TRAINING AND DEVELOPMENT IN HUMAN RESOURCE MANAGEMENT
Training and development play a critical role in enhancing employee performance and organizational
effectiveness. It involves a systematic approach to improving the knowledge, skills, and abilities (KSAs) of
employees, aligning individual growth with organizational objectives. The process includes identifying
training needs, designing appropriate training programs, implementing methods and techniques, and
evaluating the effectiveness of the training.
1. Needs Assessment and Training Design
Needs assessment is the first and most crucial step in the training and development process. It involves
identifying gaps between current performance and desired outcomes, which helps in determining if
training is the solution and what kind of training is required.
Types of Needs Assessments
• Organizational Analysis: Focuses on the organization’s overall goals, culture, and environment. This
level of assessment identifies areas where training can help improve organizational performance.
For instance, a company implementing new technology might require training to help employees
adjust to the change.
• Task Analysis: Examines specific job functions and the competencies required to perform those
functions. It identifies the skills and knowledge that employees need to perform their tasks
effectively. For example, in a customer service role, training on communication and conflict
resolution might be necessary.
• Person Analysis: Looks at individual employees and their performance to determine if they need
training. This might involve performance reviews or skill assessments to pinpoint specific areas
where an employee may need improvement. For instance, if a worker struggles with time
management, targeted training in productivity techniques might be required.
Once needs are identified, the next step is training design. The design phase focuses on creating a program
that addresses the identified gaps. Effective training design includes:
• Learning objectives: Clearly defining what the trainees should be able to do after the training.
• Content development: Preparing the material and structuring the program.
• Choosing delivery methods: Selecting appropriate methods (online, classroom, etc.) to match the
training needs.
Example: If a company wants to improve its customer service, the needs assessment may reveal a need for
training in soft skills, such as communication and empathy. The training design would then include
modules that cover these skills with practical exercises and real-world scenarios.
2. Training Methods and Techniques
Training can be delivered through various methods, each suited for different types of content and learner
preferences. Effective training programs typically incorporate multiple methods to address various learning
styles.
On-the-Job Training (OJT)
This method involves employees learning by doing, typically under the supervision of a more experienced
worker. OJT is beneficial because it provides hands-on experience and immediate feedback. For example, a
new employee in a manufacturing plant might learn to operate machinery directly on the production floor
under the guidance of a supervisor.
Classroom Training
Classroom-based training involves face-to-face interaction, either through lectures or discussions. It’s ideal
for knowledge transfer, such as teaching theoretical concepts or policies. An example is safety training in
industries that require employees to understand complex regulations and procedures.
E-learning/Online Training
With technological advancements, many companies are opting for online training platforms, which allow
flexibility in scheduling and access to a broad range of materials. E-learning can include videos, interactive
modules, and even virtual reality simulations. For instance, a global sales team might use online training
modules to learn about new products without needing to travel.
Simulations and Role-Playing
Simulations are particularly useful for high-risk jobs, where practical experience could be dangerous or
costly. Role-playing, on the other hand, allows employees to practice soft skills in a controlled
environment. For example, sales staff might role-play different scenarios with potential customers to
practice negotiation techniques.
Case Studies and Group Exercises
These methods encourage critical thinking and problem-solving by presenting real-life situations for
analysis. In team settings, employees work together to resolve a problem, fostering collaboration and
teamwork. For instance, a group exercise could involve creating a strategy for launching a new product
based on a case study of a failed market entry.
Example: A large retail company might use a combination of classroom training for product knowledge,
role-playing to enhance customer interaction skills, and e-learning modules for compliance training,
creating a comprehensive training approach.
3. Evaluating Training Effectiveness
Evaluation is a key component of the training process. It ensures that the training has met its objectives
and provides insights into areas for improvement.
Kirkpatrick’s Four Levels of Evaluation
• Reaction: Measures how participants feel about the training. Did they find it useful and engaging?
Surveys and feedback forms are often used at this stage. While a positive reaction doesn’t
guarantee learning, it indicates participant engagement.
• Learning: Assesses the increase in knowledge or skills. This can be done through pre- and post-
training tests or practical assessments. For example, in a technical training session, employees
might take a test before and after to measure their understanding of new software.
