Human resources

TRAINING
HARMANDEEP KAUR
(08)
MADHAV (18)
RAGHAV (05)
MONIKA (60)
SHRIYA (83)
RAMANPREET KAUR
Introduction
"Training is a structured process that helps employees
enhance their skills, knowledge and efficiency. It
plays a crucial role in improving organisational productivity
by enabling employees to adopt to new techniques and
methods. Effective training ensures workforce
development and long-term business growth".
Meaning &
Definition
Training refers to the process of enhancing employee’s
skills and abilities to improve their performance in
an organisation. It helps them adopt to new methods
and work efficiency.

ACCORDING TO Edwin B.Flippo, "Training is the act of

increasing the knowledge and skills of an employee
for doing a particular job".
 Training and Education
Training refers to the process of enhancing Education is broader concept that provides
employee’s skills and knowledge to theoretical knowledge and develops a
improve their job performance. It focused person's thinking ability, preparing them
for various aspects of life and career.
on practical learning and skills development.

SCOPE :- Covers overall personality

SCOPE :- Focuses on improving job-
development, critical thinking, and
specific skills, increasing efficiency, and intellectual growth, preparing individuals
enhancing productivity in a particular for multiple career opportunities.
field.
NATURE :- Theoretical, long-term, knowledge-
NATURE :- Practical, Short term, skill- oriented.
oriented, and job-specific
 Training and Development
Training is the process of enhancing Development is a long-term process
employee's job specific skills and aimed at overall professional growth,
knowledge to improve their improving an individual's abilities,
performance in a short period. It focuses leadership qualities, and career
on practical learning and skill-building. progression.

SCOPE :- It focuses on job-related skills,2 SCOPE :- Covers personality

increasing efficiency, and preparing enhancement, leadership skills, long-
employees for specific tasks term career growth

NATURE :- Practical, short-term, skill- NATURE :- Continuous, long-term, focused

oriented, and focuses on current job needs. on personal and professional growth
beyond current job roles.
 Objectives of
Training
Enhance Increase Update Boost morale and Support
employee’s skills productivity knowledge confidence organisational
growth
Objectives
Enhance employee’s skills
1
Training aims to improve existing skills and
develops new ones, enabling employees to
perform their jobs more effectively.

Increase productivity
2
By learning better techniques and practices,
employees can work more efficiently, leading
to higher overall productivity for the
organisation.

update knowledge
3
Regular training helps employees stay current
with the latest industry trends, technologies
and regulatory changes, keeping the
organisation competitive.
 4. Boost morale and
confidence
A well-defined training program can
increase job satisfaction and employee
confidence, leading to a more motivated
and engaged workforce.

5. Support organisational
growth

Developing employees through training

not only improves individual performance
but also contributes to achieving the
company's long term strategic goals.
 NEED AND
IMPORTANCE
OF TRAINING
1. SKILL DEVELOPMENT
2. IMPROVED PRODUCTIVITY
3. ADAPTABILITY
4. EMPLOYEE SATISFACTION
5. SAFETY AWARENESS
6. TEAM COHESION
1.Skill Development: Training helps
employees acquire new skills or enhance
existing ones. This is vital for both personal
growth and meeting job requirements
effectively.
2. Improved Productivity: Well-trained

employees tend to work more efficiently, which

leads to increased productivity. They can

complete tasks faster and with higher quality.

3. Adaptability: In a fast-changing work
environment, training helps employees adapt to
new technologies and processes. This ensures
that the workforce remains competitive and
knowledgeable.
4. Employee Satisfaction: When
organizations invest in training,
employees feel valued and appreciated.
This boosts morale and job satisfaction,
leading to lower turnover rates.
5.Safety Awareness: In many industries,
training is essential for ensuring workplace
safety. Employees who are trained in safety
protocols are less likely to have accidents,
which protects both them and the
organization.
6.Team Cohesion: Training can also
foster better teamwork. When employees
learn together, they build relationships
and improve communication, which
enhances collaboration.
BENEFITS OF TRAINING :-

