PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

TOPIC 5

EMPLOYEE TRAINING
AND DEVELOPMENT
 PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

LEARNING OBJECTIVE
• Definition of employee training and development
• Objective/ importance of employee training and
development
• Process of employee training and development
• Definition of induction training
• Objective/ importance induction training
• Types of induction training
• Contents of induction training
• Employee training and development in Malaysian Public
Service
 PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

INTRODUCTION
• Employees in an organization need certain areas of knowledge or
skills to be able to perform and improve in their current jobs.
• The quality of employees and their development through training
and education are major factors in determining long-term
achievement of an organization.
• Ongoing training & development for current employees helps
them adjust to rapidly changing job requirements.
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DEFINITION OF TRAINING
The process of teaching new or current employees
the basic skills they need to perform their job
(Dessler, 2020).
Activities designed to provide learners with the
knowledge and skills needed for their present jobs
(Martocchio, 2019).
 PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

DEFINITION OF DEVELOPMENT
Is learning that goes beyond today’s job and
has a more long term focus (Martocchio,
2019).
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DEFINITION OF TRAINING & DEVELOPMENT

➢ To recognize the combination of activities organizations use to
increase the knowledge and skills of employees (Snell & Morris,
2019).

➢ Heart of continuous effort designed to improve employee

competency and organizational performance (Mondy & Mondy,
2014).
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Objectives/ Importance of Employee Training &

Development
• To create a pool of readily available and adequate replacements
for personnel who may leave or move up in the organization.
• To enhance the organisation's ability and increased capacity to
adopt new technologies and methods.
• To build a more efficient and effective team, which enhances the
organisation's competitive position.
• Enable employees to deal with the customer in an effective manner
and respond to their complaints in timely manner.
• To motivate and inspire employees by letting them know how
important their jobs are and giving them all the information they
need to perform those jobs.
• Increased job satisfaction and morale.
• Reduced employee turnover.
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Process of Employee Training & Development

Step 1: Determine
Specific T&D Needs

Step 2: Establish
Specific T&D
Objectives

Step 3: Select T&D

Method(s) and Delivery
System(s)

Step 4: Implement
T&D Programs

Step 5: Evaluate
T&D Programs
 PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR
STEP 1: DETERMINE SPESIFIC T&D NEEDS
➢ Helps organisations determine whether training is necessary.
➢ Determine by conducting analysis on THREE levels:-
• Organizational analysis – from an overall organizational perspectives
• Task/Job analysis – a detailed study of the job to determine what specific skills and knowledge the job requires
• Person analysis – current employees training need
Organizational Analysis Task/Job Analysis
• Focuses on firm’s strategic mission, goals, performance, strategies • Detailed study of the job to determine what specific skills and
and resources to determine what training it should do.
• Data sources:- knowledge the job requires.
➢ Information on quality of firm’s products/ services • Focuses on task required to achieve the firm’s purposes. Data
➢ Absenteeism rate sources:-
➢ Number of accidents in workplace ➢ Job description
• Involve examining a firm’s resources – technological, financial and ➢ Job spesification
human – available to conduct the training
➢ List of specific duties and skills

• Person Analysis
Process of determining the specific individuals who need These analyses will provide answers to the following
training in organisation questions:
• To avoid providing all employees training when some do not  Who needs to be trained?
need it  What kind of KSA do employees need?
• Data sources:-
➢ Performance appraisal information
➢ Observation by supervisors
➢ Interviews with the employee and supervisor
➢ Job-related performance
PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

STEP 2: ESTABLISH SPECIFIC T&D OBJECTIVES

• To identify the instructional objectives that represent the desired outcomes of the
training program.
• T&D must have clear and concise objectives and be develop to achieve
organizational goals.
• Assess the readiness and motivation of trainees
• Principles of learning – goal setting, individual learning differences
• Characteristics of instructors- knowledge of the subject, enthusiasm

Training objectives examples include:

1. To increase customer satisfaction by improving communication skills
2. To enhance product knowledge to boost sales by 20%
3. To improve teamwork through effective collaboration practices
4. To enhance data entry accuracy by 15% by mastering the new
software system
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STEP 3: SELECT T&D METHOD(S) AND DELIVERY SYSTEM(S)

