Personnel Administration
Chapter Four:
Orientation Training and Development
Presented by
Mohamed Mahad Isse
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Chapter 4 outline
• Areas of focus or Main topics
Introduction
Definition
Training concept
Importance/ needs of training
Training benefits to employer
Training benefits to employees
Systematic training process
Training and development process
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Chapter 4 outline
Steps in training process
Evaluation of training program
Training evaluation benefits
Principles of training and development
Employees training vs. Management training
Methods of training for management development
Conclusion
Chapter summary
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Quizzes ( 10 minutes)
1. Define personnel Administration?
2. What are the main functions of government? explain
each one of them?
3. What are the benefits of proper personnel
administration within government institutions?
4. Differentiate between public administration and
personnel administration?
5. Write short note from the followings:-
a. Job description?
b. Job specification?
c. Job enlargement and
d. Job analysis and design?
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Orienting Employees
• Employee orientation
– A procedure for providing new employees with basic
background information about the firm.
• Orientation content
– Information on employee benefits
– Personnel policies
– The daily routine
– Company organization and operations
– Safety measures and regulations
– Facilities tour
By. M. Mahad Isse-
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Employee Training
o Training comes next to recruitment, selection, and
placement.
o It normally relates to the job assigned and is in the form
of guidance for performing the job safely and efficiently.
o According “Training is the act of increasing the
knowledge and skill of an employee for doing a particular
job”.
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Importance of training
Benefits To Employer
• Improve efficiency of workers, which leads to more
production and more profit.
• Improve quality of production
• Reduce expenditure on supervision as trained workers do
their work with interest.
• Provide stable labor force by reducing labor turnover.
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Importance of training
• Reduce labor absenteeism as trained workers do their
work with interest.
• Facilitates the introduction of new management techniques
• Creates a pool of capable employees from outside
• Creates pleasant industrial relations
• Provides guidance to newly appointed executives.
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Benefits of employees
Benefits of employees
• Create confidence among employees.
• Develop skills among employees
• Provides quick promotion opportunity for self-development.
• Offers monetary benefits in the form of attractive
remuneration.
• Upgrade knowledge, information & skill and make them
capable to face all types of situations.
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Systematic Training Process
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The Training and Development Process
Needs analysis
– Identify job performance skills needed,
– assess prospective trainees skills, and develop
objectives.
Instructional design
– Produce the training program content,
– including workbooks, exercises,
– and activities.
By. M. Mahad Isse-
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T&D process
Validation
– Presenting (trying out) the training to a small
representative audience.
Implement the program
– Actually training the targeted employee group.
Evaluation
– Assesses the program’s successes or failures.
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Steps in training
1. Identifying Training Needs:
– Organizational Analysis
– Operations Analysis
– Manpower Analysis
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Steps in Training process
2. Setting training objectives
– To impart basic knowledge and skills required for
performing jobs.
– To assist employees to function more effectively.
– To build up a competent and capable officers.
– To broaden the minds of senior managers through
exchange of information and experience.
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STP
3. Designing Training Programme
– Who are the trainees?
– Who are trainers?
– What methods of training are to be used?
– What should be the type of training?
– Where the training programme is conducted?
– What results are to be achieved?
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STP
4. Preparation of Learner
5. Presentation of Operations and Knowledge
6. Implementing Training Programme
7. Follow up and Evaluation
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Training methods
On the job training
of the Job training
Apprenticeship training
Informal training
Job instruction training
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Training Methods
On-the-job training (OJT)
– Having a person learn a job by actually doing the job.
OJT methods
– Coaching or understudy
– Job rotation
– Special assignments
– Lectures
– Workshops and seminars
Advantages
– Inexpensive
– Immediate feedback
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,
Training Methods (cont’d)
Apprenticeship training
– A structured process by which people become skilled
workers through a combination of classroom teaching
Informal learning
– The majority of what employees learn on the job they
learn through informal matters on a daily basis.
By. M. Mahad Isse-
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Training methods -3
Job instruction training (JIT)
– Listing each job’s basic tasks, along with key points, in
order to provide step-by-step training for employees.
Off the job training (OJT)
- It refers to the methods that are applied away from
the workplace. Here training is separated from regular
work within organization.
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Next class
• Second lecture will be on 25th March, 2013
• And yet 26th March, 2013, will be Mid-term exam
• Includes chapter 1 till chapter 4
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Evaluation of Training program
• Evaluation of training programme is conducted after the
training is completed.
• It is necessary in order to find out the extent to which the
training objectives are achieved.
• Evaluation is also conducted periodically in order to judge
the effectiveness and practical benefits.
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Benefits of evaluation program
• Find out the extent to which the training objectives are
achieved
• Makes training programme result oriented
• Facilitates introduction of suitable modification in training
programme.
• Makes training adaptable as per the changing needs of
organization.
• Ensures better result from training programme
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Principles of training
• Training should be need based.
• It should be elaborate and systematic.
• It should motivate trainees to take interest in the training
• It should be theoretical as well as practical with a properly
• It should be of superior quality i.e. expert trainer
• should be appointed and good training materials
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Principles of training 2
It should be of a reasonably longer period.
Effective involvement of trainees should be encouraged.
Provisions for rewards and penalties should be introduced.
Place of training should be peaceful and convenient
Training should be followed by promotion or giving awards
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Employee Training vs.
Management development
Employee Training:
• Training is imparting knowledge, education and guidance
to develop skill among operative staff
Type & Duration
• It relates to a specific job and is for short period.
Methods used
• On the job method is used extensively
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Employees vs. Management
Cost Involved
• It is economical due to internal training
Trainers
• Supervisors provide training to their subordinate
Frequency
• It is given at the beginning and at the time of promotions.
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Management Development
Management Development:
• Development is providing wider exposure to managerial
personnel to make them capable to face organizational
problems.
Type and duration
• It is general in nature and is long period process.
Methods used
Off the job method is used along with off the job methods
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Management Development
Cost Involved:
• It is costly due to off the job methods
Trainers
• It is executed by top-level management and outside
experts.
• Frequency
• It is a continuous and constant activity.
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Methods of job evaluation
o Coaching & Counseling
o Job Rotation
o Understudy Assignment
o Junior Boards
o Delegation
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Methods of job evaluation-2
o Appointment as ‘assistant
o Membership of committees
o Project Assignment
o Promotions and Transfers
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Employee Empowerment
• This concept appeared in US in 1970. It is described as
the reorientation of all forces, values and beliefs,
• which determine human behavior in organizations.
• This concept seeks the redistribution of power in work
settings.
• Under empowerment, has to give full freedom to
managers to act as per the demand of the situation.
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Industrial Relations
• Industrial relation is a term used in labor-management or
employer-employee relations.
• Employer provides capital and workers provide physical
labor.
• The relation between them needs to be fair, friendly and
cordial to run business efficiently.
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Chapter 4 outline
• Areas of focus or Main topics
Introduction
Definition
Training concept
Importance/ needs of training
Training benefits to employer
Training benefits to employees
Systematic training process
Training and development process
1-34
Chapter 4 outline
Steps in training process
Evaluation of training program
Training evaluation benefits
Principles of training and development
Employees training vs. Management training
Methods of training for management development
Conclusion
Chapter summary
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Chapter end
• The chapter end
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