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Training

Training in Human Resource Management is a systematic effort to enhance employee skills and knowledge for current and future job responsibilities. It promotes a learning culture, bridges skill gaps, and supports personal and professional growth, ultimately leading to improved performance and competitive advantage. Effective training requires needs assessment, clear objectives, appropriate methods, engaging materials, and thorough evaluation and follow-up.

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8 views

Training

Training in Human Resource Management is a systematic effort to enhance employee skills and knowledge for current and future job responsibilities. It promotes a learning culture, bridges skill gaps, and supports personal and professional growth, ultimately leading to improved performance and competitive advantage. Effective training requires needs assessment, clear objectives, appropriate methods, engaging materials, and thorough evaluation and follow-up.

Uploaded by

Amreena Malik
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Training

Training in HRM (Human Resource Management)


📌 Definition:
• Training is a planned and systematic effort by an organization to
enhance an employee’s skills, knowledge, and behavior to perform
current or future job responsibilities effectively.
🔄 Role of Training in Continuous Learning
🎯 1. Promotes a Learning Culture
• Encourages lifelong learning and adaptability.
• Creates an environment where employees are always growing and
improving.
🧱 2. Bridges Skill Gaps
• Keeps employees updated with new technologies, tools, and industry
trends.
• Fills gaps between current competencies and future job requirements.
📚 3. Encourages Personal and Professional Growth
• Builds confidence, motivation, and a sense of value.
• Helps employees align their career paths with organizational goals.
🚀 4. Supports Innovation and Agility
• Employees are more likely to experiment, innovate, and adapt when
they’re consistently trained.
• Enables fast response to market or internal changes.
🏆 Training as a Tool for Competitive Advantage
🔹 1. Improves Performance & Productivity
• Trained employees are more efficient, accurate, and confident in their
roles.
🔹 2. Enhances Employee Retention & Satisfaction
• Employees feel valued when their development is invested in.
• Reduces turnover, which lowers recruitment and onboarding costs.
🔹 3. Supports Organizational Change
• Whether it’s digital transformation or restructuring, training ensures
smooth transitions.
🔹 4. Builds a Skilled Workforce
• A highly skilled workforce is a strategic asset that competitors can’t
easily replicate.
🔹 5. Strengthens Employer Brand
• Companies known for excellent training attract top talent and loyal
customers.
📦 Types of Training

Type Purpose

On-the-Job Training (OJT) Practical skills learned while performing tasks

Technical Training Specific tools, software, equipment

Soft Skills Training Communication, leadership, teamwork

Compliance Training Legal, safety, ethical standards

E-learning/Digital Training Flexible, scalable online modules

Cross-Training Learn multiple roles or functions


Conclusion:
• Training is not just a one-time activity — it's a strategic investment.
Organizations that foster continuous learning through training can
respond faster to change, innovate better, and outperform
competitors in the long run.
Designing Effective Formal Training Activities
• Formal training is structured, goal-oriented, and usually delivered in a
planned setting like workshops, classrooms, or digital platforms. For
training to be effective, it must be well-designed, relevant, and
engaging.
✅ 1. Needs Assessment
Purpose: Identify gaps in knowledge, skills, or performance.
Key Steps:
• Organizational Analysis – What are the strategic goals?
• Task Analysis – What skills/knowledge does the job require?
• Person Analysis – Who needs training and why?
• 🔍 Tools: Surveys, interviews, performance reviews, skill tests
✅ 2. Define Training Objectives
SMART Objectives:
• Specific – Clearly state what will be achieved
• Measurable – Define how success will be evaluated
• Achievable – Realistic with available resources
• Relevant – Aligned with organizational needs
• Time-bound – Specify when the outcome should be achieved
• 📌 Example:
"By the end of the session, participants will be able to create pivot tables in
Excel with 90% accuracy."
Method Best For

Classroom Training Theory, policy, structured learning

Workshops Interactive, skills development

E-learning Flexible, scalable, self-paced learning

Role-playing Customer service, negotiation, soft skills

Simulations Technical roles, high-risk scenarios

Case Studies Critical thinking, real-world analysis

Coaching/Mentoring Leadership development, long-term growth


✅ 4. Develop Training Materials
Create engaging and relevant content:
• Presentations (with visuals)
• Handouts and Manuals
• Videos, animations, or demos
• Activities, quizzes, and case studies
• Job Aids (cheat sheets, quick-reference guides)
• ✨ Tip: Use multimedia and interactivity to maintain attention.
✅ 5. Deliver the Training
Ensure effective facilitation:
• Use experienced trainers or subject matter experts
• Create a safe and inclusive learning environment
• Encourage participation and feedback
• Manage time and keep sessions dynamic and engaging
• 💬 Pro tip: Use breakout groups, polls, or short challenges for
interaction.
✅ 6. Evaluate Training Effectiveness
Use Kirkpatrick’s Four Levels of Evaluation:
🧪 Tools: Pre/post-tests, feedback forms, observation, performance metrics

Level What It Measures


1. Reaction Participant satisfaction and engagement
2. Learning Knowledge or skills gained
3. Behavior Changes in on-the-job behavior
4. Results Impact on business outcomes (e.g., sales, quality)
✅ 7. Follow-Up and Reinforcement
• Provide post-training support (e.g., FAQs, mentorship)
• Schedule refresher sessions
• Encourage managers to support application on the job
• Use microlearning for continuous reinforcement
💡 Summary
Designing effective formal training involves:
• 🔍 Needs Assessment
🎯 Clear Learning Objectives
📚 Right Training Methods
Strong Materials
🎤 Engaging Delivery
📏 Evaluation & Feedback
♻️Follow-Up

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