Introduction • Training and Development in Human Resource Management is acquiring knowledge, skills, and attitudes attitudes that help improve employees’ job performance and enable future career growth. • Training refers to acquiring specific knowledge and skills skills for a particular job or task. It is usually a short-term Role of HRM in Training and Development • Training Needs Assessment HR is responsible for conducting a needs assessment to identify the training needs of employees. This involves building a competency framework to analyse the skills and knowledge gap for each position in the organization. • Designing and Developing Training Programs HR will start by defining the learning objectives of the training program. These objectives are specific, measurable, achievable, relevant, and time-bound (SMART) to ensure that the program meets the needs of the organization and the learners. • Implementation and Delivery of Training Programs HR is responsible for ensuring that the training programs are implemented successfully. This includes scheduling the training sessions, booking trainers, and making sure that all participants have the necessary materials and are ready to participate. Role of HRM in Training and Development • Evaluation of Training Programs Effectiveness HR evaluates the effectiveness of the training programs to determine if the training was successful in improving the employee’s knowledge and skills. This helps HR identify areas where improvement is needed for future training programs. • Creating Career Path Development HR provides career development opportunities to employees to help them grow and advance their careers within the organization. They will support the training with additional interventions such as job shadowing, one-on-one coaching, mentoring, and other development opportunities. Training Methods On-The-Job Training Methods For The Employees (Internal Training Methods) These methods are generally applied in the workplace while employees are working. This form helps develop the occupational skills necessary to manage an organization and fully understand its products and services and how they are designed and carried out. Ex:- Job Rotations, Temporary Promotions, Coaching, etc. Off-The-Job Training (External Training Methods) Off-the-job training is sometimes necessary to get people away from the work environment to where the frustrations and buzz of work are eliminated. Training is generally given through lectures, discussions, case studies, and demonstrations. This enables the trainee to study theoretical information or be exposed to new and innovative ideas. Ex:- Lectures, Case Study, Computer Based Training, etc. Training Design • Training design is a detailed plan for a training event or experience. It involves specifying instructional objectives, sequencing training materials, incorporating learning principles, and identifying effective training methods. Delivery Methods Delivery Methods Method Description Traditional classroom-based sessions are Instructor-Led Training led by an instructor, allowing for direct interaction and immediate feedback. Online courses and modules are E-Learning Programs designed to deliver training content via digital platforms, offering flexibility for learners. learning experiences within the Hands-on On-the-Job Training work environment, allowing employees to gain practical skills in real-time scenarios. Kirkpatrick’s Evaluation Model Return on Investment on Training • Training ROI measures how much an organization gains from its investment in training. It is a financial metric that expands on the benefits and business results relative to a training program. It is not a training satisfaction measure, which indicates how happy the employees are with the training. • Using various measures, we can understand the business impact of a particular workshop, training program, or leadership course, and convert it to monetary value. Determining Training Needs Allocating Resources Challenges in Training and Development Identify the Best Training Method Keeping Employees Engaged Measuring the Impact of Training Managing Resistance to Change Awarding Employee Development TCS Corporate Digital Academy • TCS Corporate Digital Academy is a corporate skilling, reskilling, and digital learning offering that allows corporates to provide an immersive learning experience to employees, in line with the technology trends. Embedded with artificial intelligence (AI), the offering enables intuitive and personalised learning supported by a library of digital content which learners can explore at their own pace and convenience, through multiple devices. Features:1. Skill Upgradation 2. Immersive Learning 3. Corporate Learning 4. Learners can learn at their own pace Learning and Development at Deloitte We offer a Lifetime Learning and Development Curriculum to our talent, based on a global world-leading competency framework. The curriculum is designed to grow our talent and foster future leaders through exceptional smart talent development experience. 1. Develop as a future-ready talent through innovation and technology Our agile, innovative and technology-enabled learning and development solutions help you develop future-ready skills, hot skills, client-centric and digital mindset at a faster speed. 2. Deloitte University Asia Pacific China Campus Deloitte is committed to developing the world’s best leaders. As part of our investment in our people, Deloitte China is currently working to establish a Deloitte University Asia Pacific campus near Beijing with plans to open this in 2025. • In the dynamic landscape of today's workforce, learning and development stand as pillars of success for both individuals and organizations. As we've explored in this presentation, Human Resource Management plays a pivotal role in fostering a culture of continuous learning. Conclusion • In conclusion, the investment in learning and development is an investment in the future. HRM catalyzes organizational growth by creating an environment where learning is not just encouraged but celebrated. As we move forward, let us embrace the evolving landscape of HRM and champion the development of our greatest asset – our people. Sources • The top 10 challenges in learning & development and how to solve them. (n.d.). https://www.accredible.com/blog/the-top-ten-learning-and-development-challenges-and-how-to-solve-them • Van Vulpen, E. (2023, September 10). 3 ways to measure training ROI + useful tips. AIHR. https://www.aihr.com/blog/training-roi/ - :~:text=measuring training ROI-,What is training ROI%3F,employees are with the training. • Valamis. (2023, December 19). The Kirkpatrick model. Valamis. https://www.valamis.com/hub/kirkpatrick-model • Van Vulpen, E. (2023b, September 13). Understanding the ADDIE model: All you need to know. AIHR. https://www.aihr.com/blog/addie-model/ • Muntasir. (2023, August 8). Training Methods in HRM: On-The-Job & Off-The-Job Techniques. iEduNote. https://www.iedunote.com/methods-of-training • Training and development - meaning, examples, importance. (n.d.). Keka HR. https://www.keka.com/glossary/training-anddevelopment#:~:text=Training%20and%20Development%20in%20Human,a%20particular%20job%20or%20task. • Learning and development. (n.d.). Deloitte. https://www2.deloitte.com/cn/en/pages/careers/articles/learning-anddevelopment.html • End-to-end Corporate Learning and Development with TCS’ Services. (n.d.). https://www.tcs.com/what-wedo/industries/education/solution/corporate-digital-academy-skill-development Thank You!
