HRIS IN TRAINING &

DEVELOPMENT

“Tell me and I forget, teach

me and I remember, involve
me and I learn”

- Benjamin Franklin

Presented by:
ANURAG KUMAR
 Human Resource Information System

The human resource information system is a method

by which an organization collects, analyses and
reports information about people and jobs. HRIS is
designed, basically, to meet the following objectives:
 Offer adequate, comprehensive and on going
information system about people and jobs
 Supply up-to-date information at a reasonable cost
 Offer data security and personnel privacy.

Human Resource Accounting And Information System

 Benefits of HRIS

HRIS can process, store and retrieve

enormous quantities of data in an economical
way.
 The records can be updated quickly.
 There is improved accuracy.
 HRIS can greatly reduce fragmentation
and duplication of data.
 Information can be readily manipulated,
merged and disaggregated in response to
special and complex demands and presented
Human Resource Accounting And Information System
 Important uses of a Human Resource
Information System
Labour relations HR planning and analysis
· Job posting
· Organisation charts · Internal job matching
· Union negotiation rewards
· Staffing needs · Job description tracking
· Attitude survey results
· Skills inventories · Workforce utiliz
utilization
· Eeit interview analysis
· Turnover analysis · Availability analysis
· Employee work history
· Absenteeism analysis HR Development

· Employee training profits

· Trainings needs
assessment
· Succession planning
Health,
Health, Safety
Safety and
and Security
· Career interests and
· Safety train in g HRIS experience
· Accident rewards
Staffing
· Employee health record
· Compliance with various · Recruiting Sources
acts · Application tracking
Per
Performance Appraisal · Job offer refused analysis

Compensation and Benefits

· Employee competency
data · Pay structures
· Matching a ctual · Wa r e/salary administration
performanc e with · Benefit plans and usage
standards analysis
· Vacation usage
· Implementing legal
stip ulations

Human Resource Accounting And Information System

 Setting up Human Resource
Information System
HRIS can be set up through a four step process
 Identifying the needs of a firm
 Organizing the flow of information
 Implementing the plan
 Evaluating the whole exercise to find gaps
and to rectify them

Human Resource Accounting And Information System

 Human Resource Information System

Computerised HRIS
A computerised HRIS is designed to monitor, control and influence
movement of people from the time they join the organisation till the time
they decide to leave the organisation.
 Recruitment information
 Personnel administration information
 Manpower planning information
 Training information
 Health information
 Appraisal information
 Payroll information
 Personnel research information

Human Resource Accounting And Information System

 Training
Training is a planned programme designed to improve
performance and bring about measurable changes in knowledge,
skills, attitude and social behavior of employees.
Features of Training
 Increases knowledge and skills for doing a particular job
 Focuses attention on the individual job.
 Concentrates on individual employees
 Gives importance to short term performance

Training is essential for job success. It can lead to higher

production, fewer mistakes, greater job satisfaction and lower
turnover.
Training
Training
T - To be in time on your seat
R - Remain attentive all the time
A - Actively participate
I - Interact with/for clarity
N - Note difficult point to memorize
I - Improve listening habit
N - Never neglect the program
G - Gain as much as you can
 Need For Training
 Helps new recruits to perform assigned tasks
effectively
 Helps existing employees to prepare for higher
level jobs
 Enables existing employees to keep in touch with
latest developments
 Permits employees to cope with changes brought in
by frequent transfers
 Makes employees more versatile, mobile, flexible
and useful to the organization
Training
 Training vs. Development

Training is concerned with teaching specific job related skills

and behavior. Development is future oriented training, focusing
on the personal growth of the employee.
Training vs. Development
L e a r n in g D im e n s io n Tr a i n i n g D e v e lo p m e n t
M e a n t fo r O p e r a t iv e s E x e c u tiv e s
Focus C u rre n t jo b C u r r e n t a n d f u t u r e jo b s
S cope In d iv id u a l e m p lo y e e W o r k g r o u p o r o r g a n is a tio n
G oal F ix c u r r e n t s k ill d e f ic it P re p a re fo r fu tu re w o r k d e m a n d s
I n it i a t e d b y M anagem ent T h e I n d iv id u a l
C o n te n t S p e c i f ic jo b r e l a t e d in f o r m a t i o n G e n e r a l K n o w le d g e
T im e - f r a m e I m m e d ia t e L o n g te r m

Training
 Training Process Model

II. Developing &

I. Needs
Conducting
Assessment
Training

III. Evaluating
Training

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 I. Needs Assessment

1. Organizational Level

2. Job Level

3. Individual Level

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 II. Developing and Conducting Training
1. Determine location and who will conduct the
training.
 Onsite facilities vs. offsite.
 Inside training staff vs. outside vendors.

