TRAINING TRAINING AND DEVELOPMENTAND DEVELOPMENT

HOW ARE TRAINING NEEDS HOW ARE TRAINING NEEDS SPOTTED?SPOTTED?

Identification tools?Identification tools?

Why Training?Why Training?

Sales were flat in spite of variety of Sales were flat in spite of variety of

advertisements.advertisements.

Customers attracted by the ads were not Customers attracted by the ads were not coming back.coming back.

Problem IdentifiedProblem Identified – Poor customer service – Poor customer service

SolutionSolution To train employees.To train employees.

Newly hired employees spent a week in Newly hired employees spent a week in the practice facility.the practice facility.

This was followed by another week of This was followed by another week of on-the-job training. on-the-job training.

Training helped to provide quick Training helped to provide quick customer service.customer service.

Why Training?Why Training?

Employees are selected on the basis Employees are selected on the basis of their predicted likelihood of of their predicted likelihood of succeeding on the job.succeeding on the job.

Most of them get time to grow in Most of them get time to grow in their new jobs.their new jobs.

This growth process is helped by the This growth process is helped by the training programs designed for the training programs designed for the purpose.purpose.

What is Training?What is Training?Consists of an organizations planned Consists of an organizations planned

efforts to help employees acquire efforts to help employees acquire job-related knowledge, skills, abilities job-related knowledge, skills, abilities and behaviors with the goal of and behaviors with the goal of applying these on the job.applying these on the job.

The systematic acquisition of The systematic acquisition of attitudes, concepts, knowledge, roles attitudes, concepts, knowledge, roles or skills that result in improved or skills that result in improved performance at work.performance at work.

Training, Education & DevelopmentTraining, Education & Development Refer to the imparting of specific KSA to an Refer to the imparting of specific KSA to an

employee.employee.

These terms are somewhat different.These terms are somewhat different.

TrainingTraining refers to the process of imparting refers to the process of imparting specific skills.specific skills.

EducationEducation is confined to theoretical learning in is confined to theoretical learning in classrooms.classrooms.

These two terms are complementary. No training These two terms are complementary. No training is complete without an element of education.is complete without an element of education.

Both are part of organizational training program.Both are part of organizational training program.

DevelopmentDevelopment refers to those learning refers to those learning opportunities designed to help the organization opportunities designed to help the organization grow.grow.

Provides general knowledge and attitudes which Provides general knowledge and attitudes which will help employees in higher positions.will help employees in higher positions.

Training- OperativesTraining- Operatives

Development – Higher positionsDevelopment – Higher positions

Education - GeneralEducation - General

Designing Training ProgramsDesigning Training Programs Assessing training needsAssessing training needs

Ensure readiness for trainingEnsure readiness for training

Plan Training programPlan Training program Objectives, MethodsObjectives, Methods

Implement Training programImplement Training program

EvaluationEvaluation

FeedbackFeedback

Assessing Training NeedsAssessing Training NeedsOrganizational AnalysisOrganizational Analysis

1.1. Looks at training needs in the light of Looks at training needs in the light of organizational strategy, resources organizational strategy, resources available for training and management available for training and management support for training activities.support for training activities.

2. Training is more effective if there is a 2. Training is more effective if there is a supportive climate.supportive climate.

3. It looks at the system wide factors that 3. It looks at the system wide factors that facilitate or retard transfer of skills.facilitate or retard transfer of skills.

Person AnalysisPerson Analysis Process used to determine an individual’s need Process used to determine an individual’s need

and readiness to training.and readiness to training.

Seeks to answer 2 questions.Seeks to answer 2 questions.1.1. Who within the organization needs training?Who within the organization needs training?2. What kind of training is needed?2. What kind of training is needed?

Mostly based on performance appraisal.Mostly based on performance appraisal.

Self evaluations are also useful.Self evaluations are also useful.

May be directed to future needs. SME’s usually May be directed to future needs. SME’s usually articulate the KSA’s needed for future articulate the KSA’s needed for future requirements. requirements.

Plan Training ProgramPlan Training ProgramWho are the trainees?Who are the trainees? Selected on the basis of self nomination, Selected on the basis of self nomination,

recommendations of supervisors/HR department.recommendations of supervisors/HR department.

Who are the trainers?Who are the trainers? Immediate supervisors, peers, HR staff, other Immediate supervisors, peers, HR staff, other

specialists, consultants, industry associations and specialists, consultants, industry associations and faculty members at universities.faculty members at universities.

Selection will be based on where the program is Selection will be based on where the program is held and the skill that is being taught.held and the skill that is being taught.

Methods Of TrainingMethods Of TrainingOn-Site Training MethodsOn-Site Training Methods1.1. On-the-job trainingOn-the-job training Oldest and most common method.Oldest and most common method.

Employees are trained on-the-job.Employees are trained on-the-job.

No special equipment or space is needed.No special equipment or space is needed.

Instructors are more established workers.Instructors are more established workers.

