Unit III: Employee Training & Development

Employee Training & Development

Meaning of Training & Development

• Training is a planned effort by an organization to help employees learn job-related skills, knowledge, and behavior to improve performance. In Simple words, Training helps employees do their current jobs better.
• Development focuses on improving the long-term potential of employees. It prepares them for future roles and responsibilities (especially managerial or leadership roles).

🔁 Training = Present Job | Development = Future Growth

Importance of Training

Types of Training

Methods of Training

On-the-Job Training (OJT)

Training given at the actual workplace, while doing the job.

Off-the-Job Training

Training takes place away from the workplace in classrooms or labs.

Summary Table

Employee Career & Movement in HRM

Career Planning

Career planning is the process of identifying career goals and designing a path to achieve those goals within the organization. In Simple words,  It helps employees plan their growth in the company.

📌 Objectives of Career Planning

• Help employees grow in their career
• Retain talented employees
• Match employee goals with organizational needs

🔑 Steps in Career Planning:

• Self-assessment by employee
• Setting career goals
• Identifying training needs
• Career counseling and support
• Monitoring and reviewing progress

Promotion 

Promotion is the process of moving an employee to a higher position with more responsibility, better status, and usually, higher pay. In Simple Words, It’s a reward for good performance and a step-up in the job hierarchy.

📌 Types of Promotion

Purpose

• Motivate employees
• Retain talent
• Fill higher vacancies internally

Transfer

Transfer is the process of moving an employee from one job, department, or location to another within the same level. In Simple Words,  Shift in job without change in rank or pay.

📌 Types of Transfer

Demotion 

Demotion is the process of moving an employee to a lower position with less responsibility, status, and pay. In Simple words, It is the opposite of promotion.

📌 Reasons for Demotion:

• Poor performance
• Misconduct or violation of rules
• Restructuring or downsizing
• Voluntary request (health or personal reason)

⚠️ Note

Demotion is not a punishment, but a correctional step and must be handled carefully to avoid employee dissatisfaction.

Separation 

Separation is the ending of the employment relationship between employee and employer. In Simple words,  It means the employee is leaving the organization.

📌 Types of Separation

Summary Table

Performance Appraisal

Performance Appraisal is the systematic evaluation of an employee’s job performance and productivity over a specific period. In Simple words, It is the process of reviewing how well an employee has done their job and giving them feedback.

📌 Objectives of Performance Appraisal

• To evaluate employee performance
• To provide feedback and motivation
• To identify training and development needs
• To help in decisions like promotion, pay raise, transfer, or termination
• To set future goals and expectations

Types of Performance Appraisal Methods

Performance appraisal methods are divided into Traditional and Modern methods:

Traditional Methods

Modern Methods

 Summary Table

Job Evaluation

Job Evaluation is the systematic process of determining the relative worth of a job in an organization.

In Simple words, Job evaluation helps decide how important a job is, so fair salary or wages can be fixed for that job.

💡 Note: It evaluates the job, not the person doing the job.

✅ Objectives of Job Evaluation

• Ensure internal pay equity (fair salary within the company)
• Create a transparent salary structure
• Reduce wage inequalities and conflicts
• Help in promotion and transfer decisions
• Identify training needs by understanding job roles

Methods of Job Evaluation

Job evaluation methods are divided into two main categories:

Non-Analytical (Traditional) Methods

These methods evaluate jobs based on overall judgment without breaking them into parts.

 Analytical Methods

These methods evaluate jobs by analyzing them in terms of various compensable factors (like skill, effort, responsibility).

Summary Table

Important Points to Remember

• Job evaluation does not evaluate individual employee performance.
• It helps create a fair wage system.
• Often used in compensation planning and HR policy-making.