Steps in systematic
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A training plan consists of 7 steps: 1) determining training needs through organizational, task, and manpower analysis; 2) establishing training policies; 3) setting goals and objectives like operational, performance, instructional, and personal growth; 4) preparing a training budget that estimates costs; 5) deciding on a training venue; 6) deciding on training methods and techniques based on job needs, trainee backgrounds, and available resources; 7) determining methods to evaluate training through measuring reactions, testing learning gains, observing performance changes, and measuring results.
Steps in systematic
- 2. A training plan consists of seven steps: 1. Determining training needs 2. Establishing training policies 3. Setting goals & objectives of training 4. Preparing training budget 5. Deciding about the training venue 6. Deciding about the methods & techniques of training 7. Determining methods of evaluating training
- 3. 1.Determining training needs The first step in training is to determine what type of training if any, is required. Assessing training needs of the new employees depending upon their job. Assessing training needs of the current employee is more complex since it involves deciding whether training is the solution or not.
- 4. Types of Analysis According to Thayer & McGhee Model, training needs can be identified through the following: a) ORGANISATIONAL ANALYSIS: Its main purpose is to determine where training emphasis should be placed within the organization. It involves study of the entire organization in terms of :- Analysis of Objectives - Involves study of both short term & long term objectives along with the strategies followed to accomplish them. Reviewing & revising of objectives is also important with the change in environment.
- 5. Resource Utilization Analysis – Involves analysis of financial, physical & human resources & how they are put in use in various departments. Environmental scanning – Here, economic, social, political & technological environment of the organization is examined to identify what factors can influence the organization and what factors the organization cannot control.
- 6. Organizational Climate Analysis – Climate reflects the employees attitude within an organization & management’s attitude towards the employee development. This analysis can reveal the strengths & weaknesses of the training programme. b) Task or role Analysis: It is used to determine training needs of employees who are new to their jobs in order to develop the skills and knowledge required for effective performance.
- 7. c) Manpower Analysis: Here, the persons to be trained and the changes required in the knowledge & skills of an employee are determined under three issues- Whether performance is satisfactory & training is required. Whether employee is capable of being trained & the specific areas in which training is needed. Whether training will improve employee’s performance on the job.
- 8. 2.Establishing Training Policies Company’s policies play a vital role in the formulation & designing of training programme. Every organization should have a well defined training policy which represents the top management’s responsibilities to train their employees It comprises of rules & procedures that governs the standard & scope of training & development.
- 9. Setting Goals & Objectives of Training This is the third step in a Systematic training plan. Immediate training objectives are established to improve employee’s performance on his present job. Long range training objectives helps to guide a qualified man in preparation for higher positions involving greater responsibilities.
- 10. Major Types of Goals & Objectives Operational Objectives: Concerned with efficiency in organizational working & outputs like enhanced sales, reduced costs & improved productivity. Performance Objectives: Relates to individual performance in terms of efficiency & quality, organization’s effective performance within allocated funds keeping in view the fulfillment of corporate objectives.
- 11. Instructional Objectives: Refers to the trainee’s grasp of the lessons or instructions received during the learning process which is evaluated at the end of the training programme. Reaction Objectives: Here, the participants generally give expression to their feelings & come out with reactions about the training programmes which further helps in improving programme content & instructional methods.
- 12. Personal Growth Objectives: indicative of stimulating feelings of self confidence, self competence, self image & other aspects of self realisation.
- 13. 4. Preparing training budget Preparation of training budget is specifically concerned with the allocation of funds to be provided for the training for carrying out the training activities according to the training plan.
- 14. Some of the estimated cost Trainer’s salary. Trainee’s salary or wage. Materials and supplies for training Lunch for participants Equipment costs: Audiovisual and computer. Support costs: Hours spent by clerical staff and manager Marketing/information distribution.
- 15. 5. Deciding about the training venue The decision about the training venue depends invariably on the type of training to be given. For on the job training , the venue naturally will be the organization itself. Off the job training for trade associations and professional organizations’ business, the venue has to be somewhat away from the trainees working environments. The venue of the training will be the place where outside agency is located.
- 16. 6. Deciding about the methods and training to be deployed in training Training methods and techniques vary from unorganized system of learning from working colleagues, to more systematic methods of instruction through programmed trainings. Training may rang from highly specific instructions to be adopted while performing job, to very general instructions concerning economy and society.
- 17. Factors that matter in the selection of a particular method for training are: Depth of knowledge, nature of the skill call for, in particular jobs to be filled. Background of the trainees for assessing their capacities and potential. For achievement of any other specific organization objectives which compel them to use particular methods and techniques Consideration of facilities by way of cost, time, material, equipments etc. as available for particular training and for particular situation. No. of persons to be trained and developed.
- 18. 7. Determining methods of Evaluating training Concerned with the extent of achievement of objectives as set out in training plan. Measurement of the effectiveness of performance after training and collecting useful feedback for future training.
- 19. Four Methods are used for the evaluation of training. Judging and measuring reactions of participants in various aspects as outlined in the training programme. Test conducted to measure how far the learning has been gainful and effective. Evaluating new and different attitudes and behavior in performance of the job of the participants as observed by the supervisors. Measuring results or changes in terms of cost, quality and production.