1. Improves the job knowledge and skills at all the levels of

the organisation.
2. Improves the morale of workforce.
3. Increase job satisfaction and recognition.
4. Helps to eliminate fear in attempting tasks.
5. Improves communication between groups and individual.
6. Provides a good climate for learning.
STEPS IN SYSTEMATIC TRAINING PLAN:-
1. Determining training needs.
2. Establishing training policies.
3. Setting goals and objectives of training.
4. Preparing training budget.
5. Deciding about the training venue.
6. Deciding about the methods and techniques to be deployed
in training.
7. Determining methods of evaluating training.
DETERMINING TRAINING NEEDS:-
Determining training needs means fi nding out
what skills, knowledge, or abilities employees
need to improve to do their jobs better. This can
be done by Checking Performance, Asking
Employees Getting, Feedback from Managers,
Looking at Company Goals, Reviewing Mistakes or
Complaints.
ESTABLISHING TRAINING POLICIES:-
Establishing training policies means
creating clear rules and guidelines
for how employees or team members
should be trained. It helps ensure
that everyone gets the right
knowledge and skills to do their job
well.
SETTING GOALS AND
OBJECTIVES OF TRAINING:-
Setting goals and objectives for
training means deciding what you
want people to learn and achieve
through the training program.
This helps ensure that training is
useful, focused, and measurable.
PREPARING TRAINING BUDGET:-
A training budget is a fi nancial
plan that outlines how much money
will be spent on employee training
and development. It helps ensure
that training is eff ective without
overspending.
DECIDING ABOUT THE TRAINING
VENUE:-
Choosing the right place for
training is important to ensure a
smooth learning experience. The
venue should be comfortable,
accessible, and equipped with the
necessary resources.
Dec i d i ng a b out the meth od s a nd
tec h n i q ues to be d ep l oy ed in
tr a i ni ng : -
Ch o o s i n g t h e r i gh t t r ai n i n g m et h o d s a n d
t ech n i q u e s en s u res empl o y e e s l ea rn
e ff ect i v e l y a n d appl y t h ei r s ki l l s i n re a l
wo r k s i t u a t i o n s . Th e bes t met h o d d e p e n d s
o n th e t r a i n i n g go al , t y pe o f co n t e n t , a n d
t h e l e a rn er s ’ n eeds .
DETERMINING METHODS OF
E VA L U AT I N G T R A I N I N G : -
To ensure training techniques are
e ff e c t i v e , o r g a n i z a t i o n s n e e d t o e v a l u a t e
their impact. The evaluation helps
identify strengths, weaknesses, and areas
for improvement.
T Y P E S O F T R A I N I N G P R O G R A M E S : -

1 . I N T R O D U C T I O N T R A I N I N G

2 . J O B T R A I N I N G

3 . L E A R N E R T R A I N I N G

4 . I N T E R N S H I P T R A I N I N G
INTRODUCTION TRAINING:-
When a new employee joins an
organisation, he must be
helped to get acquainted and
adjusted with his fellow
employees and the work
 JOB
TRAINING:-
Job training of employees takes place
after orientation training. Job training
is the process of enhancing the skills,
capabilities and knowledge of
employees for doing a particular job.
 LEARNER
TRAINING:-
Sometimespeople are selected for
the jobs for which they don't have
specifi c skills and cowledge. Such
employees have to be sent for
training for some time so that they
acquire the skills, nowledge and
education needed for performing
their jobs.
 INTERNSHIP
TRAINING:-
Internship training is a structured
program where students or recent
graduates work temporarily in an
organization to gain practical
e x p e r i e n c e i n t h e i r fi e l d o f s t u d y o r
interest. It helps bridge the gap
between academic learning and real-
world application.
 D E S I G N I N G A

TRAINING
PROGRAMME
 Home About Contact

Responsibility
for training :
To be effective , a training programme must be properly
organised . training is quite a difficult task which cannot
be undertaken by a single department . The
responsibility for training may be shared among the
following :
• The top management
• The personnel department
• The line supervisor
• The employees
 Home About Contact

• The top management should frame and authorise the

basic training policy , review and approve the training
plans and approve training budgets

• The personnel department should plan , establish

and evaluate instructional programmes

• The line supervisor should implement and apply

various developmental plans

• The employees should provide feedback , revision

and suggestions for improvement in the programme
 Home About Contact

Selection of Trainees choosing the right employees for

training to improve their skills and job performance.

Preparation of trainer getting ready to teach

employees. It includes knowing what to teach, planning
the training, improving teaching skills, using the right
materials, and making learning easy and engaging.

