Training & DevelopmentTraining & Development

Tehzeeb Sakina AmirTehzeeb Sakina Amir

HRM-session 7HRM-session 7

Spring 2011-MBASpring 2011-MBA

Main contents Main contents

Orientation processOrientation process

The training processThe training process

Training methodsTraining methods

Managerial training (on-job and off-job)Managerial training (on-job and off-job)

Training evaluationTraining evaluation

Before we proceed Before we proceed

Remember the last time you went for a training Remember the last time you went for a training

program/seminar/workshop/ classroom set up!program/seminar/workshop/ classroom set up!

Write down the good points of that training Write down the good points of that training

program (any 5)program (any 5)

Write down the weaker areas in that program Write down the weaker areas in that program

(any 5)(any 5)

Suggest your ways of improvement (any 5)Suggest your ways of improvement (any 5)

Orienting EmployeesOrienting Employees

New employees given basic information New employees given basic information abut the organization, rules, policies etcabut the organization, rules, policies etc

Duration of orientation – hours to Duration of orientation – hours to week/month longweek/month long Four purposes:Four purposes:

• Employee put at Employee put at easeease• UnderstandUnderstand the organization the organization• Learn Learn key factskey facts about the organization about the organization• Start of socializingStart of socializing

The result is The result is Self-directed BehaviorSelf-directed Behavior

Orienting EmployeesOrienting Employees

Usually starts with HR department then to Usually starts with HR department then to immediate supervisor and so on and so immediate supervisor and so on and so forthforth

Technology assisted orientation & Technology assisted orientation & booklets/handbooks with key informationbooklets/handbooks with key information

Orientation checklist or reportOrientation checklist or report

The Training ProcessThe Training Process

The process of teaching employees basic The process of teaching employees basic skills they need to perform the jobs.skills they need to perform the jobs.

Includes: explanation, demonstration, Includes: explanation, demonstration, classroom training etcclassroom training etc

High potential employees must be trained High potential employees must be trained to put their potential in right order & to put their potential in right order & direction and improvisationdirection and improvisation

Training is in…..Training is in…..

Strategic Training - Strategic Training - should be strategically should be strategically outlined!!outlined!! Identify goals & objectives & identify skills and Identify goals & objectives & identify skills and

knowledge needed to achieve those knowledge needed to achieve those goals….training needs identificationgoals….training needs identification

Performance management – Performance management – a goal oriented a goal oriented approach to assign, train, assess and reward approach to assign, train, assess and reward employees’ performanceemployees’ performance Training efforts outlines what organization wants Training efforts outlines what organization wants

each employee to contribute in achieving the each employee to contribute in achieving the goalsgoals

Five-step training & Development Five-step training & Development processprocess

1.1. Need AnalysisNeed Analysis1.1. Identify – assess – developIdentify – assess – develop

2.2. Instructional DesignInstructional Design1.1. Decide on – compile and produceDecide on – compile and produce

3.3. Validation Validation

4.4. ImplementationImplementation

5.5. Evaluation Evaluation

Training – Learning & MotivationTraining – Learning & Motivation

Ability and Ability and learninglearning

Make skills transfer Make skills transfer easyeasy

• Maximize similarityMaximize similarity• Provide practiceProvide practice• Label each stepLabel each step• Highlight important Highlight important

aspectsaspects• Provide ‘negative’ Provide ‘negative’

scenarios tooscenarios too

MotivationMotivation Interest/driveInterest/drive

• Meaningful materialMeaningful material• Overview of contentOverview of content• Variety of examplesVariety of examples• Organize logicallyOrganize logically• Use familiar termsUse familiar terms• Use visual aidsUse visual aids

Motivation Principles for TrainersMotivation Principles for Trainers

Have practical work…Have practical work… Immediate feedback enhances learningImmediate feedback enhances learning Let them learn at their paceLet them learn at their pace Create a need..Create a need.. Schedule and duration of training Schedule and duration of training

Analyzing Training NeedsAnalyzing Training Needs

Task AnalysisTask Analysis A detailed study of a job to A detailed study of a job to

identify the specific skillsidentify the specific skills required.required.

