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Enriching Human Capital Through Training & Development.


This Book is a ready--reckoner for training professionals and other HR practitioners who are responsible for development of people at their work place. The book unfolds the subject of Training & Development systematically, starting with concepts, rationale for capacity building and competency building of people in the organization. The second chapter is on Training Need Assessment, the starting point of all trainings. Various models and approaches are presented as training need survey, competence analysis, performance analysis, task analysis, feedback and management decision. Next, there is a discussion on learning. The concepts, principles and process of learning are covered very well. Andragogy could have been little more in detail as the training methodology focuses more on it. The training delivery competencies support the ADDIE model: Analysis, Design, Development, Implementation, Evaluation. Finally what matters is the style of the trainer in communication and presentation. The management of Training Environment is very important for the success of training programmes. The rapport with the participants, motivation and positive reinforcement, facilitating transfer of learning are to be sensitively incorporated in a training session. Chapter 6 is the heart of the book, a very comprehensive enumeration of Training Methods with illustrations. Starting with the traditional lecture method, the author runs through various methodologies like Assessments, In-basket Exercises, Case Study methods Role Play, Discussion, Demonstration, Debate, Fish-Bowl, Management Games Simulation, Action-Maze, T-group etc. The Training with magic is an amusing methodology in this book. Evaluation of training is necessary to find out the effectiveness of training. The models of Hamblin, Kirkpatrick, Warr, Virmani & Premila, Barmley, and Reay are discussed in detail. It is important also to make a cost-benefit analysis after the training. Any training programme should ideally end up in outlining a professional Development plan and the book shows the way to do it effectively. From the training per se, the author moves to Development Focus. There is no limit to knowledge and enhancing or acquiring skills and every Management Development Programme should result in excellence in the performance by people at work. In the new areas of T&D the author has added Computer- based Training, Grid Training, SSL Technology, Modular Programme, Walkabout, Action Learning, Competency-based Learning, Out -bound Training, Self- efficacy Training and Neuro- Linguistic Programming. The 10th chapter is on Organization of Training. Very often organizations conducts TNA and design trainings on and off through out the year. However, developing a Training Manual for the Company would institutionalize training with

optimum effect. Here the author confuses slightly with organizations consulting in training and the department of training within the organization. The book concludes with Strategic Training with the backdrop of Strategic Human Resources Development. For strategizing the competitive business environment today, the Ulrch Model is proposed by the author.

The specialties of this book are the illustrations of different training methodologies, the case studies in each chapter and the appendices at the end. The reader can learn little magic and jocks to become an effective trainer. This book is must for all trainers to learn and to refer.

Gervase Thomas

Professor & Dean, Shri Ram Institute of Management, New Delhi 110001
COPYRIGHT 2008 Shri Ram Centre for Industrial Relations and Human Resources
No portion of this article can be reproduced without the express written permission from the copyright holder.
Copyright 2008 Gale, Cengage Learning. All rights reserved.

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Author:Thomas, Gervase
Publication:Indian Journal of Industrial Relations
Article Type:Book review
Date:Jul 1, 2008
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