CHAPTER 5

TRAINING AND HR DEVELOPMENT

I. Overview on training and HR development

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 I. Overview on training and HR development

1. Definition
Training and development are processes of providing
knowledge and improving skills, enhancing professional
behaviors for employees to meet job requirement in the
present and future.
• Training refers to a planned effort by a
company to facilitate the learning of job-
related knowledge, skills, and behavior of
employees.
• Development refers to formal education, job
experiences, relationships, and assessment of
personality and abilities that help employees
prepare for the future

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Comparation between training and development

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2. Training and development programs
a. Labor oriented training
b. Skill development training
c. Safety training
d. Career training
e. Management and monitor training

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a. Labor oriented training
Objective: Provide information that will guide new
employees integrating in new environment or when
organization has its new organizational structure.
b. Skill development training
Objective: building and improving necessary skills
needed for employees to adapt changes in current and
future job
c. Safety training
Objective: prevent and reduce working accidents and
to fulfill legal requirements.

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d. Professional training
Objective: update and provide new knowledge.
e. Management and monitor training
Objective: to help monitors and managers
understanding how to make administrative and
management decisions and methods to work with
subordinates.
3. Roles of training and development
a. Individuals
b. Organization
c. Society

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a. For individuals
- Help employees self confident, better work performance,
- Improve professional skills,
- Meet employee development demand,
- The manager have chances to approach to modern management methods,
- Create the close relationship between labor and organization.
b. For enterprise
- Increase productivities, improve task efficient and productivity; improve task
efficient and quality,
- Reduce employee monitor and evaluation,
- Increase organizational stability,
- Maintain and improve the quality of HR,
- Make good conditions to apply technical and management progresses,
- Improve organizational competitiveness.
c. For society
- - Provide high quality HR for society
- - Provide good citizen for society
- - Stimulate development and cooperation in society.

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II. TRAINING AND DEVELOPMENT PROCESS

Define training needs

Define training objectives

Select participants

Select training program and methods

Select teachers/tutors

Estimate the training costs

Implement the training program

Training evaluation

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Define the training needs

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 Define the training needs (cont.)
• Define:
- When
- What division
- What skills
- What kind of labor
- How many people
• Bases for defining training program
- Job requirements now and future,
- Current skills of employees,
- Analyze and evaluate job performance.
• Methods to collect information to define training needs
- Individual interview
- Questionnaire
- Job performance analysis.

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 2. Define training objectives
Defining what must be achieved of a training program,
includes:
- Training skills,
- Knowledge and ability of participants after training,
- Quantity and structure of participants,
- Training time

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3. Selecting training participants
The selection of specific people to be trained based the
identification of the needs and motivations of employees, the
effects of training on employees, and each person's career
ability.
4. Selecting training program and methods
A training curriculum is a system of subjects and lessons
taught, showing what knowledge and skills need to be taught
and for how long. On that basis, select the appropriate
training PP

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5. Select training lecturers/tutors
- Can be selected from within organization, hired in from outside or
combination of two above mentioned methods.
- Training teachers/tutors also need to be trained to clearly understand
training objectives and training structure.
6. Estimating training cost
The training cost is estimated based on:
- Training program
- Training method
- Teachers/ training equipment and utilities.
- Regulations regulated by government.
7. Implement training program
- Organize training course
- Encourage participants participate in the training program fully and actively.

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8. Evaluating training program
- Training objectives, if training achieve its objectives?
- Training results and cost
- Training cost and benefits
- The training results includes:
• Knowledge
• Satisfy of participants
• Possibility to apply learn knowledge and skills into practice.
- Evaluation methods:
• Interview
• Questionnaire
• Observation…

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III. Training and development methods
• On-the-job training (OJT)
– Job instruction training
– Apprenticeship training
– Coaching and counseling
– Job rotation and transfer
• Off the job training and development
– Vestibule training (Organize training courses near/beside organization)
– Study at colleagues/universities
– Lectures, workshops
– Programmed training with computer assistant
– Distance and internet-based training
– Laboratory based training
– Behavior modeling

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1. On the job training
1.1. Job instruction training
• Lecturer explains the job objectives, gives detail explanation on
job by steps
• Employees observe, discuss, do a try out
• Applicable for workers and management staffs
1.2. Apprenticeship training
• A structured process by which people become skilled workers
through a combination of classroom instruction and on-the-job
training
• Employees were taught theory in the class and work under
supervision of high experienced and skilled workers until they
become skilled workers
1.3. Coaching and counseling
Managers and workers learn necessary knowledge and skills by
couching and counseling of senior managers through:
o Coaching and instruction by direct manager
o Coaching by some consultants
o Coaching by high experienced managers
1.4. Job rotation and transfer
Transfer a manager from one job to another one to help them getting
experiences from different fields of management so that they can do
better at higher positions in the future.

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èAdvantages:
• Does not require space and specific equipment
• Reality: new employees can work and can earn a living
• Have positive changes in knowledge and practical skills immediately.
• Easy to work with colleagues in future
èDisadvantages
• The theory on job may not be trained systematically
• Learners may learn outdated knowledge and skills from guiding
managers.

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2. Off the job training
2.1. Vestibule training (Organize training courses near/beside
organization)
The training course include theory and practice:
• The theory is instructed by engineers, technical staffs
• Practice is instructed by high experienced engineers or workers.
2.2. Study at colleagues/universities
organization sends employees to study at certain colleagues or
universities to study at certain fields of specification.
2.3. Lectures, workshops
The learners discuss by topic under supervision of group leaders by which
they can get necessary knowledge and experiences.
2.4. Programmed training with computer assistant
Training program is written on computer, learners study themselves with the
assistant of computer.

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2.5. Distance and internet-based training
• Teletraining
- A trainer gives lecturers for trainees via TV hookups.
• Video conferencing
- Interactively training employees who are geographically separated from
each other—or from the trainer—via a combination of audio and visual
equipment.
• Training via the Internet
- Using the Internet or proprietary internal intranets to facilitate computer-
based training.
2.6. Laboratory based training
• Use case study, role playing, game theory to help trainee solving problems
similar to realistic problems.
2.7 Behavior modeling
• It is a method of drama designed to model rational behavior in special
situations