➢ Identify the suitable method to used

➢ Delivery system

T&D Methods T&D Methods

• On-the-Job Training – is an informal T&D method that Classroom Method
permit an employee to learn job tasks by actually Instructor physically stands in front of students
performing them Instructor convey a great deal of information
• Provide significant impact on personal development Effective – when group are small enough to permit
• Training in a real work situation/ place and show the discussion
job by an experience employee or supervisor Use new technology to provide a better classroom
➢ Peer training learning experience
➢ Coaching
➢ Mentoring
➢ Job rotation
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T&D Methods
Role Playing
• Playing the roles of other
• Participants are required to respond to specific problems they may encounter in
their job by acting out real world situations
• Often use to teach skills in administering disciplinary action, effective
communication
• Example – manger and salesperson: to question customers to understand their
needs for product/ services

T&D Methods T&D Methods

E-Learning Seminar and Conferences
• Covers a wide variety of electronic applications • Useful for bringing groups of people together for
such as web, computer-based training and social T&D
networks • Used to communicate ideas, policies, procedures,
• Includes the delivery of content via the Internet, discussing issues
intranets, DVDs, mobiles devices etc • Often conducted with universities and consulting
• Offers many opportunities for learning firms
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T&D Methods
Case Study
• Trainees study the information provided in the case and make decision based on it.
• Goal: provide trainees with the opportunity to sharpen critical thinking skills
• Instructor serves as facilitator
• Analyze the case in teams because problem solving involves consultation with
others

T&D Methods T&D Methods

In-Basket Training • e-Pembelajaran Sektor Awam (EPSA) – an online
• Participant is asked to establish priorities for and learning opportunity which is initiated by the
then handle many business papers, emails, reports Malaysian Government. INTAN has been
and texts that would cross a manager's desk mandated to encourage the usage of ICT among
the public servants for a life long learning process.
• Focus on urgent action to routine handling
• E.g. of courses offered – value and ethics, creative
• Trainees assigns a priority to each situation before
thinking and problem solving, effective
making any decisions
communication, etc
• Help to predict performance success in
management jobs
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STEP 4: IMPLEMENT T&D PROGRAMS

• Apply and execute the plans in the most efficient manners to ensure the effectiveness of the
program.
• should consider the timeline, employee engagement, learning Key Performance Index (KPI)
goals, and related resources (facilities, equipment, etc.).
• Participant progress should be monitored during training to ensure the program is effective.

STEP 5: EVALUATE T&D PROGRAMS Metrics for evaluating T&D:- Methods of evaluation:-
• Participant’s Opinion – The reactions by
• Analyze the success of the trainees to the training contents and • Pre-test – to establish the
program through various process level of knowledge
methods before training program
begins.
• Eg: Employees’ responses, • Extent of Learning – The knowledge
learning, behavior acquired through the training experience • Post-test – to determine
whether information was
communicated after
• Behavioural Change - Changes in training program begins
behaviour that result from the training
• Follow-up studies – to see
how well learning was
• Accomplishment of T&D Objectives – retained after few weeks
measureable result or improvement in the or methods training
individual or organisation
PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

INDUCTION TRAINING/
ORIENTATION/ ONBOARDING
 PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

DEFINITION OF INDUCTION TRAINING

• Initial T&D effort designed for employees strives to inform them about
company, job and workgroup (Mondy, 2013).

• A procedure for providing new employees with basic background

information about the firm (Dessler, 2020).

• The planned introduction of new employees to their jobs, coworkers

and the organization (Mathis & Jackson, 2003).

