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Training & DevelopmentTowards Building a Learning
Organisation
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Training & Development defined
Training Current Jobs
Development Future Jobs
Objectives Improving Organisation Performance
Enhance Knowledge & Skill levels
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Training and Development
Training is a learning process involving
systematic development of the knowledge, skillsand attitudes required by an individual to perform
adequately a given task or job.
Management or executive development includesall those activities and programmes which have
substantial influence on changing the capacity of
the individual to perform his present assignment
better and in doing so are likely to increase hispotential for future management assignment.
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Management developmentis more future
oriented, and more concerned with
education (increasing understanding-
reasoning power-interpretation), where
employee training is more concerned with
to assist a person to become a betterperformer.
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Needs for Training and Development
Employee survey results
Evaluation deficiencies
Individual development plan
Law and regulation changes
Need to develop new leaders
New employee
New equipment
New technology
Safety issues
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Training Process
4 Phases
Phase 1:Needs assessment and Establishing
Objective
Needs assessment means to diagnose presentproblems and future challenges to be met throughtraining and development
o Organizational analysisGoals of the organization and trends that will affect
the goals
o Task analysis
Identify what task are needed on each job andwhich KSAs are necessary to perform these task.
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o Person analysis
It is to determine which necessary KSAs havealready been learnt by prospective traineesso that precious training time is not wasted
repeating whatever has been acquired
Employees who need to undergo training areidentified at this stage
Establishing objective
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Phase 2:
Designing training and development
program
o Who are the trainees?
o who are the trainers?
o What are the Methods and techniques of
o Training?
o What should be the level of training?
o What learning principles are needed?
o Where is training program conducted?
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who are the trainers?
Immediate supervisorsCoworkers as in buddy systems
Member of HR staff
Outside consultantsSpecialist in other parts of the company
Faculty members at universities
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Who are the trainees?
Trainees can be selected bySelf nomination
Recommendations by supervisors or HR
department
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Off-the job training
Classroom Lectures Use of audiovisuals or demonstrations make
classroom learning interesting
Maintain eye contact
Be alert to your audienceSimulation Exercise CaseExercise
Experimental Exercise (Create a conflict situation,
experience the conflict and work out the solution) Complex Computer Modeling (widely used in giving
training to Pilots)
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On-the job training
Committee Assignments: -Assignment to
A Committee Can Provide an Opportunity
for the Employee to Share in ManagerDecision Making To Learn By Watching
Others.
Job rotationApprenticeship Training
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Training Methods for developing managers
Decision Making skills
In-basket exercises
Business game
Case study
Interpersonal skills
Role play
Sensitivity trainingBehavior Modeling
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What should be the level of learning?
3 levels
Acquire fundamental knowledge
Eg.lecture method
Acquire ability to perform in particular skillarea
Eg.JIT
Acquiring additional experience and
improving skills already been developedEg. Committee assignments
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What learning principles are needed?
Motivation
Practice opportunities
Transfer of learning
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Where is training program conducted?
At the job itself
On site but not the job training rooms
Off site
university,hotel,conference
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Phase 3:
Implementation
Deciding location and organizing training
and other facilities
Scheduling the training programme
Conducting the programme
Monitoring the progress of trainees
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Phase 4:Evaluation of Training
Criteria for evaluation
Training validity
Transfer validity
Intra-organizational validity
Inter-organizational validity
Techniques of evalution
Experimental and control groups
Time series analysis Pre-post training test
Questionnaire method
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Test-retest method
Participants are given a test before the
Training program-Training Program
Retake of the Test
Changes in Test Score
Whether the change can be fully attributed
to training program? Validity of training program ?
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Pre-post performance method
Participants are evaluated prior to the
Training program and rated on actual job
performance---Training Program Retakeof the Test
The increase in scores is assumed to be
attributed to in the instruction. This method deals directly with the job
behavior.
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Experimental Control group method :
Two groups are established-(comparable asto skill, intelligence and learning abilities )and evaluated on actual job performance .
control group work on the job but do not
undergo trainingWithin the evaluation assessing four areas is
must :
Reaction
Learning
Behavior
Results
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Levels of Evaluation
o Reactions
Did trainees found the training program useful?
-questionnaire
o Learning
Written test and performance testo Behavior
performance appraisal
o Result-
Is organization benefiting because of training program
Productivity
Attrition rate
Morale
Accidents
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Major aim of evaluation is cost benefit analysis
Cost
Needs assessment cost
Salaries of training department
Purchase of equipmentsEvaluation cost
Benefits-
Trainees performance improvement
Reduction in attrition rate and absenteeism Increase in productivity etc.
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Benefits of Training and
Development
Increased employee motivation
Increased capacity to adopt new technologies andmethods
Increased efficiencies in processes, resulting infinancial gain.
Increased innovation in strategies and products
Reduced job turnover.
Increased job satisfaction and morale amongemployees.
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