Determination of training Period means deciding how

long a training program should last. It depends on the
skills to be learned, employee needs, and company goals.

Training Methods & Material are the ways employees

are taught, like lectures, workshops, or online courses.
Training material includes the resources used, like books,
videos, or presentations.
 Training Methods & Techniques refers to ways organizations help
employees learn and improve skills to perform their jobs better. These
methods can be broadly categorized into on-the-job training , off-the-job
training and electronic training

ON THE JOB TRAINING OFF THE JOB TRAINING ELECTRONIC TRAINING

• JOB INSTRUCTION • LECTURES • AUDIO VISUALS
TRAINING • SIMULATIONS • COMPUTER
• APPRENTICESHIP • CASE STUDY BASED TRAINING
• JOB ROTATION • ROLE- PLAY • ELECTRONIC
• COACHING • CONFERENCES PERFORMANCE
• UNDERSTUDY • SEMINARS SUPPORT SYSTEM
• SYNDICATED • DISTANCE BASED
• MENTORING
• GROUP DISCUSSION TRAINING
 Home About Contact

On the job training is learning skills while performing

actual tasks at work. It involves hands-on experience with
guidance from experienced workers.
There are several types of On the job training. Some of
them are :
• Job instruction training (JIT) teaches employees how
to do specific tasks with clear, step-by-step guidance. It
helps improve skills and reduce mistakes on the job.

• Apprenticeships are training programs where

employees learn a trade or skill through hands-on
experience, often while working alongside experienced
workers. This helps them gain practical knowledge and
expertise.
 Home About Contact

• Position Rotation means when employees are moved

between different jobs or roles to develop new skills,
increase flexibility, and improve overall job satisfaction.

• Coaching is a process where a manager or mentor

helps an employee improve their skills, performance,
and career growth through guidance and feedback.

• Mentoring is when an experienced employee provides

guidance and support to help a less experienced
employee grow professionally and advance in their
career.
 Home About Contact

Off-the-job training refers to training that takes place

outside the actual work environment. Employees are
taught new skills or knowledge in a classroom, seminar, or
workshop setting, away from their day-to-day tasks. This
type of training focuses on theory, concepts, and skills that
can be applied later at work.
There are several types of off the job training. Some of
them are :
• Lectures refer to formal sessions where an instructor
or expert teaches employees about specific topics away
from their usual work environment. These lectures are
designed to improve knowledge and skills without the
pressure of daily tasks, helping employees learn new
concepts or theories that can be applied in their roles
later.
 Home About Contact

• Simulations in off-the-job training let employees practice

real work situations in a safe space. It helps them learn
without making mistakes at work.
• Case-study in off-the-job training involves analyzing
real business scenarios to develop problem-solving and
decision-making skills. It takes place outside the
workplace, helping employees learn skills they can apply
later.

• Role play involves employees acting out real-life

scenarios to develop key skills. It enhances
communication, problem-solving, and decision-making
abilities.
 Home About Contact
• Conferences are organized events where employees
attend sessions or workshops to learn new skills, exchange
ideas, and gain knowledge outside their regular work
environment.
• Seminars are structured sessions where employees
learn new skills or knowledge from experts outside of
their usual work environment. They focus on theory,
concepts, and discussions to enhance employee
development.
• Syndicates refer to small groups of employees who
work together on tasks or case studies during off-the-job
training. This method encourages teamwork, problem-
solving, and idea sharing.

• Group discussion is a method where employees come

together to discuss a specific topic or issue. It
encourages the exchange of ideas, enhances problem-
solving skills, and promotes teamwork.
 Home About Contact

Electronic training refers to using digital tools and platforms,

like e-learning modules and webinars, to deliver training to
employees. It offers flexibility, cost-effectiveness, and easy
tracking of progress. It can be performed by Various ways.
Some of them are :
• Audio Visuals refer to multimedia tools like videos,
audio, and slides used for training, communication,
recruitment, and performance appraisals. They enhance
learning, engagement, and the delivery of key
information to employees effectively.
• Computer based training uses computer technology
to deliver training programs to employees. It involves
interactive modules, videos, and assessments that can
be accessed remotely, offering flexible learning and
progress tracking.
 Home About Contact

