Training and development

The most comprehensive listing of the role and
responsibilities of a training department could be
as follows:
 Working with management to produce corporate
plans (including manpower plans) and business
strategies
 Producing training policies, plans and budgets
 Providing training inputs to management
development
 Selecting trainees (e.g. student trainees,
graduates, etc.)
Komal Gangi, Faculty, TIAS

 Arranging appropriate induction programmes
 Carrying out job analysis
 Assisting managers to identify training needs
 Arranging and partly carrying out training
programmes including course design
 Organising further education for employees
 Measuring, evaluating and following up
training
 Developing training staff

 Liasing with educational establishments
 Providing a training advisory and information
service
 Controlling all training resources
 Advancing the cause of training as a
profession

 A) Corporate plans and strategies
- Effect the training department and its total
strategy because these pans and strategies
determine what the organisation is looking to
achieve
- Keep the training department informed when
rapid changes takes place

 Individual Objectives and Entrenched
Attitudes
- Can help change attitudes and reconcile
individual objectives to the corporate
objectives

 B) Manpower Plan
- Provides an analysis of the workforce
currently available and the movements of
workforce that can be expected due to
retirements, resignations, deaths,
redundancies, new entries, etc.
- From this data, a training need analysis can
be made in relation to the business plans and
strategies

 C) Management Development
- As a training activity seeks to improve the
standards of managerial performance in the
organisation, while management
development scheme ensures that there is a
continuous supply of trained managers to
meet future needs, managerial talent
inventory, succession plans and prediction of
career paths, preparing prospective for their
promotion

 Management Development
- If managers do not carry out performance
review well. Identifying the training needs,
the training department will not be able to
meet expectations.
- Hence the need for training managers in
performance review.

 D) Training Policy
- Every company should have a declared
training policy which is understood by
employees at all levels
- General statements about the importance the
company gives to training and individual
development are not enough
- Policy statement must go into details
- Should also be supported by the employees,
because training can be infructuous unless
there is commitment from side of the trained.

 Training Policy
- Training is not seen as a penalty, or a period
of relaxation for those who can be spared
- Employees should be encouraged to identify
their own needs of training

 Training Policy- Main Elements
1. Training will be established by reference to
the requirement of the company’s business
plan
- Unit objectives will be agreed with the
managers concerned and individual targets
derived from these objectives and agreed
with the employees
- A performance review system will be adopted
as described in the employee handbook

 2. Training needs will be identified though
the performance review system or in special
cases when there are changes in internal
policies or systems or in external factors,
such as government legislation
 3. Training Department will comprise a
training manager, a training officer, two
instructors and an Administrator and a
Secretary/Records clerk

 4. Where possible, training in satisfaction of
identified needs will be carried out by
management, supervisors or members of the
training department.
 Outside consultants will also be used where
appropriate
 Training methods will be determined by the
training department

 5. All new employees will receive induction
training on engagement. This will be
designed to assist them to settle into the
company and feel part of it at the earliest
opportunity
 It will include familiarisation with the
business as well as initial job training

 5. Employees under the age of 18 years will
be given the opportunity of paid day release
to attend suitable further education courses,
if available, at the local technical college
 Examination fees will be refunded when
successful

 6. In approved cases, adult employees will be
given assistance with time off to attend
further education courses in furtherance of
their knowledge of their jobs.
 Payment during absence for such courses or
for acceptable correspondence courses will
be at the discretion of management

7. Four places on a sponsored 4 year sandwich
course will be available to selected employees
at University each year
8. Prescribed books for external courses will be
paid for by the company provided they are
returned to the training department library
within six weeks of the end of the course.
Otherwise the cost will be recharged.

9. All training costs will be borne by the
Training Department budget. No such costs
will be incurred without the written agreement
of the training manager
10. All training equipment including books will
be on the Training Department’s inventory and
will not be removed without the department’s
permission.

11. The Conference Room will be the
responsibility of the Training Department, to
which all requests for its use will be made.

 E) Training Plans
- It is a practical document which brings
together all the training needs derived from
the business and manpower plans, the
performance review system and any other
recognized sources. It sets out what the
needs are, how they were established and
what standards are to be achieved, and also
the means by which they are to be satisfied.

 E) Training Plans
- The person or persons who will be
responsible for the training are specified and
budget allocation is stated.

 F) Integration Plans
- The most important message here is that of
integration of training objectivces, policies and
objectives with the business plans of the
organisation.
- Unfortunately, this integration does not always
happen and we find Training Departments setting
their own objectives and developing strategies in
isolation and without detailed knowledge of
corporate goals. As a result, it happens that such
training is carried out piecemeal and without
sense of priorities.

 F) Integration Plans
- This is not necessarily the fault of the training
manager. There may be a failure on the part
of the top management to involve training
department
- However, the effort has to be made, to
integrate the training plans, policies and
objectives with the business plans of the
organisation.

 1. Aligning Training with business strategy
 2. Changing demographics
 3. Knowledge workers
 4. Training as continuous improvement
 5. Quality
 6. Legal issues

 1. Aligning Training with business strategy

 2. Changing demographics

 3. Knowledge workers

 4. Training as continuous improvement

 5. Quality

 6. Legal issues

TNA is done to find out
 the kinds of training that are needed,
 who needs them,
 where they are needed and
 which methods willl best deliver the skill,
knowledge, attitutde to the workers.

• If productivity targets are not met consistently, a
signal is given to managers and HR staff that
training is needed.
• Excessive customer complaints also give the red
signal about quality and the consequent need for
training.
• The training need assessment if done
systematically helps in providing timely direction
and focus to training on priority issues.

• 1. ORGANISATIONAL ANALYSIS
• 2. TASK ANALYSIS
• 3. PERSON ANALYSIS

 First step in TNA
 Broad issues that can influence training needs
are identified in this phase
 Organisational analysis involves
examination of the business environment,
strategies of the organisation and
the resources as its command to determine where
training is needed

 Economic and public policy issues influence
the training needs of organisations.
 The environment consciousness has forced
lot of organisations to conduct training on
environment saving methods and ISO-14001
are good examples of the public policy
influencing the environmental concerns of
training

 Strategy initiatives of the organisation like
restructuring, downsizing, empowerment ,
team working, etc. have influenced the need
for training.
 The resources of the organisation like
technological, financial and human resources
influence the training needs.

 In the recent years, the organisations have
strived to reduce the costs and training
budgets are often constrained.
 This makes careful planning by managers
more imperative, so that the training rupees
spent are more productive
 This makes organisation analysis important

Types of Training Needs
Magnitude of
content
Micro Macro
Period of
utility
Short term Long term

Trainees’ need
with the
organisation
Pre-service
Training Needs
In Service
Training Needs
No. of persons
Individual Group

Specific Area
Subject
Matter/
Technical
Behavioral

Organ isational
Analysis
Task Analysis Person Analysis
1. Organisational
goals and objectives
1. Job descriptionss 1. Performance
Appraisal
2. Personnel
inventories
2. Job specifications 2. Work Sampling
3. Skill inventories 3. Performance
standards
3. Interviews
4. Organisational
climate indexes
4. Performing the job 4. Questionnaires
5. Efficiency indexes 5. Work sampling 5. Tests
6. Changes in system
or sub systems(e.g.
equipment)
6. Reviewing literature
on the job
6. Attitude surveys

Organ isational
Analysis
Task Analysis Person Analysis
7. Management
requests
7. Asking questions
about the job
7. Training Progress
8. Exit interviews 8. Training
committees
8. Assessment Centres
9. Management by
objectives or work
planning systems
9. Analysis of
Operating problems
9. Critical incidents

Training and development

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