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The Needs of Training and Development: Prepared By: Benjamin S. Andaya

The document discusses the process of training and development in organizations. It identifies 5 key steps: 1) Identify the need for training, 2) Set specific goals and objectives, 3) Decide on training methods and develop a plan, 4) Implement the training program, and 5) Evaluate the output. Various training methods are described such as classroom, computer-based, simulation, and on-the-job training. The goal is to improve employee and organizational performance through skills development.

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Bench Andaya
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61 views31 pages

The Needs of Training and Development: Prepared By: Benjamin S. Andaya

The document discusses the process of training and development in organizations. It identifies 5 key steps: 1) Identify the need for training, 2) Set specific goals and objectives, 3) Decide on training methods and develop a plan, 4) Implement the training program, and 5) Evaluate the output. Various training methods are described such as classroom, computer-based, simulation, and on-the-job training. The goal is to improve employee and organizational performance through skills development.

Uploaded by

Bench Andaya
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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THE NEEDS OF

TRAINING AND
DEVELOPMENT
Prepared by: Benjamin S. Andaya
•Interviews
•Test
•Surveys
SET CLEAR GOALS AND EXPECTATIONS FOR
EACH ROLE

•The first step towards identifying


training needs is understanding
the skills required for the role.
Consider the goals and tasks of
the job roles in your company.
IDENTIFY THE KNOWLEDGE AND SKILLS YOUR
COMPANY NEEDS 

• Types of knowledge and skills


• There are different types of skills: technical skills and soft skills.

• Technical qualifications or hard skills refer to someone's understanding


and ability to apply technical knowledge in the workplace.
• Soft skills are a combination of social skills, communication skills, and
personality traits. They enable people to navigate their work
environment successfully.
TALK WITH YOUR EMPLOYEES

•Each employee has a unique learning


style, work style, and personality. That
may sound obvious, but it's something
that many companies disregard when
upskilling their employees.
ASSESS EMPLOYEES' SKILL LEVELS WITH
EXAMS AND SURVEYS

•However, in this technological world,


decisions are made fast and more
people work remotely. Applying
surveys and personality tests are good
alternatives for learning about your
employees in these circumstances.
TAKE YOUR EMPLOYEE TRAINING TO THE
NEXT LEVEL

•The best training will consist of


three elements: mentorship and
coaching, training material, and
monitoring progress.
1. MENTOR AND COACH EMPLOYEES

• Mentorship provides hands-on training and is effective due to its


focus on individual needs. Although it is time-intensive, it is a
great way to learn how to complete complex processes like
operating machinery.
• Coaching is a method where a senior employee provides
guidance and training to a more junior colleague. It is also a
hands-on approach but the junior employees have a specific
personal goal in mind. It is also ideal for improving soft skills like
leadership.
2. CREATE TRAINING MATERIAL

•After identifying the knowledge and


skills your company needs, you can
create training material tailored to
your employees' needs.
3. MONITOR PERFORMANCE

•Throughout the process, you can


evaluate performance and assess
how it changes over time. 
EMPLOYEE TRAINING AND EASY LMS

• With Easy LMS (learning management system), you can easily


create exams to identify gaps in your participants'
technical knowledge. It's possible to set up a pass rate
and issue certificates automatically for those who pass.
Set up notification emails and get informed every time
someone completes an exam.
THE FIVE PROCESS IN
TRAINING AND DEVELOPMENT
• The process of training and development is
an activity that aims to improve the
performance of the individuals and groups
in an organization.
WHAT IS THE TRAINING AND
DEVELOPMENT PROCESS?

• An organization adopts a training and


development process to improve skills, gain
knowledge, clarify concepts and change
professional attitudes.
HOW TO DEVELOP A TRAINING AND
DEVELOPMENT PROCESS?

The process of training and development involves several


steps to ensure that it is effective.
• Identify the need for training and development
• Set specific goals and objectives
• Decide on training methods and develop a detailed
plan
• Implement the training program
• Evaluate the output
1. IDENTIFY THE NEED FOR TRAINING AND
DEVELOPMENT

• If you are conducting a training program in


a company, you can assess the scope of
growth for employees and the overall
organization. This can be to start a new
department, strengthen the existing teams,
launch new products or upgrade existing
products.
2. SET SPECIFIC GOALS AND OBJECTIVES

• Once you identify organizational needs, the next


step is to set a specific goal or objective for the
training and development..
• Improving product
quality: Customers are often more
quality-conscious and require
companies to consistently improve
their product quality to remain
competitive in the market.
•Eliminating wastage of time: It is
necessary to track the learning
capabilities of employees and
determine how much time they
require to learn. 
•Implementing safety
precautions: Every company is
responsible for the safety of its
employees, managers and clients
working within its premises. 
•Assisting effective
management: It is essential to
develop effective management,
planning and control in the
company to avoid management-
related issues.
3. DECIDE ON TRAINING METHODS AND
DEVELOP A DETAILED PLAN

• A thorough training plan consists of


learning methods, content matter, learning
flow and other essential aspects. 
•Classroom training: This can
encourage employee growth and
lead to healthy relationships that
enable new employees to feel
supported and welcome.
•Computerized training: This
offers flexibility and scalability,
as any number of participants
can join the program and
progress at their own pace.
•Simulation-based training: In
this type of training method,
employees deal with real-time
hypothetical situations and are
required to solve them. 
•On-the-job or hands-on
training: This allows employees
to understand the working
environment and acquire new
competencies. 
•Role-playing: The process consists
of the trainee and trainer, where the
trainees act as if they are dealing
with a problem and are responsible
for solving it without guidance. 
•Case study: In this method, a
participant gets a real or
imaginary scenario that
depicts everyday work
situations.
•Training videos: Many people
prefer watching a video over
reading, so videos can help
them learn important
information more quickly. 
4. IMPLEMENT THE TRAINING PROGRAM

• After deciding on a training plan and


method, the organization can execute the
training process through comprehensive,
step-by-step instruction and coaching.
5. EVALUATE THE OUTPUT

• It is essential for organizations to


assess the impact of the program, its
effectiveness and the degree of its
success.

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