2. Develop training curricula.

Based on job/task analysis and individual needs.

3. Select training methods.

 Considering learning principles.
 Consider appropriateness and cost.
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 III. Evaluating Training Effectiveness
 Formal evaluation: uses observation,
interviews, and surveys to monitor
training while its going on.
 Summative evaluation: measures results
when training is complete in five ways:
1. Reaction
2. Knowledge
3. Behavior
4. Attitudes
[Link]

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 Types of training
 Skills training: here certain basic skills like reading, writing,
computing, speaking, listening, problem solving etc are taught
 Refresher training: here the focus is on short term courses that would
help employees learn about latest developments in their respective fields
 Cross functional training: this helps employees perform operations in
areas other than their assigned job.
 Team training: this is concerned with how team members should
communicate with each other, how they should cooperate to get ahead, how
they should handle conflictful situations, how to find their way using
collective wisdom etc.
 Creativity training: this helps employees to think unconventionally,
break the rules, take risks, go out of the box and develop unexpected
solutions.
 Diversity training: it aims to create better cross cultural sensitivity with
the aim of fostering more harmonious and fruitful working relationships
among a firm's employees
 Literacy training: this is generally offered to those employees with
weak reading, writing or arithmetic skills.
Training
 On The Job Training Methods
 Job instruction training (JIT): This is training directly received on the
job. Here the trainee receives an overview of the job. The trainer actually
demonstrates the job and the trainee is asked to copy the trainer’s way. The
trainee, finally, tries to perform the job independently.

 Coaching: Here the supervisor explains things and answers questions;

throws light on why things are done the way they are; offers a model for
trainees to copy, conducts lot of decision making meetings, and allows
trainees freedom to commit mistakes and learn .

 Apprenticeship training: Most craft workers such as plumbers,

carpenters etc are trained through formal apprenticeship programmes. In
this method, the trainees are put under the guidance of a master worker
typically for 2-5 years.

Training
 On The Job Training Methods
Mentoring: The use of an experienced person to teach and
train someone with less knowledge and experience in a given
area is known as mentoring. The mentor nurtures, supports
and guides the efforts of young persons by giving appropriate
information, feedback and encouragement whenever required.

Job rotation: This kind of training involves the movement of

trainee from one job to another.

 Committee assignments: In this method, trainees are asked

to solve an actual organizational programme working along
with other trainees.

Training
 Off The Job Training Methods

 Lecture method: Here the instructor organizes the study

material on a specific topic and offers it to a group of trainees in
the form of a talk.
 Conference or discussion method: In this method the
trainer delivers a lecture and involves the trainees in a discussion
so that the doubts about the job to be undertaken get clarified.
 Programmed instruction: This is an approach that puts
material to be learned into highly organised logical sequences
that require the trainees to respond

Training
 Training Information
System
Training Information System of NALCO

Monthly
Data Entry Training Reports
Activity
Training Program Training Profile
Needs Header of Executives

Program Program
Detail Individual
Training Unit In House Training Profile
Nomination of
Office Orders Training Needs
Training Plan
External for a year
Training Nomination of
Office Orders Prospective
Nomination
Training Report Table Nominees Unit
Wise Training Plan
Conducted
Configuration Attendance for a year
Agency
Table Sheet Program
Details Wise
Faculty Training attended Module Master
Details Program Wise Faculty Profile
Training (external)
attended Module
Program Listing
Header Occupancy
Module Charts
Module Detail
Hostel List of External
Occupancy Institutes
 HRInitiatives
The Complete HR Services Firm
 Training & Development Services
We carry out all services relating to “Training and Development” programs
for our client organisations like:
Training needs analysis and development needs analysis

Designing a training strategy to underpin corporate strategy

Audit of the training function

Designing learning and development systems tailored to the company's specific needs

Evaluating the effectiveness of training programmes

Prioritizing of the training budget

Surveys in the area of corporate training

 Training & Development Modules
We have standard training modules in several areas including the list provided below.
However we do design and deliver training programs depending on specific client situations:

Presentation skills

Change management

Negotiating

Staff leadership
Standard and
Customised Selling skills
Training
Modules Effective teams

Conflict management

Coaching and mentoring

Customised Programs at all levels/mediums.