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Training & Development

The document discusses the importance of training for organizations. It outlines benefits like maintaining quality, achieving standards, and reducing costs. Training is defined as a systematic process that improves performance through instruction and practical activities. A nine step training process is then described that includes assessing needs, preparing plans, setting objectives, designing programs, selecting methods, implementation, evaluation, and planning for future training. Key aspects of each step are highlighted.

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Afrasiab Hassan
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85 views

Training & Development

The document discusses the importance of training for organizations. It outlines benefits like maintaining quality, achieving standards, and reducing costs. Training is defined as a systematic process that improves performance through instruction and practical activities. A nine step training process is then described that includes assessing needs, preparing plans, setting objectives, designing programs, selecting methods, implementation, evaluation, and planning for future training. Key aspects of each step are highlighted.

Uploaded by

Afrasiab Hassan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Training & Development

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
2
Benefits of Training

 Most training is
targeted to ensure
trainees “learn”
something they
apply to their job.

3
What is Training?

 Training is a systematic process through


which an organization’s human resources
gain knowledge and develop skills by
instruction and practical activities that result
in improved corporate performance.

4
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.

5
Five Principles of Learning

 Participation: involve trainees, learn by


doing
 Repetition: repeat ideas & concepts to help
people learn
 Relevance: learn better when material is
meaningful and related
 Transference: to real world using simulations
 Feedback: ask for it and adjust training
6
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.

7
Model of the Training Process*
*Goldstein, I. (2002) Training in Organizations 4th Ed.

Assessment Stage Training Stage Evaluation Stage


Organizational
Needs Assessment

Task Need Assessment

Development of Design & Select Measure Training


Training Objectives Procedures Results

Development of Train Compare Results to


Criteria for Training Criteria
Evaluation
Feedback
8
Nine 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
9
1) 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.

10
2) 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.

11
3) 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?

12
4) Designing the
Training Program(s)
7.
1. Training location
Program duration & environment
2.
8. Program&structure
Criteria methods for assessing participant
3. learning andmethods
Instruction achievement
9.
4. Criteria
Trainers& methods for evaluating the
qualification
5. program
Nature of trainees
6. Support resources – materials, OHP,
classroom

13
5) Selecting Instructional Methods
Note: This is the most important step

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.
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6) 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?

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7) 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

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8) 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
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9) 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.

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