JDs and JSs help here but JDs and JSs help here but emphasis is more on skills emphasis is more on skills requiredrequired

Performance AnalysisPerformance Analysis Checking whether some Checking whether some

performance deficiencyperformance deficiency exist and determining if that exist and determining if that can be corrected through can be corrected through trainingtraining or some other or some other means.means.

Methods are:Methods are:• Performance appraisalsPerformance appraisals• Job related performanceJob related performance• ObservationObservation• InterviewsInterviews• TestsTests• Attitude surveysAttitude surveys• Assessment techniquesAssessment techniques• Logs Logs

Training MethodsTraining Methods

On-the-job TrainingOn-the-job Training – training a person – training a person to learn a job while working on itto learn a job while working on it Types:Types:

• Coaching / Understudy methodCoaching / Understudy method• Job rotationJob rotation

Advantages of OJTAdvantages of OJT• InexpensiveInexpensive• No off-site facilities requiredNo off-site facilities required

BewareBeware• Success not guaranteed….Success not guaranteed….

Training MethodsTraining Methods

Apprenticeship TrainingApprenticeship Training – a structured – a structured process by which people become skilled process by which people become skilled workers through workers through a combination of a combination of classroom instructions and on-the-job classroom instructions and on-the-job trainingtraining

Formal learning + long term on-the-job Formal learning + long term on-the-job trainingtraining

Apprenticeship Ordinance Pakistan 1962 Apprenticeship Ordinance Pakistan 1962 Informal learning – it occurs!!Informal learning – it occurs!!

Training MethodsTraining Methods

Job Instruction TrainingJob Instruction Training – step by step – step by step learning of job sequence is JITlearning of job sequence is JIT

List all basic tasks, key points in order to List all basic tasks, key points in order to provide step by step trainingprovide step by step training Steps show – what to be doneSteps show – what to be done Key points show – how to be doneKey points show – how to be done

Training MethodsTraining Methods

LecturesLectures Quick, simple & easyQuick, simple & easy Larger groups in one timeLarger groups in one time Lecture skills & guidelines to be taken care ofLecture skills & guidelines to be taken care of

Training MethodsTraining Methods

Programmed LearningProgrammed Learning or tutoring or tutoring systemssystems Step by step, self learning method. It involves:Step by step, self learning method. It involves:

• Presenting questions, facts, problemsPresenting questions, facts, problems• Allowing response from the personAllowing response from the person• Providing feedback on the accuracy of the answersProviding feedback on the accuracy of the answers

Training MethodsTraining Methods

Audio-visual based TrainingAudio-visual based Training Use of audio-visual aidsUse of audio-visual aids More expensive but more interestingMore expensive but more interesting Illustrations & demonstrations are done more Illustrations & demonstrations are done more

effectivelyeffectively Expose trainers to events not possible Expose trainers to events not possible

otherwiseotherwise Organization wide training with no traveling Organization wide training with no traveling

cost of trainerscost of trainers

Training MethodsTraining Methods

Simulated Training or vestibule trainingSimulated Training or vestibule training Training employees on special off-the-job Training employees on special off-the-job

(actual or simulated) equipment so training (actual or simulated) equipment so training cost and hazards can be reducedcost and hazards can be reduced

Training MethodsTraining Methods

Computer- based Training Computer- based Training Integrated use of text, sound, graphics, Integrated use of text, sound, graphics,

photos, animation make it interactive & photos, animation make it interactive & realisticrealistic

Distance & Internet- Based Training Distance & Internet- Based Training Distance learning methods- paper/pencil Distance learning methods- paper/pencil

correspondence courses,correspondence courses, tele-training tele-training, video , video conferencing, modern internet based courses conferencing, modern internet based courses

Management Management DevelopmentDevelopment

To To improveimprove current or future current or future management performance by management performance by

imparting knowledge, changing imparting knowledge, changing attitudes or increasing skillsattitudes or increasing skills

Management DevelopmentManagement Development

It emphasis on It emphasis on long term developmentlong term development It focuses on It focuses on developing the capabilitiesdeveloping the capabilities of of

current or future managerscurrent or future managers Management Development Process Management Development Process

consists of:consists of: Assessing company’s strategic needsAssessing company’s strategic needs Appraising managers’ current performanceAppraising managers’ current performance Developing the managers (and future Developing the managers (and future

managers)managers)

