At the end of this chapter, the learner will be able to:
1. Recognize the nature, importance, and benefits of training;
2. Identify legal issues on training;
3. Formulate training objectives that are important in all
organizations;
4. Categorize types of training;
5. Correlate the basic steps of training systematically;
6. Adapt to trends in training practices; and
7. Internalize training as a career opportunity.

Training is the process to develop employee
performance on a presently held job or one related to it.
In order to be effective:
• training must involve a learning experience;
• it must be a planned organizational activity; and
• It must be designed in response to identified needs.
Development refers to learning opportunities intended
to assist employees grow.

 The effectiveness of organizations and the experience of people in
work rely significantly on training. All organizations employing people
need to train their staff on important areas like:
• Productivity;
• Health and safety at work; and
• Personal development
 Investment in training involves acquiring and maintaining space and
equipment. It requires operational personnel, employed in the
organization’s main business functions, like production, maintenance,
sales, marketing and management support to direct their attention and
effort to supporting training development and delivery.

Training is beneficial for a number of reasons, namely:
1. Better job satisfaction and morale amongst workforce.
2. Improves workforce motivation.
3. Improves efficiencies in processes, ensuing to profitability.
4. Better capacity to adapt new technologies and methods.
5. Improves innovation in strategies and products.
6. Lessens employee turnover.
7. Creates better company image.
8. Helps people identify with organizational goals.
9. Enhances relationship between employer and employee.
10. Helps in organizational development.

Training benefits (Cont..):
11. Promotes loyalty, faithfulness, sincerity and trust.
12. Assists in promotion from within.
13. Assists in boosting productivity and work quality.
14. Assists in avoiding tension and conflict.
15. Lowers down costs to the functional areas.
16. Generates an environment for growth and good communication.
Required and regular training is mandatory and must be given to
all employees. Otherwise employers could be guilty of an offense.

What the organization desires to attain and how to
help employees reach company goals are the focus of
training objectives.
1. Health and Safety
2. Equality and Diversity
3. Staff Management
4. Soft Skills

1. Required and regular training – These are trainings, which comply with legal
requirements and are provided for all employees.
a. Sexual and harassment prevention
b. Safety compliance
c. Wage and hour rules
d. Employee orientation
e. Benefits enrollment
2. Job/Technical training – These trainings make possible employees to do their
jobs well.
a. Computer skills
b. Customer service
c. Quality initiatives
d. Equipment operations
e. Recordkeeping needs
f. Telecommunications
g. Product details

3. Developmental and career training – These are trainings focus on both
operational and interpersonal troubles and endeavor to enhance the working
environment of the organization.
a. Business trends
b. Strategic thinking
c. Leadership
d. Change management
e. Career planning
f. Performance management

4. Interpersonal and problem-solving training – These trainings center on long-term
improvement of individual and organizational capabilities in the coming years.
a. Diversity
b. Ethics
c. Human relations
d. Communications
e. Writing skills
f. Team relations
g. Coaching skills
h. Problem analyses
i. Conflict resolution

In developing an effective training program, it is best to
use the systematic training process. There are four (4) basic
training steps in this process, which are assessment, design,
delivery, and evaluation.
STEP 1: Training needs analysis
STEP 2: Training designs
STEP 3: Training delivery
STEP 4: Training evaluation

STEP 1: TRAINING NEEDS ANALYSIS
 The needs analysis is the first step for all training. This step requires
data collection in order to justify an investment for training.
 The objective in setting up a needs analysis is to discover the
responses to the following queries:
1. Why training is necessary?
2. What kind of training is considered necessary?
3. When is the training necessary?
4. Where the training is considered necessary?
5. Who requires the training?
6. Who will carry out the training?
7. How will the training be executed?

STEP 2: TRAINING DESIGNS
 This step establishes the training design appropriate depending on the
training objectives.
STEP 3: TRAINING DELIVERY
 Once training design has been decided this step can begin.

(STEP 3: CONT..)
 The following variables must be considered in selecting training
delivery methods:
1. Nature of training
2. Topic of the training
3. Number of participants in the training
4. Individual vs. team
5. Self-paced vs. guided
6. Training resources/costs
7. E-learning vs. traditional learning
8. Time allocated
9. Completion timeline

(STEP 3: CONT..)
 In addition, an effective trainer should have the following
characteristics:
1. An interest to lecture the subject being taught
2. An experiential knowledge of the subject being taught
3. An ability to encourage participants to learn
4. A good sense of humor
5. An energetic look and good posture
6. A strong enthusiasm for their topic
7. A strong empathy towards participants
8. Fitting audio/visual equipment to better understand the topic of the
training

STEP 4: TRAINING EVALUATION
 This step will determine how effective and profitable the training
program has become due to cost and time expenditure.
 There are numerous apparent benefits for evaluating a training
program, namely:
1. Evaluations will afford feedback on the trainer’s
performance, which could allow improvement for future
programs
2. Evaluation will show its cost-effectiveness
3. Evaluations determine the effectiveness of the training
program in general for the employees and the
organization itself.

 Five major trends and the best practices that companies should think
about in training consist of the employment of mobile technology,
embracing of social learning tools, application of adaptive learning
principles, alignment with corporate objective, and the talent to
measure effectiveness.
1. Going Mobile
2. Understanding Social
3. Considering Adaptive Learning
4. Aligning with Business Objectives
5. Measuring effectiveness

 Human resources training consist of obtaining the Human Resource (HR)
degree level that is fitting for the job, plus acquiring further on-the-job
training via observation and mentoring.
 Numerous individuals who aspire to enter into human resources
training role make use of their past experiences and enhance it with
formal education in a college or university program.
 Masters in Business with a focus on Human Resources would facilitate
HR training and development manager or specialist move up the career
ladder and earn a better salary.