in the work situation, is to develop the

abilities of the individual and to satisfy the current
and future needs of the organization (MSC, 1981:
62)

• Training definitions emphasise application to improve

work performance.
– Current job focus; Skills that are immediately
useful in particular situations; Focused outcomes
 Development
• ‘An act or process of developing; a gradual unfolding
or growth’ (OED)

• A process which can take place at any time and is

not constrained by formal parameters or at specified
points within an individual's life cycle Baum (1995)

• Development emphasise the movement , growth and

learning of individual and/or groups
– Happens over time
– Increase in ability/capacity to understand
– Process rather than event
 Learning
• Training = learning for job
• Development = learning for growth of individual
and future (not specific)

• Learning - ‘a natural response to coping with

change’ (Wilson, 2005: 7)

• Learning is a process of the development of

memories, knowledge behaviours and skills:
– Does not necessarily mean performance or behaviour
will change
 Learning Organization

• “Are those in which employees are

in continuously attempting to learn
new things and apply what they have
learned to improve product and
service quality” Raymond (1998)
 Role of HR in T&D
• Employee training

• Employee development

• Organizational development

• Career development
 Employee
Employee training development
– To assist in acquiring – To ensure the
better skills availability of
– Focus on current job required skilled
skills force for future
challenges
– Focus on employee
future position
Career Development
– To assist employee in
advancing work live Organizational
– Focus on to provide Development
the required – Facilitate the
information and system wise change
assessment of in organization
individual future goals – Focus on attitude
and value change
Designing Effective training
• Instructional design process
1. Need assessment
2. Ensuring employee readiness for
training
3. Creating a learning environment
4. Ensuring transfer of training
5. Selecting training methods
6. Evaluating training program
 Need Assessment
• Various approaches to need analysis

– Problem centered approach i.e performance

related difficulties and relation with skill deficiency

– Matching the individual competency for

the job that person is filling i-e change in
strategic priorities changes the skill requirement job
 The elements of employee
T&D
• Individual learning is central to the
process
• concerned with providing improved
work performance within the work
environment.
• involves elements of change, both at
the individual and organizational
level
 The elements of employee
T&D Cont…
• includes learning activities and
opportunities outside organizational
boundaries

• Play role in competitiveness

• Increases the productivity

T&D Role in HR Performance
• Improving employee skills and
abilities.

• Promoting positive attitudes and

motivation.

• Extending employees’ capacities to

accept increased responsibilities.
T&D Role in HR Performance
Cont…
• Enabling employees to exploit
their development potential.

• Assisting employees to utilize

fully their skills and knowledge in
the workplace
 What Challenges for HRD in an
Unstable and Unpredictable World?
 cont…

• economic and legal challenges facing global

organizations, and even smaller
organizations.
• responses to climate change,
• risk
• security and
• terrorism
• include many challenges for senior
management.
 Global Challenges
Exploring new global markets
• Preparing employee to work in
foreign locations
• Cross cultural training
• Family counseling
• Post expatriation adjustment issue
 Quality Challenges
Meeting customer, services and product
demand and needs

• By teaching employee statistical process

control, and other quality relates skills

• TQM, total quality management

– Cooperative form of doing business that relies
on the talent and capabilities of both labor and
management to continually improve quality
and productivity
 Social Challenges
To manage a diverse work force and
improve employee reading writing
and math skills
– Effective communication
– Coaching and developing according to
the demographic features
– Performance feedback
– Enabling working environment
 Social Challenges Cont…
• GRE, SAT, UMLE, TOFEL, IELTS etc
test to gauge the basic skills of
coming work force
• New trends of working hours?
• New work places?
• Outsourcing and contract employee?
 High performance Work
System Challenges
Integration of new technologies and
work design
• Timely information improves the
customer services and product
quality
• Work Team
– Employees of various skills interacts to
assemble the product or provided the
services
 High performance Work
System Challenges Cont…
• www, internet make access to
information easy and prompt
• Intranet, access to organization data
and information
• New and old employee need to have
the basic skill to use the current and
latest technology
• Interpersonal skills
 High performance Work
System Challenges Cont…
• Employee trained to take required
decision where need (Empowerment)

• Develop the sense of ownership as

well as accountable for loss and gain
 Development of New Skills
and Practices
• Training for Response Services

• Critical incident management

training

• Business continuity

• Specialist security
 Role and competencies of
Trainers
• According to ASTD, trainer have five
key training roles and competencies
• Almost every managerial level job
involve in training
• To be a successful trainer it requires
to be updates with new trends, and
practices
 Assignment
• Type of training in your organization?
• Training Practices world wide?
• Training In region?
• Training practices in Pakistan?