• Behavior: Evaluates whether participants are applying what they learned on the job. This can be
assessed through observations or follow-up interviews. For instance, after customer service
training, managers might observe employees to see if they are using new communication
techniques with customers.
• Results: Examines the overall impact of the training on organizational goals, such as improved
productivity, reduced error rates, or increased customer satisfaction. For instance, after safety
training, a reduction in workplace accidents would indicate successful training.
Return on Investment (ROI)
In addition to Kirkpatrick’s model, organizations often assess the financial impact of training programs
using ROI. ROI measures the cost of the training against the financial benefits it brings to the organization.
For example, if a company invests in leadership training and sees a subsequent increase in team
productivity and revenue, the ROI would justify the investment in the training.
Example of Evaluating Training
A hospital implements a training program for nurses to improve patient care. Evaluation at the reaction
level might involve collecting feedback from nurses about the training. Learning is measured through
quizzes on medical procedures. Behavior is assessed through observations of nurses applying new
procedures on the job. Finally, the results are measured by tracking patient satisfaction and health
outcomes to determine if the training has improved care quality.
Conclusion
Training and development are vital components of Human Resource Management that directly impact
organizational performance and employee growth. By conducting a thorough needs assessment, designing
effective training programs, implementing various training methods, and evaluating their effectiveness,
organizations can ensure that their employees are equipped with the necessary skills and knowledge to
meet organizational goals. Effective training not only benefits the organization but also fosters a culture of
continuous learning and professional development among employees.
Training and Development in the Philippine Context
1. Needs Assessment and Training Design in the Philippines
In the Philippines, needs assessments are a standard practice across industries, particularly in
sectors such as business process outsourcing (BPO), healthcare, manufacturing, and education. For
instance, BPO companies often conduct detailed task and person analyses to identify gaps in
employees' communication or technical skills. Based on these assessments, organizations develop
targeted training programs that address specific needs.
Example: The Philippine government also emphasizes the importance of needs assessment in public
sectors through the Civil Service Commission (CSC), which ensures that public employees undergo
continuous training and development to enhance their performance and service delivery.
2. Training Methods and Techniques in the Philippines
Various training methods are popular across different sectors in the country:
o Classroom training is common in corporate settings, where employees gather in seminar-
type settings for skill development, such as leadership training or financial management.
o E-learning is growing in popularity, especially with the rise of remote work and online
platforms. Many companies in the Philippines now use online learning platforms like
Coursera, LinkedIn Learning, or local e-learning providers to offer flexible training
opportunities.
o On-the-job training (OJT) is widely used, particularly in technical roles such as IT,
engineering, and customer service. Many students and interns also undergo OJT as part of
their curriculum, which is a common practice in universities and colleges across the country.
Example: The Technical Education and Skills Development Authority (TESDA) provides various training
programs that focus on developing practical skills for Filipinos, especially in industries like construction,
hospitality, and technology. TESDA’s programs often combine classroom learning with hands-on
experience to ensure that trainees are job-ready.
3. Evaluating Training Effectiveness in the Philippines
Organizations in the Philippines apply various methods to evaluate the success of training
programs. Many companies use Kirkpatrick’s Four Levels of Evaluation as part of their HR strategy.
Results-driven evaluations are particularly important in sectors like manufacturing, where training
must directly improve productivity or reduce workplace accidents.
Example: Philippine call centers often evaluate the effectiveness of their training programs by measuring
KPIs (Key Performance Indicators), such as customer satisfaction scores, average handling times, and first-
call resolution rates. If the training on soft skills or technical tools is successful, these metrics typically show
improvement.
Legal and Policy Framework
Training and development are also supported by legal frameworks in the Philippines. The Labor Code of
the Philippines encourages employers to provide skills development programs for their workers.
Government agencies like TESDA and the CSC play significant roles in ensuring that Filipinos have access to
training opportunities that align with national development goals.
In addition, Republic Act No. 7686, or the Dual Training System Act of 1994, promotes the integration of
theoretical learning and practical training, which is applied by industries to improve the quality of the
workforce.
Thus, training and development are indeed significant in the Philippines, and they align with both local
business needs and global standards.
