orientation, training & development

7/31/2019 Orientation, Training & Development

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ORIENTATION,TRAINING &

DEVELOPMENT


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Training

Providing an employee with skillsthat can be used immediately onthe job.


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Development

Providing an employee withknowledge that may be used

today or near future


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ManagementDevelopment

Training & Development programsfor supervisors & managers


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Training responsibilities

Top Management

The Human Resource Department

The immediate SupervisorThe Employee


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The Training Process

Assessment stage

Training

Evaluation


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Model of the Training ProcessAssessment Stage Training Stage Evaluation Stage

Organizational NeedsAssessment

Task Needs

Assessment

Employee Needs

Assessment

Development of

Training Objectives

Development of

Criteria for Training

Evaluation

Design and Select

Training

Procedures

Train

Measure

Training

Results

Compare

Results

to Criteria

Feedback


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Assessment stage

Before any training can be done, the needfor it must first be analyzed

Training needs of the organization, the joband the individuals in the organizations areexamined

What areas need training

What kind of training is needed


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1. Assessment Stage

Organizational Needs Assessment

Task Needs Assessment

Employee Needs AssessmentDevelopment of training objectives

Development of Criteria for training

evaluation


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Organization needs assessment:

In this we examine the proposed trainingprojects with respect to the organizationalgoals, objectives and strategies 5 and 10years plans must be compared with theproposed training programs

We also determine the order in which theareas need to be trained

Expense of training is also considered. Iffunding is an issue, prioritizing the trainingprograms might be needed


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b. Task needs assessment:

Goal- to isolate the specific requirements ofthe job in question.

Job analyses methods can be used


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c. Employee needs assessment:

The employee needs assessmentdetermines weather a gap exists betweenthe requirements of a job and the skills of

the employees who perform it


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d. Development of training objectives:

Objectives of training must be identified

Should be written as behaviouralobjectives that include what the outcomeof the training is to be (learning a skill)


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e. Development of criteria:

Some criteria against which to measure theresults must be developed


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2. Training Stage of

training processIn this we transfer training to

practice on the job what has beenlearned in the training.


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Design & Select training procedures

On the job training

Off the job training


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Transfer of training


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Transfer of Training

There should be proper linkage oforganization goals & strategies with thetraining programs in order to ensure proper

transfer of training

Training should be an integral part of overallorganization plan


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Evaluation Stage of

training & Development


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Types of Evaluations

1. Reaction

2. Learning

3. Behavior4. Results


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1. Reaction

Taking opinions of trainees just after the

training program on the contents of the

program, trainers & atmosphere

These opinions or reactions are not

necessarily valid measures

Influenced by things like difficulty,

entertainment value or personality of the

instructor.


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2. Learning

To determine whether the trainees havemastered the facts, techniques, skills &processes taught during the training

program

Tests like paper pencil tests, case studiescan be given to check this


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3. Behavior

Participants behavior is checked on theirjobs, about the demonstration of their skillwhich they have learned.

Data is collected by their supervisors &coworkers


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4. Results

At this stage it is investigated that how theprogram has affected the organization.

Data collected at this stage includes costsavings, decrease in accidents, improveemployee attitudes, lowered turnover &absenteeism


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Longitudinal Cost benefit analysiswith Control Group

1. Assign employees in two groups; one is tobe trained and other is control group

2. Administer a pretest of the knowledgelevel of both groups

3. Conduct training

4.Measure costs

5. Conduct posttests measure of both groups

6. Cost benefit analysis


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Alternative Evaluation Design

Posttest Design

Pretest posttest design

Multiple pretest/ Multiple posttest design

orientation, training & development

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