HRD-training, HRD- evaluation

1. PRESENTATION TITLE
HUMAN RESOURCE TRAINING AND EVALUATION
PRESENTED BY:
LADEIPHI KHARSATI
2015A/87M
VASANTROA NAIK MARATHWADA KRISHI VIDYAPEETH,
PARBHANI-431402
DEPT. OF EXTENSION EDUCATION

2. CONTENTS
SL NO INDEX
1 HUMAN RESOURCE?
2 HR TRAINING
DEFINITION
NEED
OJECTIVES IMPORTANCE
PROCESS
TYPES
METHODS
3 EVALUATION
DEFINITION
4 Cs OF EVALUATION
TECHNIQUES
ADVANTAGES AND DISADVANTAGES

3. HUMAN RESOURCE?
IT IS THE TOTAL KNOWLEDGE , SKILLS, CREATIVE
ABILITIES, TALENTS AND APTITUDES OF AN
ORGANISATION, WORK FORCE AS WELL AS THE
VALUES, ATTITUDES, BELIEFS OF THE INDIVIDUALS
INVOLVED.

4. WHAT IS HR TRAINING?
 Dale S. Beach defines training as
‘the organized procedure by which
people learn knowledge and/or skill for
a definite purpose’.
Training refers to the teaching and learning activities
carried on for the primary purpose of helping members
of an organization acquire and apply the knowledge,
skills, abilities, and attitudes needed by a particular job
And organization.
 According to Edwin Flippo, ‘training is the act of increasing the
skills of an employee for doing a particular job’

5. NEED OF HR TRAINING
 Environmental change
 Organizational complexity:
 Human relations
 Change in the job assignment:
 To match employee specifications with the job
requirements and organizational needs:

6. 1. Environmental changes: Mechanization,
computerization, and automation have resulted in many
changes that require trained staff possessing enough
skills. The organization should train the employees to
enrich them with the latest technology and knowledge.
2. Organizational complexity: With modern inventions,
technological upgradation, and diversification most of
the organizations have become very complex. This has
aggravated the problems of coordination. So, in order to
cope up with the complexities, training has become
mandatory.
3. Human relations: Every management has to maintain
very good human relations, and this has made training
as one of the basic conditions to deal with human
problems.

7. 4. To match employee specifications with the job
requirements and organizational needs: An
employee’s specification may not exactly suit to the
requirements of the job and the organization,
irrespective of past experience and skills. There is
always a gap between an employee’s present
specifications and the organization’s requirements.
For filling this gap training is required.
5. Change in the job assignment: Training is also
necessary when the existing employee is promoted
to the higher level or transferred to another
department. Training is also required to equip the old
employees with new techniques and technologies

9. Contd..Improving the ………
self confidence
stability and progress of the organization
improve quality reduce the wastages to the minimum
improve quality reduce the wastages to the minimum
adapt according to changing environment

11. TYPES OF TRAINING:
Induction training:
Job instruction training:
Vestibule training:
Refresher training:
Apprenticeship training:

12.  INDUCTION TRAINING: Also known as orientation training
given for the new recruits in order to make them familiarize
with the internal environment of an organization. It helps
the employees to understand the procedures, code of
conduct, policies existing in that organization
 Job instruction training: This training provides an
overview about the job and experienced trainers
demonstrates the entire job. Addition training is offered to
employees after evaluating their performance if necessary.
.

13.  Vestibule training: It is the training on actual work to
be done by an employee but conducted away from
the work place.
 Refresher training: This type of training is offered in
order to incorporate the latest development in a
particular field. This training is imparted to upgrade
the skills of employees. This training can also be
used for promoting an employee.
 Apprenticeship training:
Apprentice is a worker who
spends a prescribed period of
time under a supervisor.

14. Methods of traning
On-the-job-training
methods
1.Job rotation
2.Coaching
3.Trained positions
4.Planned work
activities
4.Intenship training
Off-the-job training methds
1. Case study method
2.Incident method
3.Role play
4.In basket method
5.Bussines games
6.Grid training
7.Lectures
8. Simulation
9.Management education
10. Conferences

15. EVALUATION

16. EVALUATION?
 Performance evaluation is the process of assessing an
employee's job performance and productivity over a
specified period of time
 Performance evaluation, or performance appraisal (PA), is
the process of assessing an employee's job performance
and productivity

17. EVALUATION
The 4C’s of Evaluation of
Human Resource Function
Commitment
Competency
Congruency
Cost Effectiveness

18.  Commitment:
 means testing the employee’s personal
motivation and loyalty to the organization.
 If the employee works hard enough for the good of
the company and his main aim is for the company
to gain competitive advantage over its rivals then
he is very committed to the company thus the
human resource department is very effective.
 Competency:
 In this area one tests the employee’s skills and
abilities to perform his tasks well. Hiring and
maintaining employees with very good skills proves
that the human resource docket in that company is
very efficient.

19. o Congruency:
 focuses on management and employees.
 It seeks to test and prove that the
management and employees share the same
vision of the organization goals and work
together to attain them.
 Cost Effectiveness: It is concerned with
operational efficiency. The Human Resource
Function in the organization should be used
to the best advantage.

20. TECHNIQUES OF EVALUATION OF HUMAN
RESOURCE
Achievement of Specified
Goals
Service Overall Evaluation
(SLA
Subjective Overall Evaluation
Bench Marking

21.  Achievement of Specified Goals: This is one way of
evaluating Human Resource Function. In this case one
measures the achievement against agreed objectives.
 Service Overall Evaluation (SLA): This is an agreement
between the provider of services and the customers.
 Subjective Overall Evaluation: This is another method of
evaluation of Human Resource Function. One measures
the satisfaction index where concerns on whether an
employee is happy and satisfied working in the
organization and the Human Resource policies and
practices as they affect them.
 Bench Marking: In this evaluation of Human Resource
Function one compares data from a competing firm and
the data in your organization. This provides information
on where to improve in the business strategies.

22. ADVANTAGES
employee effectiveness,
improved employee
performance,
Prompt feedback,
enhanced
communication
fostering of trust,
assessment of educational
and other training needs.
assessment of educational and
other training needs.

24. THANKYOU!