Management DevelopmentManagement Development

Succession PlanningSuccession Planning A process through which senior level A process through which senior level

openings are planned for and eventually filledopenings are planned for and eventually filled Steps in succession planning:Steps in succession planning:

• Anticipate management needsAnticipate management needs• Review skills’ inventoryReview skills’ inventory• Create replacement chartsCreate replacement charts• Train Train

Managerial Managerial ONON-the-job training-the-job training

Job RotationJob Rotation Coaching / understudy approachCoaching / understudy approach Action learningAction learning

Trainees are allowed to work full time Trainees are allowed to work full time analyzing and solving problems in other analyzing and solving problems in other departmentsdepartments

Team based working on real world business Team based working on real world business problemsproblems

Extend beyond their usual area of expertise Extend beyond their usual area of expertise

Managerial Managerial OFFOFF-the-job training-the-job training

Case Study MethodCase Study Method – written problem to – written problem to diagnose and solvediagnose and solve

Management GamesManagement Games – group games, – group games, simulated but realistic situations, involved simulated but realistic situations, involved in problem solving, planning etcin problem solving, planning etc

Outside SeminarsOutside Seminars University Related ProgramsUniversity Related Programs Role PlayingRole Playing – act out realistic situations – act out realistic situations

Managerial Managerial OFFOFF-the-job training-the-job training Behavior ModelingBehavior Modeling – –

Showing ‘right’ behaviorShowing ‘right’ behavior Let them practiceLet them practice Giving feedback on performanceGiving feedback on performance Encourage transfer of trainingEncourage transfer of training

In-house Development Centers/Corporate In-house Development Centers/Corporate Universities – Universities – learning portalslearning portals

Executive CoachesExecutive Coaches – an outside consultant who – an outside consultant who act as a coach and identify strengths & act as a coach and identify strengths & weaknesses, counsel them to overcome the weaknesses, counsel them to overcome the weaknesses and show their capabilities. weaknesses and show their capabilities.

Evaluating TrainingEvaluating Training

Crucial as it costs….Crucial as it costs….

Training Effects to measureTraining Effects to measure

1.1. Participants’ reactionsParticipants’ reactions

2.2. LearningLearning

3.3. Behavior – changed on-the-job behaviorBehavior – changed on-the-job behavior

4.4. Results – training objectivesResults – training objectives

How to measure?How to measure?

1.1. Time series designTime series design1.1. Measure pre training and post training Measure pre training and post training

behaviorsbehaviors2.2. Provides initial scores on effectiveness of Provides initial scores on effectiveness of

the programthe program

2.2. Controlled experimentationControlled experimentation1.1. A controlled group (no training) and an A controlled group (no training) and an

experimentation group (receives training)experimentation group (receives training)2.2. Determine the extent of change the training Determine the extent of change the training

has brought (external factors controlled)has brought (external factors controlled)

Training Evaluation FormTraining Evaluation Form

Training Evaluation forms has:Training Evaluation forms has: Basic information on the trainingBasic information on the training Information about traineeInformation about trainee Evaluation of the courseEvaluation of the course Evaluation of the trainerEvaluation of the trainer Strengths and weaknesses of the courseStrengths and weaknesses of the course Additional topics the trainee think should be Additional topics the trainee think should be

covered in the coursecovered in the course Any recommendationsAny recommendations

How to design better training How to design better training programs?programs?

Do not rely on ‘participants’ reaction’ on Do not rely on ‘participants’ reaction’ on effectiveness of trainingeffectiveness of training

Ensure transfer of training, focus on behavior Ensure transfer of training, focus on behavior and resultand result

Prior to training - Get supervisor and trainee Prior to training - Get supervisor and trainee input in designing the programinput in designing the program

Encourage employees to participate (keep Encourage employees to participate (keep them motivated)them motivated)

Provide the ‘right’ training environmentProvide the ‘right’ training environment Post training reinforce the learningPost training reinforce the learning