TRAINING

&
DEVELOPMENT
FRAMEWORK

resources (HR) professionals

are continuously in search of
ways to motivate and increase
the performance of the
employees.
One primary HR tool that is
used to affect the motivation
and performance is Training
and Development. Recently
more emphasis has been on
the use of training programs
and delivery. A distinct
advantage is that this will
contribute to revenue growth
and increase when the training
plan is well designed.
Organizations and human
resources (HR) professionals
are continuously in search of
ways to motivate and increase
the performance of the
employees.
One primary HR tool that is
used to affect the motivation

This is largely due to the up

gradation of knowledge and
skills in the employees.
Imparting of training also
changes the employee mindset
and attitude towards the work
they do and the company they
work with.
However the disadvantages
associated with the training is
that it becomes difficult to
convince the employees that
training is not given because
you lack knowledge but it is
essential to gain knowledge
from training.

1. EXECUTIVE SUMMARY

Organizations and human

A distinct advantage is that

this will contribute to revenue
growth and increase when the
training plan is well designed.
There are specific gains
associated with training and
development. Training can lead
to motivation of employees
and also increase in the
employee performance.

Training is the act of increasing

the skills of an employee for doing
a particular job.
Edwin B. Flippo
Training is the organized
procedure by which people learn
knowledge and skill for a definite
purpose.
Dale S. Beach

In an ever competitive
business environment, both
locally and globally, many
companies today are
attempting to identify
innovative training strategies
that are directly linked to
improving organizational
performance. The use of
effective training processes
and programs are not part of
failing firms, but more often is
also a positive action in
recognition of the strategic role
of training in furthering
corporate goals and retaining
employees. The bottom line is
that many companies are
beginning to experiment with
training alternatives as the
flexibility to try new forms of
management is an important
need for the present time.
The issue is critical for
organizational effectiveness.
The basics of training

2. INTRODUCTION

Organizations and individuals

should develop and progress
simultaneously for their survival
and attainment of mutual goals. So
every modern management has to
develop the organization through
human resource development.
Employee training is a specialized
function and is one of the
fundamental operative functions
for Human Resources
Management.

o This is the era of cut throat competition and with this changing
scenario of business, the role of HR professionals have been widened.
o Active involvement in employee education.
o Training for improvement in performance.
o Training to be associated with self esteem and self worth.
o Providing pre employment support for advanced education and
training.
o Flexible access i.e anytime, anywhere training.

2. INTRODUCTION

ROLE OF HRD PROFESSIONALS

IN TRAINING

BUSINESS ENVIRONMENT
CHANGES AND
CHALLENGES
LEARNING &
IMPLEMENTATION
BUSINESS EXCELLENCE

3.CONCEPTUAL FRAMEWORK

ROLE OF
TRAINING

Development helps in optimizing the utilization of human

resource that further helps the employee to achieve the
organizational goals as well as their individual goals.
Development of Human Resources Training and
Development helps to provide an opportunity and broad
structure for the development of human resources technical and
behavioral skills in an organization. It also helps the employees
in attaining personal growth
Development of skills of employees Training and
Development helps in increasing the job knowledge and skills of
employees at each level. It helps to expand the horizons of
human intellect and an overall personality of the employees.
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

3.CONCEPTUAL FRAMEWORK

IMPORTANCE OF TRAINING &

DEVELOPMENT
Optimum Utilization of Human Resources Training and

motivation, loyalty, better attitudes, and other aspects that suc

cessful workers and managers usually display. A desirable
training system will be based on performance needs.

Now, the performance requirement is changing constantly, due

to individual transition Training and Development helps in
developing leadership skills, motivation, loyalty, better attitudes,
and other aspects that successful workers and managers usually
display.
A desirable training system will be based on performance needs.
Now, the performance requirement is changing constantly, due
to individual transition, changes in market demands, quality
requirements, future plans of the organization and more.
Performance can be viewed as a product of ability, motivation
= ABILITY X MOTIVATION X SUPPORT
and PERFORMANCE
support .

3.CONCEPTUAL FRAMEWORK

IMPORTANCE OF TRAINING &

Training and Development helps in developing leadership skills,
DEVELOPMENT

Analyze phase would include need analysis, need assessment,

performance analysis, job/task analysis, learner analysis, context
analysis and skill- gap analysis.
Design phase would involve creating objectives,
deliverables,budgets/schedules, project management and
prototypes.
Develop phase would involve developing materials,
tests/assessments, quality control and production procedures.
Implementation phase, training the trainer, actual classroom
delivery and
non-classroom delivery would be involved.
Evaluation phase would involve deciding evaluation s role,
measuring reactions/learning, transfer of training and business
results.

3.CONCEPTUAL FRAMEWORK

ADDIE MODEL ( FORD, 1951)

relatively permanent change in

human capabilities that is not
part of growth process. These
capabilities are related to
specific learning outcomes
(verbal information, intellectual
skills, attitudes and cognitive
strategies (Dan Wentland).
Verbal knowledge relates to
specialized information that
employees need in their jobs.
Intellectual skills include
understanding concepts and
rules. These concepts and rules
are critical to serve customers,
solve problems and create
products.
Motor skills pertain to
coordination of physical
movements. Attitudes are a
combination of beliefs and

Learning Theories:
Several learning theories
can be utilized to provide
a foundation for
understanding
how a trainee is motivated to
learn
1. Reinforcement theory
emphasizes that people are
motivated to perform or
avoid certain behaviors
because of past outcomes
that have resulted from
those behaviors. From a
training perspective,
reinforcement theory
suggests that for learners to
acquire knowledge, change
behavior, or modify skills, the
trainer needs to identify
what outcomes the learner
perceives to be positive (or
negative). Trainers then need
to link these outcomes to

