Training Design

Training designTraining design refers to factors built into the training program to increase the chances that transfer of training will occur.

DESIGNING A TRAINING PROG.

Identification of training needs training objectives Organization of training Evaluation of training outcomes or results

Training Objective

It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan.

Setting training objectives

Specific objectives of training

Increased productivity

Improved performance

Better human resource planning

Higher morale

Better health & safety

Overall purpose of training

Increased organizational effectiveness

Beneficiaries of training objectives

Trainer

Internal Trainer External Trainer

Trainees a) Unskilled workers: Unskilled workers require training in

improved methods of handling machines and materials to reduce the cost of production and waste and to do the job in the most economical way. Such employees are given training on the job only and their immediate supervisor, officers or foremen impart the training. The training period ranges from 3 to 6 weeks.

b) Skilled workers: They are given training through the system of apprenticeship, which varies in duration from a year to three or five years. Such training is also known as tradesmen or craftsmen training, and is particularly useful for such trades in industry which require highly sophisticated skills.

c) Other employees: Besides the above types of employees, others also need training in particular fields; but such training is usually provided outside an industry.

Supervisory Training Planning, allocation and control of work and personnel Impact of methods of study, time study, job evaluation and the

supervisors’ responsibilities and functions in connection therewith Company policies and practices for the purchase of stores, the

preparation of requisitions, inventories, cost analysis, cost control and shop rules and the preparation of reports and other standard operating procedures

Personnel procedures, policies and programmes Training of subordinates and grievance handling, and techniques of

disciplinary procedures Communication, effective instruction, report writing Appraisal of employees and their rating, and the maintenance of

personnel records Dealing with the problem of absenteeism, tardiness, indiscipline and

insubordination The handling of human problems i.e. maintaining good interpersonal

relations and morale of the employees Industrial laws, standing orders and trade union organization Principles of administration, safety, health and welfare regulations

Other elements of training design

Training Climate Trainees’ learning style Training strategies Training topics

Sequence the contents – Contents are then sequenced in a following manner:

• From simple to complex

• Topics are arranged in terms of their relative importance

• From known to unknown

• From specific to general

• Dependent relationship

Training tactics Support facilities Constraints Training period

Training facilitiesSTATIC

S.No. Audio-visual aids Advantages Disadvantages

1 Charts / posters Add colour and interest in lecture, economic, can be referred to again and again

Difficult to view from a distance, bulky to transport

2. Overheads Able to overlay systems, flowcharts etc; easy to use, can be seen from a distance

Can be distracting, projector can block view

3. Computer-generated overheads

Able to develop flashy visual images, use of colour and control of points, can be easily modified

Flashy presentation could distract from training, rely heavily on technology

DYNAMIC

1. Audio tapes Can be used any where and any time, reusable

Single sensory input, no interaction

2. Film and video Can demonstrate appropriate behaviour, good for receiving personal feedback, can present and integrate conceptual information

High material cost, very high development cost, might not be tailor-made

3. Computer generated animated presentations

Can be very flashy, use of colour and sound provide different stimuli for obtaining interest

Flashy presentation could distract from training, rely heavily on technology

Evaluation of training programme

A comprehensive appraisal of training would provide useful information about the effectiveness of training as well as about the design of future training programme. It will enable the org. to monitor the training programme and take appropriate measures in the future.

Characteristics of effective training programme

It should be designed after identifying the training needs or goals

It should be flexible. It should take care of the difference in the ability, aptitude, learning capacity, emotional make-up etc.

A good training prog. should prepare the trainees mentally before they are imparted any job knowledge or skills

An effective training prog. Should have top management’s support.

An effective training prog. Should be supported by a system of critical appraisal of the outcome of the training efforts.

Principles of training

Training prog. must be based on the principles of individual differences

The need for and the depth and nature of training to be provided should be worked out from the job analysis

For effective motivation of trainees, suitable incentives must be provided

Both the executive and supervisors as well as the trainees must take active part in the training activities, so that all concerned take genuine interest in the training.

The trainer selected for imparting training should undergo special training for the purpose.

Obstacles in the work environment that inhibit transfer of training:

Work ConditionsWork Conditions (Trainee has difficulty using new knowledge, skills, or behavior)Time pressuresInadequate equipmentFew opportunities to use skillsInadequate budget

Obstacles in the work environment that inhibit transfer of training: (continued)

Lack of Peer SupportLack of Peer Support (Peers do not support use of new knowledge, skills, or behavior)Discourage use of new knowledge and

skills on the jobUnwilling to provide feedbackSee training as a waste of time

Obstacles in the work environment that inhibit transfer of training: (continued)

Lack of Management SupportLack of Management Support (Managers do not reinforce training or provide opportunities to use new knowledge, skills, or behavior)Do not accept ideas or suggestions that are

learned in trainingDo not discuss training opportunitiesOppose use of skills learned in trainingCommunicate that training is a waste of timeUnwilling to provide feedback and reinforcement

for trainees to use training content

Work Environment Characteristics Influencing Transfer of Training:

Climate for TransferManager Support

Peer Support

Opportunity to Perform

Technological Support

Characteristics of a Positive Climate for Transfer of Training:

Supervisors and co-workers encourage and set goals for trainees to use new skills and behaviors acquired in training.

Task cues:Task cues:Characteristics of a trainee’s job prompt or

remind him to use new skills and behaviors acquired in training.

Feedback consequences:Feedback consequences:Supervisors support the application of new

skills and behaviors acquired in training.

Characteristics of a Positive Climate for Transfer of Training: (continued)

Lack of punishment:Lack of punishment:Trainees are not openly discouraged from

using new skills and behaviors acquired in training.

Extrinsic reinforcement consequences:Extrinsic reinforcement consequences:Trainees receive extrinsic rewards for using

new skills and behaviors acquired in training. Intrinsic reinforcement consequences:Intrinsic reinforcement consequences:

Trainees receive intrinsic rewards for using new skills and behaviors acquired in training.

Organizational Environments That Encourage Transfer of Training:

The Learning Organization

Knowledge Management

Key Features of a Learning

Organization

Continuous Learning

Knowledge Generation and

Sharing

Critical Systematic Thinking

Learning Culture

Encouragement of Flexibility and

ExperimentationValuing of Employees

Beginning of training programme

Ice-breaking session generally conducted at the beginning of the training programme. It is conducted for the following reasons:

To weaken the hesitation

To increase the openness

To help participants know each other

To serve as a warm-up session

To help participants relax and ease