T&d
- 1. TRAINING AND DEVELOPMENT Saju kumar MBA 1
- 2. 2 Training and Development (T&D) Human Resource Development – Major HRM function consisting not only of T&D, but also individual career planning and development activities and performance appraisal Training and Development – Heart of a continuous effort designed to improve employee competency and organizational performance
- 3. 3 Training and Development (T&D) Training - Designed to provide learners with the knowledge and skills needed for their present jobs – formal and informal Development - Involves learning that goes beyond today's job – more long-term focus Learning Organization – firms that recognize critical importance of continuous performance-related training and development an take appropriate action
- 4. 4 Factors Influencing T&D Top management support Commitment from specialists and generalists Technological advances Organizational complexity Learning style
- 5. 5 The Training and Development (T&D) Process Determine T&D Needs Establish Specific Objectives Select T&D Method(s) Implement T&D Programs Evaluate T&D Programs
- 6. 6 Determining Training and Development Needs In order to compete effectively, firms must keep employees well trained.
- 7. 7 Establishing Training and Development Objectives Desired end results Clear and concise objectives must be formulated
- 8. Training Needs The reasons for not making the 1,000 cars: Not enough resources Poor machines Poor staff skills As training experts we must analyze the situation to determine if: Expected result too high Target achievable Is training the only way to make it happen Are there other factors.
- 9. Importance of Training Maintains qualified products / services Achieves high service standards Provides information for new comers Refreshes memory of old employees Achieves learning about new things; technology, products / service delivery Reduces mistakes - minimizing costs Opportunity for staff to feedback / suggest improvements Improves communication & relationships - better teamwork 9
- 10. Differences between Training, Education & Development Training is short term, task oriented and targeted on achieving a change of attitude, skills and knowledge in a specific area. It is usually job related. Education is a lifetime investment. It tends to be initiated by a person in the area of his/her interest Development is a long term investment in human resources. 10
- 11. The ASK Concept If we follow the GAP concept, training is simply a means to use activities to fill the gaps of performance between the actual results and the expected results. This GAP can be separated into 3 main themes 1. Attitude 2.Skills 3.Knowledge 11
- 12. A Systematic Approach to Training Key Concepts in Preparing a Training Plan Before you train and develop people identify what: They must know - before they can perform job They should know - to improve performance Would be nice for them to know – but not necessary to perform duties. 12
- 13. Model of the Training Process 13 Assessment Stage Training Stage Evaluation Stage Organizational Needs Assessment Task Need Assessment Development of Training Objectives Design & Select Procedures Measure Training Results Development of Criteria for Training Evaluation Train Compare Results to Criteria Feedback
- 14. Steps in the Training Process 1. Assessing training needs 2. Preparing training plan 3. Specifying training objectives 4. Designing the training program(s) 5. Selecting the instructional methods 6. Completing the training plan 7. Implementing the training program 8. Evaluating the training 9. Planning future training 14
- 15. Assessing Training Needs Conduct a training needs analysis by either one, or both, of the following External approach (company, guests, society) Internal approach – using a staff opinion survey. 15
- 16. Preparing Training Plan Consider whether to design a long (5-10 years), medium (3-5 years) or short (1 year) term plan. Ask your self “What are we going to achieve in the time period?” Use a holistic approach by using a calendar for inputting your training activities 16
- 17. Specifying Training Objectives Training Objectives must be specific & measurable. Why? Very difficult to measure effectiveness after course is finished. What should trainees be able to accomplish after participating in the training program? What is the desired level of such accomplishment, according to industry or organizational standards? Do you want to develop attitudes, skills, knowledge or some combination of these three? 17
- 18. Designing the Training Program 1. Program duration 2. Program structure 3. Instruction methods 4. Trainers qualification 5. Nature of trainees 6. Support resources – materials, OHP, classroom 7. Training location & environment 8. Criteria & methods for assessing participant learning and achievement 9. Criteria & methods for evaluating the program
- 19. Selecting Instructional Methods On-the job-training (OJT) learn while you’re working Off -the job-training In house, training or classroom External, consultancies or attending external classes Independent bodies, such as government talks Distance learning, from books or notes Computer-assisted learning Interactive-video training Video conferencing, same as classroom except teachers and students are in different locations. 19
- 20. Completing the Training Plan Target group – assess your audience Topic – task, skill or attitude ingredient Method – direct (one way communication) or indirect (discussion, games, experimental exercises…). Important as evaluation of trainees usually lies on the perception on what they did in the training session Time – length, period, breaks important to consider Location – away from the office? 20
- 21. Implementing the Training Program Besides trainers qualifications and experience: Participant selection Group comfort - physical & psychological Trainer enthusiasm & skills Effective communication Feedback mechanism The need to learn new training skills Preparation by trainers 21
- 22. Evaluating the Training Three Levels of Evaluation 1. Immediate Feedback Survey or interview directly after training 2. Post-Training Test Trainee applying learned tasks in workplace? 3. Post-Training Appraisals Conducted by immediate supervisors of trainees 22
- 23. Planning Future Training Last step in the training process After taking all evaluated comments, trainers should modify the programs to keep good things and make suggested improvements Remember, even with the same topic for different trainees, trainers should address many parts of the training process again and consider new approaches. 23
- 24. Training Administration Training administration consist the different stages in the preparation of a training lesson plan, implementation and evaluation of training methods 24
- 25. Training Lesson Plan Topic Summary of Key Points Training Objectives Duration of Each Activity in Each Session Training Contents Training Methods / Activities Break(s) Exercise to Warm Up Questions to test Understanding Conclusion 25
- 26. Thank you 26