Training & Development 1 (2)

8/9/2019 Training & Development 1 (2)

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Training & DevelopmentTraining & DevelopmentTraining & DevelopmentTraining & Development


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Learning is an active process, requiring active

participation or involvement by the learner.

Immediate application or use of new skills and

concepts improves learning.

Effective learning requires ongoing evaluation of

progress and feedback. Reinforcing and

acknowledging early successes improves learning.

Emotions impact learning and strong feelings have a

powerful impact on the learning process.

Important characteristics oflearning:


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Training

Dale S. Beach defines training as theorganized procedure by which peoplelearn knowledge or skill for a definite

purpose.

Training bridges the difference

between job requirements andemployees present specification


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It tends to be for a shorter term and a more practical

purpose.

Training focuses particularly on the skills, knowledge and

attitudes required to carry out a job to the optimum level ofperformance.

Training is an activity applicable to all employees.

Distinctive characteristics:


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Defined as a process or set of planned activities that will help

an individual, over time, to develop to their full potential. Foremployees, five conditions must exist:

Insight: what they need to develop.

Motivation: willing to invest the time and energy

Capabilities: possess the skills and knowledge

Real world practice: opportunities to try their new skills at

work in order to be effective.

Accountability: accountable for internalising their new

capabilities in order to improve performance and results.

Development:


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Training Development

Short term process Long term process

Knowledge and skills for a

specific purpose

For overall development

Primarily related to

technical skills learning

Related to managerial,

behavioral and attitudinal

development

Differences between Training and

Development


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Education focuses on learning that will help the employee to

take on a new role, or to do a different job, at some future date.

Education is also considered a broader intellectual process,

because it involves activities that can change employees

attitudes and increase their knowledge and understanding.

Educational activities are more person-oriented than job-

oriented and, when compared with training, educational

objectives are less easy to define in behavioral terms.

Education:


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Training Education

Frame of reference: Past

and present

Frame of reference: Future

Scope: Training objectives Scope: Knowledge &Understanding

Transfer of learning can be

monitored and assessed

Difficult to monitor how the

learning acquired is being

used by the individual

Stress on development of

competence

Stress on inculcation of

socially accepted values

Differences between Training and Education


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Orientation..a process whereby a learner is oriented to aplace or position. It is concerned with helping a learner

understand and function effectively in a new way.

Briefing. To provide the background of an organisation, a

topic, place or situation in a concise or focussed manner.

Briefing sessions typically present cogent, highly organised,

simplified and sequenced information and usually

incorporates a Q&A session.

Orientation and Briefing:


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TRADITIONAL AND MODERN APPROACH OF

TRAINING AND DEVLOPMENT

Traditional Approach- managers areborn and not made. training is a verycostly affair and not worth.

Modern approach- Training is nowconsidered as more of retention toolthan a cost. create a smarter workforce

and yield the best results


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Need for Training

To match employees specification with jobrequirements and organizational needs

Organizational viability & transformationalprocess

Technological Advances

Organizational Complexity

Human Relations

Change in Job Assignment


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Objectives of Training and Development

Principal objective: ensure availability of a skilled &

willing workforce to an organization.In addition, Individual employees achieve their personal goals,

enhances contribution to organization.

Organizational assist the organization with itsprimary objective by bringing individual effectiveness.

Functional maintain the departments contribution at

a level suitable to the organizations needs.

Societal ensure that organization is ethically andsocially responsible to the needs and challenges of thesociety.


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Importance Of Training andDevelopment

Productivity Team spirit Organization

Culture

OrganizationClimate

Quality

Healthy workenvironment

Health and Safety Morale

Image

Profitability

Organizationaldevelopment

Developing leadershipskills, motivation,

loyalty, betterattitudes


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Training..

Worst case: T&D is considered to be an isolated set

of activities put together with little or no

understanding of the needs of business or the trainees

and without determining the value of the training.

Best practice: Training is a set of processes aimed at

continuously improving employee performance, the

performance of the organisation and theprofessionalism of the T&D function.


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THE TRAINING SYSTEM

A System is a combination of things or parts thatmust work together to perform a particularfunction.

An organization is a system and training is a subsystem of the organization.

There has to a logical relationship between thesequential stages in the process.


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The Training System Model

External forces

Internal forces

Internal forces

Transformation Process OutputInput

External forces


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Needs Analysis phase

Design Phase

Development phase

Implementation phase

Evaluation Phase

Process

Evaluation

data

Systems Training Model


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Systematic Model

identify

the

training

needs

developing objectives,

identifying the learningsteps, sequencing and

structuring the

contents.

listing the

activities in

the

trainingprogram


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Training Need IdentificationTraining Need Identificationand Analysisand Analysis


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One fine day, a bus driver went to the bus garage,

started his bus and drove off along his route. No

problems for the first few stops- a few people got on,a few people got off and things went generally well.

At the next stop, however, a huge bulk of a Pathan

got on, six feet five built quite like a wrestler. He

glared at the conductor and said, " Pathan does'tpay" and sat down at the back.

Conductor did not argue with the Pathan, but he

wasn't happy about it. The next day the same thing

happened. Pathan got on the bus and made a show

of refusing to pay, and sat down. And the next day,

and the next.


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This grated the bus driver who started losing sleep over

the manner in which the Pathan was taking advantage

of the poor conductor. Finally the conductor could not

stand the Pathan any longer. So! he signed up forbodybuilding , Karate, Judo and all that good stuff.

By the end of that summer, he had become quite strong

What's more, he really felt good about himself. So!, onthe next Monday when the Pathan once again got on

the bus and said" Pathan doesn't pay" the driver stood

up and glared back at the Pathan and screamed, " And

why not?"

With a surprise look on his face, Pathan replied "

Pathan has a bus pass"


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The moral of the story-

Be sure there is a genuine

Training and Development

related issue before trying towork hard to solve it.


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What is a training need?

A training need exists when there is a gap between

what is required of a person to perform their duties

competently and what they actually know which

enables them to do so. A need for human performance improvement

arising from a deficit or an opportunity that can be

met by an appropriate training intervention.


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TYPES OFTRAINING

NEEDS

DEMOCRATIC

NEEDS

ANALYTICAL

NEEDS

COMPLIANCENEEDS

DIAGNOSTICNEEDS


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Individual Needs

Occupational Needs

Organisational Needs

Levels of Training Needs

Training & Development 1 (2)

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