• Electronic performance support system is a

technology tool that provides real-time, on-demand
assistance to employees as they perform tasks. It
integrates training, resources, and guidance into the
workflow, improving productivity, reducing errors, and
supporting continuous learning and performance
improvement.
• Distance and internet based training is a form of
learning where employees participate in training
remotely, often using online tools. Internet-based
training specifically refers to training delivered via the
internet, enabling employees to access learning
materials anytime and anywhere. Both methods offer
flexibility and convenience in employee development.
 Barriers to
effective training
Training programs often face several obstacles that can hinder
learning and skill development. Some major barriers include:

1. Organizational Barriers
Lack of Management Support: If management does not
prioritize training, employees may not take it seriously.
Limited Budget: Developing a good training program requires
investment, but many organizations hesitate to spend on it.
•Time Constraints: Employees
have daily responsibilities, making it
hard to allocate proper time for
training.
•Ineffective Training Programs:
If the training is outdated or
irrelevant, employees lose interest.
2. Personal Barriers
•Lack of Motivation: Employees
may not see the value of training,
leading to disengagement.
•Fear of Change: Many people
resist learning new skills because
they feel more comfortable with old
methods.

.Low Self-Confidence: Some

employees doubt their ability to
learn new things, which affects their
participation.
3. Technological Barriers
•Lack of Proper Tools: If essential resources or technology are
unavailable, training effectiveness decreases.
•Technical Issues: Online training can be disrupted by internet
problems or software incompatibility.
4. Cultural & Language Barriers
•Language Differences: If training is conducted in a language
not understood by all employees, learning is affected.
•Cultural Differences: People from different backgrounds may
interpret training differently, causing confusion.
5. Trainer-Related Barriers
•Unskilled Trainers: If trainers lack expertise or proper communication
skills, training sessions become ineffective.
•One-Size-Fits-All Approach: People have different learning styles,
and rigid training programs may not suit everyone.
6. Lack of Follow-Up & Reinforcement
•No Practical Application: If employees do not get opportunities to
apply what they learned, they quickly forget the skills.
•Lack of Continuous Learning: Training should not be a one-time
event; regular refreshers help reinforce knowledge.
Evaluation
of Training
Programs
Training program evaluation helps determine how effective a training
session is in improving skills, knowledge, and performance. It ensures
that the time, effort, and money invested in training yield positive results
for both employees and the organization.

Methods of Training Evaluation

1. Kirkpatrick’s Four-Level Model (Most widely used)
This model evaluates training effectiveness at four levels:
✅ Level 1: Reaction – Measures participant satisfaction and engagement.
📌 Example: Feedback forms, surveys, or participant interviews.
✅ Level 2: Learning – Assesses knowledge and
skill improvement.
📌 Example: Pre- and post-tests, skill
demonstrations, quizzes.
✅ Level 3: Behavior – Evaluates how well
employees apply the training on the job.
📌 Example: Manager observations,
performance reviews, self-assessments.
✅ Level 4: Results – Measures the impact on
business goals.
📌 Example: Increased productivity, higher sales,
improved customer satisfaction.
2. ROI (Return on Investment) Model
•Compares training costs with benefits achieved.
•Formula: ROI(%)= Net benefit from training 100
. Total Training Cost

•Example: If training costs $10,000 but increases

profits by $30,000, ROI = 200%.
3. CIPP Model (Context, Input, Process, Product)
This model evaluates training from planning to results:
✅ Context: Identifies training needs.
✅ Input: Evaluates training design and resources.
✅ Process: Assesses how well the training is implemented.
✅ Product: Measures the final outcomes of the training.

4. Benchmarking & Control Groups

•Benchmarking: Compares training results with industry
standards.
•Control Groups: One group receives training, another doesn’t.
Their performance is compared.
THE KIRKPATRICK
MODEL
THE KIRKPATRIK MODEL

The Kirkpatrick Model is a

framework used to
evaluate the effectiveness
of training programs by
assessing their impact on
learners and organizations.
 Levels of The
Kirkpatrick model