4.TRAINING AS A TOOL FOR

LEARNING

Learning is defined as a

3.Adult Learning Theory

(Andragogy) and Implications
for Workplace Training: The
adult learning model
is based on several
assumptions (Malcolm
Knowles)
Adults have the need to
know why they are learning .
Adults have a need to be self
directed. Adults bring more
work related experiences
into the learning
situation.Adults enter the
learning experience with a
problem-centric approach

4.TRAINING AS A TOOL FOR

LEARNING

2.Social Learning theory

suggests that learners first
watch others who act as
models. Next they develop a
mental picture of the behavior
and the consequences. Finally
they try the behavior
themselves. If positive
consequences occur, the
learner repeats the behavior
else no repetition occurs. In
training scenario, a
group of trainees can be
presented with models of
effective behaviors, as well as
the relationship between
the desirable behavior and the
consequences (Gordon, 1996).

TRANSISTIO
NAL MODEL

ISD MODEL

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.

5.MODELS OF TRAINING

SYSTEMATI
C MODEL

SYSTEMATI
C MODEL

TRANSISTIO
NAL MODEL

ISD MODEL

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 the
mayreason
be promising
to meet existence. It identifies the
Mission explain
of organizational
some other
deadlines.
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.

5.MODELS OF TRAINING

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.

SYSTEMATI
C MODEL

TRANSISTIO
NAL MODEL

ISD MODEL

5.MODELS OF TRAINING

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.

SYSTEMATI
C MODEL

TRANSISTIO
NAL MODEL

ISD MODEL

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.
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.
Execution - This phase focuses on logistical arrangements, such as arranging
speakers, equipments, benches, podium, food facilities, cooling, lighting,
parking, and other training accessories.
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 order to remedy or improve failure
practices

5.MODELS OF TRAINING

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

It is one of the oldest methods of

training. This method is used to
create understanding of a topic or
to influence behavior, attitudes
through lecture. A lecture can be in
printed or oral form. Lecture is
telling someone about something.
Lecture is given to enhance the
knowledge of listener or to give him
the theoretical aspect of a topic.
Training is basically incomplete
without lecture. When the trainer
begins the
training session by telling the aim,
goal, agenda, processes, or
methods that will be used in
training that means the trainer is
using the lecture method. It is
difficult to imagine training without
lecture format.
There are some variations in
Lecture method. The variation here

Straight Lecture: Straight lecture

method consists of presenting
information, which the trainee
attempts to absorb. In this
method, the trainer speaks to a
group about a topic. However, it
does not involve any kind of
interaction between the trainer
and the trainees. A lecture may
also take the form of printed
text, such as books, notes, etc.
The difference between the
straight lecture and the printed
material is the trainers
intonation, control of speed,
body language, and visual image
of the trainer. The trainer in case
of straight lecture can decide to
vary from the training script,
based on the signals from the
trainees, whereas same material
in print is restricted to what is
printed.

6.METHODS OF TRAINING

LECTURES

This method uses a lecturer to provide the learners with context that is
supported, elaborated, explains, or expanded on through interactions both
among the trainees and between the trainer and the trainees. The
interaction and the communication between these two make it much more
effective and powerful than the lecture method.
If the Discussion method is used with proper sequence i.e. lectures, followed
by discussion and questioning, can achieve higher level knowledge
objectives, such as problem solving and principle learning.The Discussion
method consists a two-way flow of communication i.e. knowledge in the form
of lecture is communicated to trainees, and then understanding is conveyed
back by trainees to trainer.

6.METHODS OF TRAINING

DISCUSSION

With the world-wide expansion of companies and changing technologies, the

demands for knowledge and skilled employees have increased more than
ever, which in turn, is putting pressure on HR department to provide training
at lower costs. Many organizations are now implementing CBT as an
alternative to classroom based training to accomplish those goals.

6.METHODS OF TRAINING

COMPUTER-BASED METHODS

This Intelligent Tutorial system uses artificial intelligence to assist in training

or tutoring the participants.
This system learns through trainee responses.
Features of Intelligent Tutorial Systems (ITS)
It selects the appropriate level of instructions for the participantsIt guides
the trainees
It is a text-based system.
It also evaluates the training program
It also improves the methodology for teaching the trainee based on the
information
A training session manager interprets trainees responses and responds
either with tutoring, more content or information.
A user interface allows the trainee to communicate with the Intelligent
tutorial System

6.METHODS OF TRAINING

INTELLIGENT TUTORIAL SYSTEM

Programmed instruction is a Computer-based training that comprises of

graphics, multimedia, text that is connected to one another and is stored in
memory.
Programmed instruction is the procedure of guiding the participants
strategically through the information in a way that facilitates the most
effective and efficient learning. It provides the participant with content,
information, asks questions, and based on the answer goes to the next level
of information i.e. if the trainee gives the correct answer; one branch moves
the trainee forward to the new information. And if the trainee gives the
wrong answer then different branch is activated, taking the trainee back to
the review relevant information in more elaborate manner.
This method allows the trainees to go through the content according to the
individual speed, and capability. Those trainees, who respond better, move
through the content rapidly.
Programmed Instruction also comes in Printed form i.e. books,
Tape,Interactive Video, Other formats.
In programmed instruction, trainees receive information in substantial
amount and then tested on their retention of information. If the trainees are
not able to retain the information, they are referred back to the original
information. If the trainees retain the information, they are referred to the
next log of information that is to be learned.

6.METHODS OF TRAINING

PROGRAMMED INSTRUCTION