Learning is by observation and imitation of behaviour.Learning is by observation and imitation of behaviour.

Ensures transfer of training.Ensures transfer of training.

Limitations Limitations Briefly and poorly structured.Briefly and poorly structured. Viewed as nuisance by trainers.Viewed as nuisance by trainers.

2. Job Rotation2. Job Rotation Workers rotate through a variety of jobs.Workers rotate through a variety of jobs.

Used with both blue-collars production workers and white Used with both blue-collars production workers and white collar managers.collar managers.

Benefits Benefits a)a) Acquaints workers with many jobs in a companyAcquaints workers with many jobs in a companyb)b) Gives an opportunity to learn by doing.Gives an opportunity to learn by doing.c)c) Creates flexibility and marketability.Creates flexibility and marketability.d)d) Provides work on systematic basis.Provides work on systematic basis.

More common for employees early in their career.More common for employees early in their career.

LimitationsLimitationsa)a) Due to individual differences, people are not equally suited Due to individual differences, people are not equally suited

for all jobs.for all jobs.b)b) Challenges the concept of job-person fit.Challenges the concept of job-person fit.c)c) Willingness to learn is important. Willingness to learn is important.

3. Apprentice Training3. Apprentice Training One of the oldest types of training programs.One of the oldest types of training programs.

Particularly common in skilled trades.Particularly common in skilled trades.

New worker is “tutored” by and experienced worker for a long New worker is “tutored” by and experienced worker for a long period. (5 years)period. (5 years)

Apprentice serves as an assistant.Apprentice serves as an assistant.

Often used in plumbing, carpentry and electrical trades.Often used in plumbing, carpentry and electrical trades.

Training is intense, lengthy & on a one-to-one basis.Training is intense, lengthy & on a one-to-one basis.

WeaknessWeaknessa)a) Amount of time an apprenticeship lasts is pre-determined by Amount of time an apprenticeship lasts is pre-determined by

members of trade.members of trade.b)b) Individual differences are not allowed.Individual differences are not allowed.

Off-Site Training MethodsOff-Site Training Methods1.1. LecturesLectures Popular form of instruction.Popular form of instruction.

BenefitsBenefits

a) Large number of people can be taught at the same time.a) Large number of people can be taught at the same time.

b) Cost effectiveb) Cost effective

LimitationsLimitations

a)a) Utility for imparting specialized knowledge is limited.Utility for imparting specialized knowledge is limited.

b)b) One-way communicationOne-way communication

Effective with a homogenous audience.Effective with a homogenous audience.

Not the best method for skill acquisition.Not the best method for skill acquisition.

22. Audiovisual Material. Audiovisual Material Covers a variety of training techniques such as Covers a variety of training techniques such as

films, slides and videotapes.films, slides and videotapes.

Good at capturing interest.Good at capturing interest.

After the initial cost of creating such a program, After the initial cost of creating such a program, the cost of repeated use is minimal.the cost of repeated use is minimal.

Useful for training people in a work process or Useful for training people in a work process or sequence.sequence.

Limitations:Limitations:

a)a) Difficult to modify audiovisual material.Difficult to modify audiovisual material.

b)b) Production costs of training films is substantialProduction costs of training films is substantial

33. Conferences. Conferences Stresses two-way communication.Stresses two-way communication.

Effective when the ratio of trainees to trainers is not very large.Effective when the ratio of trainees to trainers is not very large.

Useful when the material needs clarification/elaboration or when Useful when the material needs clarification/elaboration or when discussion will facilitate understanding.discussion will facilitate understanding.

Sometimes lecture method is followed by conference.Sometimes lecture method is followed by conference.

Success of this method depends on the skills and personality of Success of this method depends on the skills and personality of the leader/trainer.the leader/trainer.

Relies on the learning principles of motivation and feedback. Relies on the learning principles of motivation and feedback. Participants join in the discussion and then receive feedback on Participants join in the discussion and then receive feedback on their ideas.their ideas.

Used to enhance knowledge or attitudinal development.Used to enhance knowledge or attitudinal development.

Participants willingness to acquire new knowledge or explore Participants willingness to acquire new knowledge or explore attitudinal change influences the success of this method. attitudinal change influences the success of this method.

4. 4. Programmed Instruction (PI)Programmed Instruction (PI) Involves an actual piece of equipment or a specially Involves an actual piece of equipment or a specially

constructed paper booklet.constructed paper booklet.

3 main characteristics3 main characteristics

a)a) Participants are active and determine their own learning Participants are active and determine their own learning pace.pace.

b)b) Subject to be learned has many discrete pieces of material Subject to be learned has many discrete pieces of material and participants get immediate feedback.and participants get immediate feedback.

c)c) Material is divided into an organized sequence.Material is divided into an organized sequence.

Time consuming to develop.Time consuming to develop.

