HR303 Fundamentals of Training and Development

PROFESSIONAL SKILL DEVELOPMENT ACTIVITY-2
FUNDAMENTALS OF TRAINING AND DEVELOPMENT (HR303)
SUBMITTED BY- Ahmer Gulrez (A-19)
Gautam Chhabra (A-36)
Nitish Nagar (A-59)
Radha Shah (A-48)
Simran Gupta (A-47)
SUBMITTED TO- DR. Vishal Kamra

INTRODUCTION- Training and development initiatives are educational
activities within an organization that are designed to improve the job
performance of an individual or group. These programs typically involve
advancing a worker’s knowledge and skill sets and instilling greater motivation to
enhance job performance.
Training programs can be created independently or with a learning administration
system, with the goal of employee long-term development. Common training
practices include orientations, classroom lectures, case studies, role playing,
simulations and computer-based training, including e-learning.
Sometimes referred to as Human Resource Development (HRD), most employee
training and development efforts are driven by an organization’s HRD function.
These efforts are roughly divided into two types of programs:
Employee Training and Development
A strategic tool for improving business outcomes by implementing internal
educational programs that advance employee growth and retention.
Management Training and Development
The practice of growing employees into managers and managers into effective
leaders by the ongoing enhancement of certain knowledge, skills and abilities.
IMPORTANCE OF TRAINING AND DEVELOPMENT-
The top ten benefits of employee training and development programs include:
1. Increased productivity: When employees stay current with new procedures
and technologies, they can increase their overall output.
2. Reduced micromanagement: If workers feel empowered to perform a task,
they typically require less oversight and work more independently.
3. Train future leaders: Organizations must have a solid pipeline of well-
trained and innovative potential leaders to grow and adapt over time.
4. Increased job satisfaction and retention: Well-trained employees gain
confidence in their abilities, leading to greater job satisfaction, a reduction

in absenteeism and overall employee retention.
5. Attract highly skilled employees: Top recruits are attracted to firms with an
identifiable career path based on consistent training and development.
TYPES OF METHODS FOR EVALUATION OF TRAINING PROGRAMME:
1. The Kirkpatrick Taxonomy-
The Kirkpatrick Taxonomy is perhaps the most widely used method of
evaluating training effectiveness. Developed by Don Kirkpatrick in the 1950s, this
framework offers a four-level strategy that anyone can use to evaluate the
effectiveness of any training course or program.
The four levels are:
1. Level 1: Reaction
2. Level 2: Learning
3. Level 3: Behavior
4. Level 4: Results
2. The Phillips ROI Methodology
The second method for evaluating training effectiveness that we’ll discuss is the
Phillips ROI Methodology. When Jack Phillips published his own work on training
evaluation in 1980, the Kirkpatrick taxonomy was already well established as the
dominant training evaluation model. However, Phillips wanted to address several
of the shortcomings he saw in the Kirkpatrick taxonomy. His ROI methodology is
best thought of as an expanded version of Kirkpatrick’s taxonomy.
The Phillips ROI Methodology has five levels:
1. Reaction
2. Learning