Human resources management

1. CPA Etienne NZA
KIGALI-RWANDA
Tel:O786933786/0722055908
E-mail: etienne.nzabirinda@gmail.com
TRAINNING IN HUMAN RESOURCE
MANAGEMENT DEVEOLOPMENT

2. Contents
INTRODUCTION.............................................................. 3
TYPES OF TRAINING.......................................................... 3
UNITY TWO: TRAINING AND DEVELOPMENT............ 8
GOALS OF TRAINING ..................................................... 9
DEVELOPMENT............................................................. 10
I.2.DIFFERENCE BETWEEN TRAINING AND
DEVELOPMENT IN AN ORGANISATION .................... 12
UNITY THREE: THE BENEFIT OF TRAINING TO AN
ORGANIZATION............................................................ 14
REFERENCES.................................................................. 16

3. INTRODUCTION
Training is a systematic process of altering the behaviors of employees is direction that will
achieve organizational goals.
Recruiting and selecting new employees does not ensure the success. This is why the training is
high needed since the business environment changes rapidly. However, the training should
depend on the amount of resources available a company possesses. Actually, the there is no
single type of training would be enough for the jobs we do. Most HR managers use a variety of
these types of training to develop a holistic employee. Below is some signal that current
employees need training:
❖ Introduction of new equipment or processes
❖ A change in the employees’ job responsibilities
❖ A drop in an employee’s productivity or in the quality of output
❖ An increase in safety violations or accidents
❖ An increased number of questions
❖ Complaints by customers or coworkers.
Once managers decide that their employees need training, these managers need to develop clear
training goals that outlined anticipated results.
Types of training
After establishing the training specific goals, the training session should be scheduled to provide
an employee an opportunity to meet his /her goals. The following are typical training programs
provided by employers:
1. Problem solving training. Todays’ employees often work as members of self-
managed teams who are responsible for solving their own problems. Problems
solving training has become a basic part of almost every organizational effort.
2. Interpersonal skills training. Most employees belong to a work team, and
their work performance depends on their abilities to effectively interact with
their co-workers. Interpersonal training help employees develop their
communication skills.
3. Basic literacy training. Organizations increasingly need to provide basic
literacy training in the areas of reading and mathematics skills to their
employees.

4. 4. Diversity training. As one of the fastest growing areas of training, diversity
training increases awareness and builds cultural sensitivity skills. Awareness
training tries to create an understanding of the need for, and meaning of,
managing and valuing diversity.
5. Technical training. New technology and structural designs have increased the
need to update and improve employees’ technical skills.
Other types of training programs include the following:
6. Refresher training: after certain time, may forget some of the methods, which
were taught to him, or they might have become outdated due to technological
advancement and enhanced management techniques and production.
According to Dale Yoder, training programs are essential because:
• Training brings employees up-to-date with the knowledge and skills and remember
what they have forgotten.
• Rapid technological changes make even the most qualified workers obsolete in course
of time.
• Several jobs which are created are to be manned by the existing employees.
7. Introduction or orientation training: this is a process of introducing a new
employee into the organization with a view to gaining his/her confidence and
developing in him/her a sense of cooperation. It is a training program used to
induct a new employee into the new social setting of his work. The new
employee is introduced to his/her job situation and to his/her co-employees.
Below are some of the objectives that an induction should attain:
▪ To inform new employees about the organizational rules and other facilities
▪ To welcome the employees and create positive attitudes among them
▪ To make sure that a new employee may not form false impressions regarding his place
of work.
▪ To encourage a feel of belonging and loyalty
▪ To build up a new employee’s confidence in the organization so as to become an efficient
employee.