• Can be conducted by the personnel department with a little help

from the branch manager or immediate supervisor, since much of the
content is generic in nature.
 PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

Objectives/ Importance of Induction Training

• To ensure new employees understand the organization in a broad sense
(eg: strategies and vision of the future)
• To make the new employee feel welcome
• To make sure the new employee has the basic information to function
effectively
• To develop realistic expectation
• To save time
• To reach performance standard faster
• To enable new employees to understand their responsibilities &
expected contributions
• To start socializing the new employee into the organization's culture
PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

Types of Induction Training

Overview Induction Job Specification Induction
Deals with the basic
To help employees understand:
information an employee will • function of the organization, and how the
need to understand the employee fits in
broader system he or she
• job responsibilities, expectations, and duties
works in.
• policies, procedures, rules and regulations
• layout of workplace
Components: • introduction to co-workers and other people in the
• Overview of the broader organization.
company
• Key organisation
policies and regulations
• Compensation policy Content:
• Employee fringe Organisational issue, e.g. history, structure
benefits and services Introductory, e.g. to the superior, subordinates
• Health and safety in the Policies & Procedures, e.g. working hours, performance
organisation appraisal, work ethic
• Employee and union Job duties, e.g. job allocation
relations
Compensation & benefits
• Organisation facilities
PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

Contents of Induction Training

1. Organizational Issues

2. Introductions

3.Policies & Procedures

4. Job duties

5. Compensation & Benefits

PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

1. Organizational Issues

• History
• Structure
• Physical layout
• Products or services
• Policies & rules
PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

2. Introduction

• To supervisor
• To trainers
• To co-workers
• To subordinates
PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

3. Policies & Procedures

• Performance standard
• Safety & health information
• Work ethics
• Working hours & rest break
• Holidays & leaves
• Discipline
PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

4. Job Duties

• Job allocation
• Overview of the job
• Relationship to other jobs
PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

5. Compensation & Benefits

• Wages & salaries scale

• Allowances
• Overtime payment
• Insurance
• Medical benefits
• Social & recreational activities
PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

Employee Training and Development in

Malaysian Public Service
• The Public Service Training Package is a collection of nationally agreed skills, or competency
standards, required to carry out public service work effectively.
• It is regulated in the Malaysian Human Resource Service Circular @MyPPSM
• Objective of public service training are:
➢ To support the implementation of administrative reform and modernization
➢ To improve professional skills and qualifications of staff to increase efficiency of the public
service
• The National Institute of Public Administration (INTAN) is the organization responsible to update
and maintain the Public Sector Training Package, to ensure that it continues to meet the
changing needs of the Malaysian Public Service (MPS).
• Training courses that INTAN provides aims to fulfill the current and future needs of the public
sector. departments and agencies.
• The training program conducted by INTAN are for pre, in or post service.
 PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

Employee Induction Training and Development in Malaysian Public

Service
• The Mindset Transformation Programme is a mandatory course designed for newly recruited
civil servants.
• The Public Service Department (JPA) is responsible for the selection process. In addition, the
Management Development and Innovation Cluster also accept participants from various
agencies and ministries.
• The course aims to introduce participants to the principles of nationalism, nation building,
national administrative system and the General Order.
• Compulsory for all public servants. The period before employees attended or completed their
induction program is considered as their probationary period.
• Used as a criteria for job confirmation.
• Induction program is conducted by the particular individual department/agencies where the
employee is working.
• Curriculum of induction program consists of three segments: Nation & Civil Service, Officer’s
Responsibilities & Roles, and First Class Work Ethics.
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Conclusion
Training and development (T&D) programs is designed to
improve the ability of the employee to perform the particular
job, and to make the most efficient use of resources possible.

A careful attention to these programs will contribute to the

success and achievement of the organizational goals.

Many training programs fall short of their expectations simply

because the administrator fails to implement it in the most
efficient manner.

An effective T&D programs will contribute to the employees

and the organizational performance.
 PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

Tutorial Questions

• Explain TWO (2) importance of training and development in an

organization. (10 marks)
• Explain FIVE (5) steps in the employee training and development process.
(25 marks)
• Describe THREE (3) levels of training needs analysis. (10 marks)
• Explain FIVE (5) methods of training and development in human resource
management. (25 marks)
• Discuss FOUR (4) metrics for evaluating training and development. (25
marks)
• Explain FIVE (5) objectives of induction training for new employees. (25
marks)
• Assess TWO (2) types of induction program for new employees. (10 marks)
• Assess TWO (2) elements of job duties in the contents of induction training.
(10 marks)
• Discuss FIVE (5) contents of induction training program. (25 marks)
PAD215 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

Thank You