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Training and evaluation in human resource management

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  1. Introduction
  2. Objectives of HRM
  3. Training
    1. Principles of training
    2. Application specific
    3. Objectives of T and D
    4. Training process
    5. Identification of training needs
    6. Planing of training program
    7. Implementation of training
    8. Evaluation of training
  4. Conclusion
  5. Bibliography

Human Resource is the biggest asset for the success of any organization, but to make it an asset, activity of training and development plays a very important role. However, it is very essential to ensure that training imparted to people is effective which can enhance the performance of the people on their job in the organization. The scope of Human Resource Management covers the following areas and responsibilities: HUMAN RESOURCE PLANNING (HRP): The objective of HRP is to ensure that the organization has the right type of personnel at the right time and at the right place. They must prepare Human Resources inventory with a view to assure present and future needs, availability and possible shortages.

The recruitment and selection process provide ?raw' human resources. Training helps the employees to improve their skill and knowledge. This is Self-development. According to S.P. Robbins, ?Training is a learning process which seeks a relatively permanent change in behavior that occurs as a result of experience?, while according to Yoder, ?Development is a process which Offers opportunities to learn skills, but also provides an environment designed to discovering and cultivating basic attitudes and capabilities and facilitating continuous personal growth?.

[...] Performance Evaluation Follow-up IDENTIFICATION OF TRAINING NEEDS This is the most important step in designing a training program. This involves a thorough analysis of the entire organization, its operation and its employees. It is necessary to find out the trouble spot so that proper training program can be designed and prescribed for those it is needed. PLANING OF TRAINING PROGRAM The training program must be planned keeping in mind the category of playing, case study, apprenticeship, the training aids, the career development of personnel, the duration of training and the incentive given. [...]


[...] Many directors were direct-line managers or are human resource generalists and are rarely trained in the complex enterprise of evaluation. It is often not clear to training human resource people what should be evaluated and what questions should be answered by an evaluation. Basically it is difficult to conduct evaluation without clear ides of the program's objectives. There is a view that training evaluation can be a risky and expensive enterprise. Some fear that an evaluation will indicate that a publicly endorsed program is not meeting its objectives. [...]


[...] TRAINING The recruitment and selection process provide ?raw' human resources. Training helps the employees to improve their skill and knowledge. This is Self-development. According to S.P. Robbins, ?Training is a learning process which seeks a relatively permanent change in behavior that occurs as a result of experience?, while according to Yoder, ?Development is a process which Offers opportunities to learn skills, but also provides an environment designed to discovering and cultivating basic attitudes and capabilities and facilitating continuous personal growth?. [...]

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