Accuprosys is a boutique business Consulting firm headquartered in Hyderabad. We provide end to end Consulting business Solutions to various corporates across mid market segments in India. Over the years, we have supported several organizations to emerge as successful business entities by keeping pace with their day to day business requirements. Accuprosys understands and upholds that each segment has its own requirements, our unique consulting expertise with decades of experience and knowledge base across various disciplines makes us the best option to help our clients to increase the productivity and organizational growth with a less turnaround time.

1. 1
Criticality of Human Resource
Services
Accuprosys

2. The Training and Organizational Development unit of Human Resource
Services promotes efficiency and productivity among staff and in the
organization.
• It furnishes training
opportunities which
enable employees at
many levels to build their
skills required to be
successful in their
respective careers and
also to make them ready
for duties by taking part
in several developmental
curriculums.
• Human Resource
consultancy firms offer
training and development
services as part of their
Human Resource services to
help companies improve the
efficiency and management
of their employees.
2

3. HUMAN RESOURCE TRAINING AND
DEVELOPMENT SHOULD BE CARRIED
OUT IN SUCH A WAY THAT IT WOULD
SMOOTHEN THE MANAGEMENT
MACHINERY AND TURN IT INTO A FORCE
THAT PROPELS THE ORGANIZATION
FORWARD.
If the training and development of management is not professional or
optimal like it should be, then the resultant outcome would be a
bureaucratic framework which would be deterrent to the engagement,
motivation and cooperation of people in the organization.
3

4. • Instead of getting stuck in
employee grievances, the
HR department of a
company should work
towards developing its
workforce to tackle difficult
situations and to sort out
their differences with other
employees at work.
For this, Human
Resource
training and
development
offers the
groundwork
and third party
help from HR
consulting
service
companies can
be sought.
4

5. HR Training and Development
Responsibilities
5

6. The responsibilities of an HR training
and development program cover:
• Discussion with the managers and overlookers on
employee development problems, enforcing on-the-
job training, making performance plans, and also
reinforcing the utilization of new skills and know-how
after training has been finished.
• Evaluation of group or individual training
requirements.
6

7. (cont’d)
• The design and/or handing over of tailor-made training
programs for all the employees, utilizing traditional
and non-traditional practices, and adjusted to
particular needs and audiences. Curriculum
encompasses tailor-made programs to address a
mixture of departmental problems along with
professional and management development certificate
programs.
• Sustenance of a contract with all sections within the
organizational objectives, carrying on process
improvement analysis, and developing and offering a
place of learning on request.
7

8. • Recognition and categorization of external training
resources as required that includes computer and web-
based training in fields related with the obligations of
Human Resource Services' Training and Organizational
Development section.
• Establishment of in-house employee training and
development assessment as referred to Human
Resource Services related programs.
• Coordination and management of new employee
orientation.
8
(cont’d)

9. Back-bone of Training and
Development
9

10. Back-bone of Training and
Development
• Training: Training action is centered on and assessed
against the job which an individual presently has.
• Education: This process focuses on the jobs which an
individual can possibly carry in the time to come, and is
measured against those jobs.
• Development: This part centers on the actions that the
organization hiring the individual, or that the individual
is part of, may get involved in, in the time to come, and
is almost unimaginable to measure.
•
10

11. The "stakeholders" in training and development are classified into supporters,
customers, line managers, participants, facilitators, and providers.
• The ‘supporters’ of
training and development
are senior managers.
• The ‘customers’ of
training and development
are business planners.
• ‘Line managers’ are in
charge of coaching,
resources, and
performance.
• The ‘participants’ are
the ones who in reality
experience the
procedure.
• The ‘facilitators’ are
the Human Resource
Management staff.
• The ‘providers’ are the
experts in the field.
11

12. All of these groups have their
own plans and needs that can
sometimes battle with the
plans and needs of the others.
12

13. ALL OF THESE GROUPS HAVE THEIR OWN PLANS AND NEEDS
THAT CAN SOMETIMES BATTLE WITH THE PLANS AND NEEDS
OF THE OTHERS.
Possessing only talent, knowledge, and skill would not
make up for a bitter relationship with a higher-up, peer,
or client.
13

14. Building up of talent is the method of
transforming an organization, its workforce,
stakeholders, and sections of people in it, utilizing
planned and unplanned learning, so as to attain
and keep a competitive advantage for the
organization.
14

15. Although talent building is kept usually only for the higher up of
the management it has got a lot clearer.
• Career building is
important for the
retention of employees,
irrespective of their
hierarchy in the company.
Studies have revealed
that some kind of a
career way is required for
the employee to hold any
job satisfaction and to
keep the job.
• Employee satisfaction
could be an area that
organizations should
focus on a lot more.
15

16. Employees have their own
Share of responsibility too
16

17. THE EMPLOYEES SHOULD ALSO TAKE
THE STEP TOWARDS MEASURING SKILLS
AND INTERESTS AND LOOK OUT FOR
BUILDING ACTIVITIES THAT GO WITH
THE REQUIREMENTS AND FUNCTIONS
TO DISTINGUISH TRAINING AND
DEVELOPMENT GOALS.
The
employees
should also
take the step
towards
measuring
skills and
interests and
look out for
building
activities that
go with the
requirements
and functions
to distinguish
training and
development
goals.
17

18. • The employees should also take
the step towards measuring
skills and interests and look out
for building activities that go
with the requirements and
functions to distinguish training
and development goals.
• The employees should also take
the step towards measuring
skills and interests and look out
for building activities that go
with the requirements and
functions to distinguish training
and development goals.
This works to
their benefit
by enabling
them fulfill
their training
and
development
goals while
saving up on
financial and
staff resources
at the same
time.
18

19. The support of HR training and
development would make a
winning combination for the
employees and for the company
as well.
19

20. The advantages of this include:
• Employees with increased skills,
• furnished to cope with the varying
requirements of the company;
• working to their utmost output, high team
spirit among employees, creativity, and
motivation;
• career expiation, heightened responsiveness
in meeting departmental objectives;
• and enhanced productivity.
20

21. ACCUPROSYS, WITH ITS EXPERTISE IN
HUMAN RESOURCE SERVICES CATERS
TO TRAINING AND DEVELOPMENT
REQUIREMENTS OF ITS CLIENT
COMPANIES.
It is the best HR consultancy in Hyderabad.
21

22. 22