CHAPTER 5; TRAINING AND DEVELOPMENT
Training and Development:
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Learning Objectives
1. Describe why training is important and distinguish amongst
training, education and development
2. Define the ASK concept, and comment upon the relative
difficulty in developing people’s attitudes, skills and knowledge
3. Have an overview of the training process
4. Recognize environmental factors that have changed traditional
training in organizations.
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What Is Training and Development?
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Training:
It is a planned efforts by organizations to increase employees’
knowledge, skills and abilities.
Training refers to the method used to give new or present
employees the skills they need to perform their jobs.
Training: enhances the capabilities of an employee to perform his
or her current job
Focuses on the current job/short term oriented
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Contd…
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It should be related to present job skills and abilities
A training program is an opportunity for employees to
acquire skills, attitudes, and knowledge
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Development:
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Definition: it is the activity of enhancing the
capabilities of an employee to be ready to perform
possible future jobs.
Focuses on future jobs and career development
It can be ensured through:
Formal education, job experiences, relationships
and assessments of personality and abilities that help
employees prepare for the future.
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To provide the knowledge skills and attitudes
for individuals
To help employees become capable of assuming
other responsibilities with in an organization
(developing their potentials)
To reduce wastage and increase efficiency
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Contd…
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To lower turnover and absenteeism and increase
employees’ job satisfaction.
To lessen supervisors from close supervision.
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Importance of training
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Maintains qualified products / services
Achieves high service standards
Provides information for new comers
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
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Types of training
on the job training & off the job training
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OJT is the most widely used method of training.
Training can be conducted either on the job; that is with in the
actual work environment or
off the job; that is out side the actual work.
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Training methods
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OJT is simple and relatively inexpensive
Regardless of the types of training there an ample of training
techniques/methods.
Position rotation Video conference
Apprenticeship Distance learning
Internship Tradition lecture methods
Vestibule training Team building
Coaching Case study
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Levels of Needs Analysis/Assesment:
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Organizational analysis
Job and task analysis
Individual analysis
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1. Do Organizations Need Training?
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The answer is “YES”
Training should not be undertaken
for its own sake. It must be geared to
the objectives of the particular
organization.
However, we must know the purpose
and functions of training before we
can use it.
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The Gap Concept
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Expected Curve
1,000 Cars Gap
Performance/ 200 Cars
Actual Curve
Results
800 Cars
Time
In training terms this means we need to
develop programs to fill the Gap
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Training Needs
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The reasons for not As training experts we
making the 1,000 must analyze the
cars: situation to determine
Not enough resources if:
Poor machines Expected result too high
Poor staff skills Target achievable
Is training the only way to
make it happen
Are there other factors.
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Job and task analysis
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What are the training needs of each job in the
organization?
Examine the job descriptions:
What tasks & duties are performed in each job?
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Individual analysis
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What are the training needs of each individual
employee in the organization?
Examine each employee’s performance appraisal
Do certain employees, or groups of employees,
have job performance that might be improved by
training that is cost-effective?
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Summary of need ass.
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In general, there are different methods of gathering information to
determine the need for training and development of human
resources.
Performance analysis
Supervisory recommendations
Employee suggestions
Observations
Management requests
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Exercise 1
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Imagine you are the managing director of a full service
restaurant. One day you receive a complaint letter from a
guest reporting s/he was not satisfied with the services
provided and their criticism of being overcharged in one of
your restaurants.
Why was the complaint made?
Is there a training need?
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Differences between Training, Education & Development
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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 (Dcenzo,2005).
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The ASK Concept
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If we follow the GAP concept, training is simply a means to
use activities to fill the gaps of performance between the
actual results and the expected results.
This GAP can be separated into 3 main themes
1. Attitude
2. Skills
3. Knowledge
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Exercise 2
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Rank ASK by difficulty to develop in people
Attitude
Skills
•Easy
Knowledge
•Moderately difficult
•Most difficult
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Five Principles of Learning
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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
(application)
Feedback: ask for it and adjust training
methods to audience.
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Imagine you are the manager of a factory with 500
workers making ice cream for export to Europe.
What information and evidence do you need before you
can say the employees need training?
Try to list 5 ideas.
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Response to exercise 3
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Accidents report
Staff discipline report
Sick leave report
Employee compensation Guests complaints
statistics Refusal of orders made
Product quality control Quality of product
report report
Wastage report Market needs & trends
Efficiency report Demographic data &
Machinery out-of-order background of
report employees
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Training methods
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Position rotation: this is a formal, planned program that involves
assigning trainees to various jobs in different parts of the
organization.
Coaching: the trainee is placed under a close guidance and
supervision of the trainer (immediate supervisor)
Internship: refers to a joint program of training where schools
and different organizations cooperate to train students.
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Contd…
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Distance and internet-based training: firms today use various
forms of distance learning method for training. It includes video
conferencing and Internet based classes.
Vestibule training: setting up a training area very similar to the
work area in equipment , procedures, and environment ,but
separated from the actual one
Role-play, Discussion/debate formats, Experiential exercises
Self evaluation
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Exercise 4
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Imagine you are the HRD manger of a hotel that will open next
year. Your GM asks you to develop a training program that aims to
boost the team spirit of the newly formed Executive Committee
Members.
Your GM suggests you organize a two-day course in a resort
location from 9 to 5 for both days.
Your task is to suggest 3 training methods that suit the training
theme described above.
Hint: this is attitude, not skills nor knowledge training [email protected]
Response to exercise 4
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Remember your training theme Suitable training methods you
was to change the individuals might have listed:
attitudes Role-play
Employ exercises that trainees Discussion/debate formats
can: Experiential exercises
Participate in Self evaluation (e.g. video tape
React to
trainees performance & let
them evaluate their own
Provide feedback in
behaviors).
Receive inspiration to move on
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Evaluating the Training programs
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There are four basic reasons why you should assess the program’s
success:
Justifying expenses:
Making decisions about future programs
reject, modify or repeat it
Making decisions about individual trainees
Reducing professional liability: organization might be held
legally responsible if a trainee subsequently become injured or
killed
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Knowledge is increasingly being recognized as one of the
strategic imperative in organizations.
The most established paradigm is that knowledge is power.
It has been shown that the organization that develops, maintain,
and shares knowledge among its management and staff grows
stronger and becomes more competitive(Filmon A. et.,all.,2008)
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What is knowledge?
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Definitions of knowledge
knowledge is "the fact or condition of knowing
something with familiarity gained through experience or
association".
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What is knowledge management?
knowledge management is the translation
32 of tacit knowledge
into explicit knowledge and sharing it within the organization.
It is activity concerned with the process of identifying, acquiring,
distributing and maintaining knowledge that is essential to the
organization.
In general, there are two types of knowledge
1. Tacit knowledge and
2. Explicit/overt knowledge.
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Tacit knowledge
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Is stored in the brain of a person.
Tacit knowledge is personal.
It is accumulated through study and experience.
It is developed through the process of interaction with
other people.
Tacit knowledge grows through the practice of trial and
error and the experience of success and failure.
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Cont…
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It is difficult to formalize, record, or articulate.
It includes subjective insights/imminent, intuitions
(feelings) and conjectures (imagination). As intuitive
knowledge, it is difficult to communicate and articulate.
The sharing of tacit knowledge is a great challenge to
many organizations.
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Managing tacit know….
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The challenge is identifying the tacit knowledge that is useful to
the organization.
Is a competitive advantage for organizations b/c it is a unique
asset that is difficult for other organizations to replicate.
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k y
h a n
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