5. 8. Job training: this technique aims at increasing the knowledge of workers about
the job with which there are concerned, so that their efficiency and skills of
performance are advanced. In job training, workers are given an opportunity
to learn new working methods in line with the emergency of technology.
The actual training follows a four-step process
▪ Preparation of the trainees for the instruction
▪ Presentation of instructions in a clear manner
▪ Evaluation (to check whether the instructions have been understood)
▪ Encouraging questions and allowing the trainees to work alone and the trainee should
follow regularly.
9. Promotional training: many concerns follow a policy of filling some of the
vacancies at higher levels by promoting existing employees. This policy
increases the morale of workers. When the existing employees are promoted
to supervisor positions in the organization, they are required to shoulder new
responsibilities. Therefore, this training has to be offered.
10. Apprenticeship training: this is a good source of proving the required
personnel for the industry. Under this method, both knowledge and skills in
doing a job or series of related jobs are involved. This kind of training is
desirable in industries which require a constant flow of new employees
expected to become all around craftsmen.
11.Internship training: internship training is usually meant for such
vocational where advance theoretical knowledge is to be backed up
practical experience on the job. Under this method, the professional
institutes enter into arrangement with a bigger business enterprise for
providing practical knowledge to its students. For example, engineering
students are sent to industrial enterprises and medical students are sent
to hospital for practical knowledge.
12.Quality Training
In a production-focused business, quality training is extremely important. Quality training
Refers to familiarizing all employees with the means for preventing, detecting, and
eliminating non-quality items. refers to familiarizing employees with the means of
preventing, detecting, and eliminating non-quality items, usually in an organization that
produces a product. In a world where quality can set your business apart from
competitors, this type of training provides employees with the knowledge to recognize
products that are not up to quality standards and teaches them what to do in this situation.

6. 13.Soft Skills Training
Soft skills Personality traits, social graces, communication, and personal habits that are
used to characterize relationships with other people. refer to personality traits, social
graces, communication, and personal habits that are used to characterize relationships
with other people. Soft skills might include how to answer the phone or how to be friendly
and welcoming to customers. It could include sexual harassment training and ethics
training. In some jobs, necessary soft skills might include how to motivate others, maintain
small talk, and establish rapport.
In a retail or restaurant environment, soft skills are used in every interaction with
customers and are a key component of the customer experience.
14.Professional Training and Legal Training
In some jobs, professional training must be done on an ongoing basis. Professional
training is a type of training that keeps an employee up to date in one’s professional field.
is a type of training required to be up to date in one’s own professional field? For example,
tax laws change often, and as a result, an accountant for H&R Block must receive yearly
professional training on new tax codes. Lawyers need professional training as laws
change. A personal fitness trainer will undergo yearly certifications to stay up to date in
new fitness and nutrition information.
15.Team training
Team training can be defined as a process that empowers teams to improve decision
making, problem solving, and team-development skills to achieve business results. Often
this type of training can occur after an organization has been restructured and new people
are working together or perhaps after a merger or acquisition.
The goal of team training is to develop cohesiveness among team members, allowing
them to get to know each other and facilitate relationship building. Some reasons for team
training include the following:
• Improving communication
• Making the workplace more enjoyable
• Motivating a team
• Getting to know each other
• Getting everyone “into the same page,” including goal setting
• Teaching the team self-regulation strategies
• Helping participants to learn more about themselves (strengths and weaknesses)

7. • Identifying and utilizing the strengths of team members
• Improving team productivity
• Practicing effective collaboration with team members
Team training can be administered either in-house or externally. Ironically, through the
use of technology, team training no longer requires people to even be in the same room.
16.Managerial training
managerial training is the type of training that occurs when someone has been identified
as a good manager candidate.it may combine soft skills training, technical training, and
skills training. Topics might include those from our soft skills section, such as how to
motivate and delegate, while others may be technical in nature. For example, if
management uses a particular computer system for scheduling, the manager candidate
might be technically trained.
17.safety training
Safety training is training given to employees so they are protected from injuries caused
by work-related accidents. Safety training is especially important for organizations that
use chemicals or other types of hazardous materials in their production. Safety training
can also include evacuation plans, fire drills, and workplace violence procedures. Safety
training can also include the following:
• Eye safety
• First aid
• Food service safety
• Hearing protection
• Construction safety
18.Use of handbook.
this is a document that describes an organization’s conditions for
employment (such as attendance, behavior on the job, performance of
duties), policies regarding employees  (time off, hours of work, benefits),
administrative procedures  (filling out timesheets and travel expense
reports), and related matters.

8. 19. Remedial training.
This is to overcome the shortcomings in the behavior and performance of old
employees  It may include unlearning certain inappropriate methods and
techniques  Should be conducted by Psychological experts
UNITY TWO: TRAINING AND DEVELOPMENT
There are two principle function of the human resource management, it means
Training and Development. Both activities aim at improving performance and
productivity of employees.
Training and Development are process that attempt to provide employees with
information, skills and understanding of the organization and its goals. In
addition training and development are designed to help a person continue to
make positive contribution in the form of good performance.
I.1 DEFINITION OF TERMS
I.1.a. TRAINING
TRAINING is a process in which the trainees get an opportunity to learn the skills
which are required to a job this will help employees to understand complete job
requirements. Not only this but also it is a program organized by organization to
develop knowledge and skills of the employees as per requirements of the job.
Training also means that is the systematic process of altering the behavior of
employees and direction that will achieve organization goals, training is related to
present job skills and abilities
Nowadays many organizations organize training program for the new recruits just
after their selection and induction to let them know about rules, policy,
procedures for directing their behavior and attitude as per organization needs.

