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Introduction To Employee Training and Development

The document discusses the importance of employee training and development, emphasizing its role in enhancing job-related competencies and corporate performance. It outlines the systematic approach to training, including the design process and evaluation methods, while differentiating between training, education, and development. Additionally, it highlights the need for continuous learning and the active involvement of managers in facilitating training initiatives.

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Renu Poddar
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13 views24 pages

Introduction To Employee Training and Development

The document discusses the importance of employee training and development, emphasizing its role in enhancing job-related competencies and corporate performance. It outlines the systematic approach to training, including the design process and evaluation methods, while differentiating between training, education, and development. Additionally, it highlights the need for continuous learning and the active involvement of managers in facilitating training initiatives.

Uploaded by

Renu Poddar
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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1

INTRODUCTION TO EMPLOYEE
TRAINING AND DEVELOPMENT
2

Do Organizations Need Training

• The answer is “YES”


• However, we must know the purpose and
functions of training before we can use it.
3

Benefits of Training

• Most training is targeted to ensure trainees “learn”


something they apply to their job.
4

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.
5

What is Training?

Training - a planned effort by a company to


facilitate employees’ learning of job-related
competencies.
• Competencies include knowledge, skills or behavior
critical for successful job performance.
Goal of training is for employees to master the
competencies and apply them to their day-to-
day activities.
6

What is Training?

To use training to gain a competitive advantage,


a company should view training broadly as a
way to create intellectual capital.

Intellectual capital includes basic skills advanced


skills an understanding of the customer or
manufacturing system, and self-motivated
creativity.
7

What is Training?

High-leverage training

Compares or
benchmarks the
Uses an Creates
company's
Is linked to instructional working
training
strategic design process conditions that
programs
business goals to ensure that encourage
against training
and objectives. training is continuous
programs in
effective. learning.
other
companies.
8

What is Training?

Continuous learning – requires employees


to understand the entire work system,
including the relationships among their jobs,
their work units, and the company.
9

What is Training?

Managers take an active role in:


Facilitating the
Ensuring that sharing of
Identifying employees use knowledge, by
training needs training in their using
work informational
maps
10

What is Training?

Training is
evaluated on

how training
addresses performance
behavior change
business needs improvement
related to learning
11

What is Training?
• Providing educational opportunities for
all employees.
• Performance improvement as an
Greater ongoing process than a one-time
training event.
emphasis • Demonstrating to executives, managers,
and trainees the benefits of training.
on: • Learning as a lifelong event.
• Training being used to help attain
strategic business objectives.
12

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.
13
14

Designing Effective Training

Is sometimes
referred to as
A Should be
Is based on the ADDIE
systematic systematic
the principles model because
approach yet flexible
of it includes
for enough to
Instructional analysis,
developing adapt to
System design,
training business
Design (ISD). development,
programs. needs.
implementation,
& evaluation.
15

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.
16

http://traindevblog.blogspot.com/2017/01/training-design-process_4.html
17

Training Design Process


18

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
19

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
methods to audience.
20

Designing Effective Training

• Training design is effective only if it


helps employees reach their training
objectives.
All the steps • Measurable learning objectives should
be identified before the training
share the program begins.
following • Evaluation plays an important part in
planning and choosing a training
assumptions: method, monitoring the training
program, and suggesting changes to
the training design process.
21

Designing Effective Training

• In organizations, the training


design process rarely follows the
step by-step approach of the
activities.
Flaws of • Organizations require trainers to
the ISD provide detailed documents of
each activity found in the model;
model: this adds time and cost to
developing a training program.
• It implies an end point: evaluation.
22

Starbucks

• Our values
• With our partners, our coffee and our customers at our
core, we live these values:-
• Creating a culture of warmth and belonging, where everyone is
welcome.
• Delivering our very best in all we do, holding ourselves accountable for
results.
• Acting with courage, challenging the status quo and finding new ways to
grow our company and each other.
• Being present, connecting with transparency, dignity and respect.
23

SKF

• Skf has been a leading global technology provider since


1907. Our fundamental strength is the ability to
continuously develop new technologies – then use them
to create products that offer competitive advantages to
our customers. We achieve this by combining hands-on
experience in over 40 industries with our knowledge
across the skf technology platforms: bearings and units,
seals, mechatronics, services and lubrication systems.
Our success is based on this knowledge, our people, and
our commitment to skf care principles.
• Increase efficiency, decrease energy
24

United airlines

• We fly right
• On the ground and in the air, we hold
ourselves to the highest standards in
safety and reliability. We earn trust by
doing things the right way and delivering
on our commitments every day.

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