Common features:Common features:

a)a) Frame - Single piece of information presentedFrame - Single piece of information presented

b)b) Program – All frames taken togetherProgram – All frames taken together

c) Participant answers the first frame. If the answer is correct, c) Participant answers the first frame. If the answer is correct, then he/she proceeds to the next frame.then he/she proceeds to the next frame.

d) Frames are arranged in the exact sequence that occurs in the d) Frames are arranged in the exact sequence that occurs in the work process.work process.

e) Emphasis is on correct answers rather than work speed.e) Emphasis is on correct answers rather than work speed.

f) Initially a criterion of mastery has been set, if this level is f) Initially a criterion of mastery has been set, if this level is reached then the training program ends.reached then the training program ends.

If this criterion is not met then the program is repeated.If this criterion is not met then the program is repeated.

Advantages:Advantages:a)a) Immediate feedbackImmediate feedbackb)b) No gaps in presentationNo gaps in presentationc)c) Participants are active learners.Participants are active learners.d)d) Efficient way to train people on material that is structured Efficient way to train people on material that is structured

and rote..and rote..

DisadvantagesDisadvantages

a)a) Time – consuming – Material is broken down into Time – consuming – Material is broken down into logical steps. Each frame has to be checked to logical steps. Each frame has to be checked to make sure it is accurate.make sure it is accurate.

b)b) Some work procedures are hard to break into Some work procedures are hard to break into exact sequence.exact sequence.

c)c) It cannot be used for all training needs.It cannot be used for all training needs.

Computer-Assisted Instruction (CAI)Computer-Assisted Instruction (CAI) Most recently developed training.Most recently developed training.

Used to teach a wide range of skills.Used to teach a wide range of skills.

Some CAI programs are similar to human interaction. This Some CAI programs are similar to human interaction. This enhances motivation.enhances motivation.

Advantages:Advantages:

a)a) Individualized instructionIndividualized instruction

b)b) Reduced training timeReduced training time

c)c) Elimination of travel for training.Elimination of travel for training.

d)d) Self paced learningSelf paced learning

Disadvantage:Disadvantage:

Training program development is far behind computer Training program development is far behind computer development.development.

SimulationSimulation Designed to replicate the essential characteristics of Designed to replicate the essential characteristics of

the real world necessary to produce learning and the real world necessary to produce learning and transfer.transfer.

Purpose is to produce Purpose is to produce psychological fidelity – psychological fidelity – to to reproduce those KSA’s necessary to perform the job.reproduce those KSA’s necessary to perform the job.

Environment is recreated under the control of Environment is recreated under the control of trainer.trainer.

Permits the trainer to expand, compress or repeat Permits the trainer to expand, compress or repeat time, depending on the needs of trainees.time, depending on the needs of trainees.

Final job behaviour to be learned is too complex to Final job behaviour to be learned is too complex to be handled safely in real-life situation.be handled safely in real-life situation.

Many simulations use games.Many simulations use games.

Business gamesBusiness games trains employees in certain skills. trains employees in certain skills.

Games may stimulate interpersonal relations, problems, Games may stimulate interpersonal relations, problems, financial, budgeting issues and resource allocation decisions.financial, budgeting issues and resource allocation decisions.

An objective is stated and participants are evaluated in terms An objective is stated and participants are evaluated in terms of whether they can achieve the objective.of whether they can achieve the objective.

Business games are used for training managers and Business games are used for training managers and executives particularly financial matters.executives particularly financial matters.

Problem with games is that the participants may not take it Problem with games is that the participants may not take it seriously.seriously.

Advantage is a high degree of transfer of training.Advantage is a high degree of transfer of training.

Role playingRole playing

a)a) Aimed at enhancing skills and human relations skills or sales Aimed at enhancing skills and human relations skills or sales techniques.techniques.

b)b) Involves many people.Involves many people.

c)c) The enactment is followed by a discussion where The enactment is followed by a discussion where participants suggest how the problem could be handled participants suggest how the problem could be handled more effectively.more effectively.

d)d) Many variations are possible. An enactment may be Many variations are possible. An enactment may be repeated several times or roles may be switched.repeated several times or roles may be switched.

e)e) Advantage:Advantage:

Participants are highly active, understand from others point Participants are highly active, understand from others point of viewof view

EvaluationEvaluation Main objective is to determine whether the program has Main objective is to determine whether the program has

achieved the training objectives.achieved the training objectives.

To determine their cost effectiveness.To determine their cost effectiveness.

To explain failure of program, if it occurs.To explain failure of program, if it occurs.

Success enhances the credibility of training and Success enhances the credibility of training and development.development.

Four criteriaFour criteria are used to evaluate are used to evaluate

a)a) Reaction criteriaReaction criteria - immediate reactions - immediate reactionsb)b) Learning criteriaLearning criteria – How much has been learned – How much has been learnedc)c) Behavioral criteriaBehavioral criteria – actual changes in performance when – actual changes in performance when

back on job.back on job.d)d) Results criteriaResults criteria – economic value of the training program to – economic value of the training program to

the company.the company.