9. TRAINING is important for the new or present employees to attempt to improve
current or future performance.
TRAINING helps employees do their current work better.
The following specific points are important to know about training:
• Formal training program is an effort by the employer to provide
opportunity for the employees to acquire job related skills, attitudes and
knowledge.
• Learning is the act by which the individual acquires skills ,knowledge and
ability that result in a relatively permanent change in his/her behavior
• Any behavior that has been learnt is a skill. Therefore, improvement of skills
is what training will accomplish. motor skills, cognitive skills and
interpersonal skills are targets of training programs
One way to display the meaning and comprehensiveness of training and
development is to use a visual model of how it unfolds in an organization. The
needs assessment phase serves as the formulation for decision that must be
made at last phase.it is important for the needs assessment to be complete,
timely and accurate. Needs assessment is a process that is used to determine if
and what type of training is necessary.
GOALS OF TRAINING
❖ Training validity: did the trainees learn skills or acquire knowledge or ability
during training?
❖ Transfer validity: did the knowledge, skills or abilities learnt in training led
to improved performance on the job?
❖ Intra organization validity: is the job performance of new group of trainee
in the same organization that developed the program comparable to the
job performance of the original training group?
❖ Inter organization validity: means, can a training program that has been
validated in one organization be used successful in other firm.

10. Some examples of training are the following:
➢ Induction training
➢ Apprenticeship training
➢ Job training
➢ Promotional training
➢ Internship training
Those all types have merits to an organization such as:
✓ Less chance of accident: to mean, since workers are trained they will be
informed about the use of everything that help them to avoid accident.
✓ Training helps in increasing employees’ turnover: this means, workers are
trained for every new technology, means of working; they will be need of
recruiting and re-recruiting day to day.
✓ Training builds confidence in the employees for doing job.
✓ Training improves performance of organizational ‘employee.
✓ It results high productivity both quantitatively and qualitatively.
DEVELOPMENT
Development in human resource management means that is ongoing systematic
procedure in which managerial staff learns to enhance their conceptual,
theoretical knowledge.
Development is also defined as organized activities in which the manpower of
organization run and grows; it is a self-assessment act.
Development prepares individual for the future.it focuses on learning and
personal development
Development is not only limited to the particular task, but its aim to improve the
personality and attitudes for their all round, growth which will help them to phase

11. future challenges.it changes the mindset of employees and make them
challenging and competent.
So, normally as technology needs updating, the manpower of organization also
needs to be updated.so, development is a must. Not only this, but also
development is an educational process which is unending, as education has no
visible end.it involves training person for higher assignment .it digs out the talent
of managerial staff and applying the new knowledge which is a requirement of an
organization.
METHODS OF DEVELOPMENT ARE THE FOLLOWING:
❖ COACHING
❖ MONITORING
❖ CONSELLING
❖ JOB ROTATION
❖ ROLE PLAYING
❖ CASE STUDY
❖ CONFERENCE TRAINING
❖ SPECIAL PROJECT
Due to the definitions, we can say that the performance of an organization is
based on quality of its employees and so the greater quality of the employees, the
greater will be the performance.

12. I.2.DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT IN AN
ORGANISATION
I.2.A. INTRODUCTION
In accordance to all definition of training and development mentioned above,
training and development are different according to the following reasons which
explained their differences:
• Training is a learning process for new employees in which they get to know
about the key skills required for the job. While development is the training
process for the existing employees for their all-round development.
• Training is a short term process; it means about 3-6 months that is where
training occurs. While development is continuous process and so it is for
the long term.
• Training focus on development skills and knowledge for the current job.
While development focuses on the building knowledge, understanding and
competence for overcoming with future challenges.
• Training has a limited scope, it means specific job oriented on another hand
development is career oriented enhance its scope is comparatively wider
than training
• In training, the trainee gets a trainer who instruct them at the time of
training while in development, the manager self-directs himself for the
future assignment.
Many people collectively attend the training program while development is self-
assessment procedure enhance one person himself is responsible one’
development