Level 1 - Level 2 - Level 3 - Level 4 -

This REACTION
level helps to ThroughLEARNING
the use of BEHAVIOUR
The third stage takes
The RESULTS
Kirkpatrick
determine how the short quizzes or place a while after the
participants responded training has finished. model measures
practical tests, this
to the training. This stage helps in
Using various results against
assessments methods, it
helps identify whether determining what, if stakeholder's
the conditions for can be assessed whether
anything, the
the course participants expectations. This is
learning were present in
participants learned put what they learned known as ROE
the training.
from the training. into practice on-the-job.
(Return on
Expectations).
 Conclusion
"The Kirkpatrick Model provides a
structured approach to
evaluating training effectiveness.
By assessing reaction, learning,
behavior, and results,
organizations can ensure that
training programs contribute to
employee growth and business
success. This model helps in
making informed decisions to
improve future training
Techniques
Of Evaluation
Experimental and control
groups.
An Experimental and Control Group method is a research
technique where participants are divided into two groups to
evaluate the impact of a specific intervention. The
experimental group is exposed to the treatment or change,
while the control group is not, serving as a baseline for
comparison. This method helps in assessing the
effectiveness of HR practices, training programs, or policy
changes by analyzing differences in outcomes between the
two groups.
Longitudinal or time series
analysis.
Longitudinal or Time Series Analysis is a research method
used to study data over a period of time to identify trends,
patterns, and changes. It involves collecting data at multiple
time points to analyze the effect of variables over time. This
technique is commonly used in HRM to track employee
performance, organizational growth, or the impact of HR
policies over months or years.
 Questionnaires and Structured
interviews and Structured Interviews are systematic data
Questionnaires
collection methods used in Human Resource Management
(HRM) to gather employee insights, assess job performance,
and support decision-making. Questionnaires involve a set of
written questions given to respondents, while structured
interviews follow a fixed set of predetermined questions to
ensure consistency and reliability in responses. Both methods
help HR managers in recruitment, employee engagement, and
organizational research.
Cost Benefit Analysis.

Cost Benefit
Assessment s
Improvement in
Costs
Salaries of Training trainee's Performance
Purchases Staff
of training
Behavioral
Equipment
Programme Changes
Longevity of period
development during which the
Trainer's Costs and
costs benefits would Last
trainee
wages
PLANNING THE
TRAINING EVALUATION
John Dopyera and Louise Pitone,
identified eight decision points in
planning training evaluation.
These are-
Should an evaluation be done? Who should
evaluate?
What is the purpose of
evaluation?
What will be
measured?
How comprehensive will the evaluation
be?
Who has the authority and
responsibility?
 Remaining as
follows -
What are the sources of
data?
How will the data be collected and
compiled?
How will the data be analysed and
reported?

These decision points will increase awareness of and

interest in the evaluation of training, to improve
planning skills and to encourage more systematic
evaluation of training.
 Roi of training
• ROI stands for return on investment.

Simply put it is a proof that the traning

programme. Which the organisation is likely to
put time and money into is paying off
financially.
Return in investment is measure of the
monetary benefits obtained by an
organisation Over a specified time period in
return for a give investment in a training
program.
 Measurement of
Roi :-

•Measurement of ROI can be

looked at from three different
prospectives.
INDIVIDUAL LEARNING PROSPECTIVE:-

There are multiple way to measure ROI .At

the individual level companies are
employing a combination of
assessment,peer reviews and practical
assessment to Know how effective the
training has been.
COST PERSPECTIVE:-

Through it is difficult to assess the with tary

benefits of training,the approach provides the
organization with a cost estimate of the
benefits of training and development.
FEEDBACK PERSPECTIVE :-

Another way to measure the impact

of the training program is to capture
the feedback from Participants.
Formula for calculating the ROI:-

Return on investment=Net benefits of

training/Total cost of training*100%
 General principles of
training:-
• Training objectivepecific - There should be specific training
objectives.This will help in deciding about the type of training required.
• Individual considerations- All individual do not have the same
aptitude, background, education, experience,illeect, capability of
understanding and interests.
• Motivation to trainees – The importance of training should be
properly explained to employees. Training helps employees in increasing
• Use of previous Training: The previous experience of
education acquired by the employees should also be made
use of While planning their training.
• Feedback – The trainees should be provided with feedback about their
performance.
• Practice- practice make a man perfect.skilks that are practiced often
are practiced often are better learned and less easily forgotten.
• Appropriate techniques- The methods and processes of
training should be related directly to the needs and
objectives of the organisation.