Training and Development
Objectives : You will be able to :
Define training, development and Education
Differentiate Training and Development
Elaborate Training process
Explain ADDIE model of Training
Methods to conduct Training
Conduct Training Need Assessment
Argue on Model of training evaluation
Justify Importance of training
What is training?
Training refers to a planned effort
by a company to facilitate
employees’ learning of job-related
competencies.
The goal of training is for employees
to
• master the knowledge, skill, and
behaviors emphasized in training
programs, and
• apply them to their day-to-day activities
“If you think training
is expensive,try
ignorance.”
Inputs in T & D
Skills
Education
Development
Ethics
Attitudinal changes
Decision making skills
1.Training vs.
Difference Development
Between Training
Training focuses on Development focuses on
specific job broad knowledge and
knowledge and skill insights that may be
that is to be applied in required for adaptation
the short run. to environmental
demands in the future.
TRAINING
EDUCATION DEVELOPMENT
ORGANISATIONAL TRAINING & DEVELOPMENT PROGRAMME
Importance of Training
1. Respond to technology changes affecting
job requirements.
2. Respond to organizational restructuring.
3. Adapt to increased diversity of the
workforce.
4. Support career development.
5. Fulfill employee need for growth. 200
195
190
185
180
Production Costs
Unit Price
Profits
llars
175
MillionsofDo
170
165
160
155
150
1990 1991 1992
Examples of Training Investments
Industry and government in the United States spend
approximately $90 billion each year on employee training and
education.
Average U. S. company spends about 1.4% of budget on
training compared to 5% for German companies and 6% for
Japanese companies.
Study of major automobile manufactures found U. S
automakers spend about 40 hours training new employees
compared to 300 hours for Japanese and German automakers.
In early 1980s, Motorola’s CEO required all divisions to spend
at least 2% of budget on training. Over next 7 years, profits
increased 47% and it was estimated that each $1.00 in training
yielded $30.00 in return.
Training Design Process
Ensuring
Conducting Needs Employees’ Creating a
Assessment Readiness for Learning
Training Environment
Developing an Ensuring Transfer
Evaluation Plan of Training
Monitor and
Select Training
Evaluate the
Method
Program
A systems approach to training
Emphasis:
Training needs analysis
Formulating instructional objectives
Developing learning experiences to achieve
objectives
Conducting Training
Obtaining evaluative information
Training Process Model
II. Developing &
I. Needs
Conducting
Assessment
Training
III. Evaluating
Training
Needs assessment
Organisational
analysis
Task analysis
Person analysis
I. Needs Assessment
Organizational Level
Job Level
Individual Level
1. Organizational Level
Sales and operating plans.
Productivity measures.
Technology change.
Organizational
restructuring.
Change in workforce.
2. Job Level
Job and task analysis.
Identify ‘ASK’
Review procedural and
technical manuals.
3. Individual Level
Determine who needs training
and what kind.
Tests.
Prior training and
experience.
Performance review.
Career assessment.
II. Developing and Conducting
Training
1. Determine location and who will conduct the
training.
Onsite facilities vs. offsite.
o
o Inside training staff vs. outside vendors.
2. Develop training curricula.
Based on job/task analysis and individual needs.
3. Select training methods.
oConsidering learning principles.
o Consider appropriateness and cost.
Principles of
learning
Rewards and Goal setting Meaningful
reinforce-
presentation
ment
Feedback and Principles for Modelling/
knowledge of
progress successful Readiness
training
Mass vs
Individual
distributed
differences
learning
Active
Whole vs part
practice and
learning
repetition
Training non-managerial employees
On-the-job
training
Simulation Apprentice
Computer-based Vestibule Training
Audiovisual Classroom/
materials Lecture Method
Programmed
Instructions
Training managerial employees
Off-the-job
experiences
Role Play Coaching
Understudy
group discussions
assignment
Management
Case Study
games
Conferences
and seminars
Characteristics of
successful trainers
Knowledge of
subject Interest
Adaptability Clear instructions
Individual
Sincerity
assistance
Sense of humour Enthusiasm
III. Evaluating Training
Effectiveness
1. Four levels of training effectiveness.
2. Four evaluation designs.
3. ROI – Return On Investment
Evaluating Training and Results
Kirkpatrick's Four Levels of
Training Evaluation
Types of Evaluation Designs
Train Measure
Post Test Only. Cannot tell if there is a change
in knowledge or skill.
Measure Train Measure
Pre-test with Post-test. Detects a change, but
cannot tell if training was responsible.
Types of Evaluation Designs
Measure Measure Measure
Measure Train
1 2 3
Measure Measure Measure
6 5 4
Multiple Baseline Design: Compares trend in
performance Before and After training. A significant
change in the performance trend after the training
indicates the possibility of a training effect.
Types of Evaluation Designs
Measure Train Measure
Measure No
Measure
Train
Scientific Method: Training Group and Control Group.
Compare performance of Training Group and Control
Group after training. If Training Group has higher
performance, it can be attributed to a training effect.
Why Evaluation of Training?
Training cost can be
significant in any business.
Most organizations are
prepared to incur these cost
because they expect that
their business to benefit from
employees development and
progress
Training is Investment
COST AND BENEFIT ANALYSIS
There are four parties involved in evaluating the
result of any training. Trainer, Trainee, Training and
Development department and Line Manager.
• The Trainee wants to confirm that the course has
met personal expectations and satisfied any learning
objectives set by the T & D department at the
beginning of the Programme.
• The Trainer concern is to ensure that the training
that has been provided is effective or not.
• Training and Development want to know whether
the course has made the best use of the resources
available.
• The Line manager will be seeking reassurance that
the time hat trainee has spent in attending training
results in to value and how deficiency in knowledge
and skill redressed.
3. Types of Training
Types of Training
1. Induction Training 6. Creativity Training.
2. Retraining. 7. Literacy Training.
3. Cross-Functional. 8. Diversity Training.
4. Team Training. 9. Customer Service.
5. Skills Training. 10. Train the Trainer
1. Induction and orientation
Reasons for induction
Continuous process
Cooperative endeavour
Careful planning:
– Checklist
– Focus
– Induction packet
– Reduce anxiety
– Follow-up and evaluate
2. Retraining
Maintaining worker knowledge and
skill as job requirements change due
to:
Technological innovation
Organizational restructuring
3. Cross-Functional Training
Training employees to perform a
wider variety of tasks in order to
gain:
Flexibility in work scheduling.
Improved coordination.
4. Team Training
Training self-directed teams with
regard to:
Management skills.
Coordination skills.
Cross-functional skills.
5. Creativity Training
Using innovative learning
techniques to enhance
employee ability to spawn
new ideas and new
approaches.
6. Literacy Training
Improving basic skills of the
workforce such as
mathematics, reading, writing,
and effective employee
behaviors such as punctuality,
responsibility, cooperation,etc.
7. Diversity Training
Instituting a variety of programs
to instill awareness, tolerance,
respect, and acceptance of
persons of different race,
gender, etc. and different
backgrounds.
8. Customer Service Training
Training to improve
communication, better
response to customer
needs, and ways to
enhance customer
satisfaction.
9. SKILLS TRAINING
Focus on job knowledge
and skill for:
Instructing new hires.
Overcoming performance
deficits of the workforce.
To Review
Training, Development and Education
Training Process
Need Identificati0n – Mehtods
Training Design – Learning Methods,
Training Methods and trainers
Evaluation of Training
Examples of types of training
Training is useless unless you have a
purpose, it's knowing for what
purpose to train for that can make it
effective