13. In brief of the above differences between training and development are
explained in the following table:
BASIS FOR
COMPARISON
TRAINING DEVELOPMENT
MEANING Training is a learning
process in which
employees get an
opportunity to develop
skills, competences and
knowledge as job
requirement
Development is an
educational process
which is concerned with
overall growth of the
employees.
TERM SHORT-TERM LONG-TERM
FOCUS ON Training is present Development is future
ORIENTATION Training is job oriented Development is career
oriented
MOTIVATION In training, motivation
comes from trainer.
In development, it is self-
motivation.
OBJECTIVE To improve
workers’perfomance of
employees
To prepare employees
for future challenges.
NUMBER OF
INDIVIDUALS
Individuals are many Individual is only one
AIM In training, aim is specific
job related.
In development, aim is
conceptual and general
knowledge.

14. UNITY THREE: THE BENEFIT OF TRAINING TO AN ORGANIZATION
INTRODUCTION
Training is the systematic process of changing behavior of employees in direction that will
achieve organizational goals. It is related to present job skills and abilities of training employees
that take place after orientation period. It can be defined as a process of improving the skills,
capabilities and knowledge of employees for doing a particular job. Good training process lead
to quality performance of employees, this means that it is continuous and never end in the
nature. Training is crucial for organizational development and success, training well employees,
will help him/her become more efficient and productive.
BENEFITS OF TRAINING TO AN ORGANISATION
❖ Training leads to less supervision; means that the more trained employees are, the
more will need less supervision, so there will be no wastage of time and effort.
❖ Training reduces accident; means errors that can occur if the employees have little
knowledge and skills required for doing a particular job will be reduced and the more
the organization train its employees, the less accident at work place are reduced and
the more proficient the employees become.
❖ Training in the organization increases job satisfaction and morale among employees;
this mean that when the employees are trained, they increase skills and collaboration
among them so, these will lead to increased production in organization and good quality
product.
❖ Good efficiency; through training, the employees in the organization will affect the
organization in changing the way of producing goods and services.
❖ Training increases the capacity to adapt new technology and new method; through
training; employees gain and share skills which can help to improve and create new
methods for producing goods and services in the organization through being informed
about advanced technology.
❖ Innovation and creativity; when the employees are trained well; they imitate, think
deeply and analyze new way of producing new products and innovate the product
produced which attract customers for instance; packaging and designing the product.
❖ It will reduce expenses for organization; for this when the employees are trained for
particular skills, it is easy for the organization in saving instead of recruiting a new
person.
❖ It leads to achievement of organizational goal; when training occurs on time it helps to
reach the achievement of organizational goals on proper time.
❖ Team cohesion and building; training creates the common mindset among employees
which lead to the effectiveness and efficiency in the work by accomplishing their tasks.

15. ❖ It builds high standard competency; this will help all employees in the organization to
be expertized in the organizational activities.
❖ Good reputation of organization; training in the organization will help the employees to
produce the product with high quality which attract the customers, so for this, the
company will have good image in the customers.
❖ Keeping organization competent; training enhances good production of goods and
services which are affordable and favorable to customers in order to gain the
competitive advantage for organization.
❖ It increases quality of output; when organization trains its workers, they perform their
work effectively and efficiently and this lead to the increase in productivity and quality
of what they produce.
❖ Performance appraisal; it is easy to monitor and evaluate the worker’s activity when
the employees are trained in proper manner.
❖ It improves customer care delivery; well-trained employees in a certain organization
help it to deliver good service for its customers, training also helps the employees to
change their mindset about the values and the right of the organizational customers.
❖ Greater productivity; trained employees usually shows greater productivity and high
quality of work output than untrained employees, training increases skills of employees
and performance at a particular job.
❖ Economy in operations; trained personnel will be able to make better and economical
use of material and equipment and even time, this means that wastage will be low.
❖ Creation of new inventory of skills; when new skills are acquired by an organization it
has to face greater difficulties in employment, so training can be used in supporting out
professional manpower and removing problem in the selection process, it is better to
select and train employees for an organization rather than seeking skilled employees.
❖ Chance of production; employees who got skills during training, may become an asset
and more eligible for promotion.
All in all, training is important for both organization and employees, because the employees
acquire different knowledge, skills and values and feel secure and safe at work which will help
the organization to develop and succeed in terms of productivity and performance of workers,
it will also help organization to have strong brand name in society.

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