Training & Development

Lecture 10

Definition Smith (1996) defines training as a planned process to achieve effective performance in an activity or range of activities.

There is a common view that training consists of formal activities that allow people to acquire or refine knowledge, skills and attitudes needed for their current jobsIt is about bridging the training gap

Learning

It is about bringing about relative permanent change as a result of experience.

Social learning theory(Bandura)- states that learning is a continuous interaction between the individual and the particular social environment in which he/she functions.

Continued..

Four process involved in learning as per the social learning theory

1. Attention process

2. Retention process

3. Motor Reproduction process

4. Reinforcement process.

Lewin's Learning model

Unfreezing Moving Refreezing

Need to establish

new norms

Heightened motivation

Establishing new norms

and roles,

Accepting and giving feedback

experimenting

Developing differentiated roles

Stabilizing norms

Adjusting self-image

Behavior Modification

It refers to the practical application of reinforcement theory in organizational setup.

Five step model of it application followed universally

Steps for behavior mod. model

Stage1 –identification of critical behaviorStage2- developing baseline dataStage 3-Identifying baseline consequence(ABC model)Stage 4- Developing and implementing interventions.Stage 5- Evaluating performance improvement

developing baseline data

Identification of critical behavior

Identifying baseline consequence

Developing Interventions

Apply Appropriate strategy

Chart the frequency of the response

after interventions

Maintenance of the desired behavior

(schedules reinforcement

Evaluating Performance improvement

Problem solvedNoYes

Behavioral events, performance and

organizational consequences

A-B-C

Consider environmental variablesStructure ,technology, task, processes,groups

Percentage and frequency

Modeling and Shaping

Positive reinforcement, negative reinforcement,punishment,extinction

Model of Behavior modification

Characteristics to effective Training Practices

Top Management is committed to training & developmentTraining is tied to business strategy and objectiveA comprehensive and systematic approach to training: training and re training is done at all levels and as an on going processTo provide sufficient time and money.

Levels of Training Needs

Organizational level – requiring modification in culture

Job or occupational level – most redefined in terms of competencies required to meet new standards

Individual employee - shortfall in performance remedied

Assessing Training Needs and Designing Training Programs

The assessment phase serves the foundation of the entire training effort.

The purpose of the training program is to define what is it the employee should learn in relation to the desired job behavior.

Needs Assessment ModelOrganizational Analysis

ObjectivesResources

Internal environment

Person Analysis

Actual Performance(AP)

Operational AnalysisExpected Performance

Requirement (EP)KSAs

Training Needs

Training Objectives

PerformanceDiscrepancy (PD)

PD = EP -AP

Steps in the implementation of a training program

Instructional System Design

(Addie Model)

An analysis of the training needs

A design program of training to meet the needs

Develop model

Implementation of the training program

An evaluation of the training program

Factors Affecting the training Plan

The objectives of the trainingThe contents of the trainingThe recipients of the trainingThe likely cost involvedThe cost of not trainingThe likely benefits and how can they be evaluatedVarious training methods availableLocation of trainingThe availability of the trainer

Training requirement analysis

•Participants characteristics

•Training environment

•Broad training objectives

Determination of the specific task requirement

Determination of Org development needs

Determining the specific training requirements

•Terminal job requirement

•Behavioral specifications

•Terminal achievement criteria

Instructional materials Preparation• Events objective

• Sequence • Detailed instructional content

Developmental testing of training material

Field testing of the complete program

Implementation

Evaluation

Nine requirements of a systematic training program

It should be realistic

It should be a conscious effort

Provide time,skill&knowledge of the trainer in such measures that the participants can convert each training event into an experience for themselves.

Protect the participants and the setting from the harm and expensive error arising from lack of practice.

Expose the participants to skill and ideas beyond those available in their normal settings

Provide the opportunity for experimentation beyond the tolerances of an organization and for feedback of results

Give participants the experience of belonging to groups outside their everyday settings,especially with people in the same field and occupation.

Provide opportunities to step back from day to day activities,think about the task and role as a whole,analyze priorities and division of time, and how the new ways to fit into a participants pattern of life.

Provide opportunities for a very intensive stretching experiences for participants through specialized programs with highly skilled trainers

Training methods

Simulating Real life

1. Role playing

2. Games

3. In basket exercise

Continued…

1. Role playing:

Help participants experience what something sounds and feels like.

It is elaborately preplanned

Mainly useful for training behavioral dimensions

Continued..

2. Simulation Games:

These focus primarily on the process of interpersonal relations,on how decisions are made and with what consequences ,rather than on the substance of the decision.

Games have set rules and predictable results.

Continued..

3. In basket Exercise:

More elaborate simulations create a complex organization,rotate participants through key roles in it,and have them deal with specific task in settings of a kind they will encounter in real life.

Incidents and cases

Gives a wider scope of working

Help participants develop a habit of taking more factors into account than they usually do,analyze them care fully and put them together in an integrated picture for guiding understanding and action.

Individualized training

Tutoring and coaching individuals through reading and writing assignments

It enables each participants to determine the pace of training

A tutor adapts his or her activities to the participants condition

Other Methods

Seminar

Workshops

Group Discussions

Lectures

Distance learning

Laboratory Training

Job Rotation

Projects

Evaluation of the training program

Evaluation of the training can be done at various levels

1. Reaction Level-reviewing trainees reaction to the training and the trainer

2. Learning Level-changes in knowledge,skill and attitudes

3. Job Behavioral Level- change in job behavior

4. Organizational Level-effect on the organization

5. Ultimate level- benefit to the organization and the individual

Transfer of Training

It refers to the extend to which knowledge, skill, abilities or other characteristics learned in training can be applied on the jobIt can be a :

Positive transfer Negatives transfer Neutral

Training Initiatives Learning organizations:E.g.:HPCL

1. People express their capacity to create desired results

2. New and expansive patterns of thinking are nurtured

3. Collective aspirations are set free4. People learn together5. Learning does not start and end but is continuous

process over the life time

Elements of a learning organization

Building a shared vision

Continuously developing personal skills and vision

Capability to reflect about theirs company

Team learning

Systematic learning

Continued…Transfer of knowledge through Academy-industry interfaceEg:Management Development Institute &Indian Institute of Petroleum Management

Multi-skilling,Retraining and DeploymentEg: BHEL

Developing Global Learning and Training CapabilitiesEg: Motorola

Career Development

Career is a sequence of job occupied by a person during the course of a lifetime.Career development looks at the long term career effectiveness and success of organizational personnelOrganizations Career Development: tracking career paths to ensure capable managerial and technical talent to meet organizational needsIndividual Career Development: focuses on assisting individual to identify their career goals and to determine what they need to do to achieve it.

Need of Career Development

Ensures needed talent will be available

Improves the organizations Ability to attract and retain high talent

Ensures growth opportunity for all employees

Reduces Employee frustration

Career Stages

Exploration

Establishment

Mid-career

Late Career

Decline

Types of Careers

Steady-State -One-time commitment to certain kind of job that is maintained

throughout one’s working life.

Linear- A person progresses through a sequence of jobs and each job

entails progress over the prior one in terms of responsibility, skills needed,

level in the hierarchy of an organization, and so on.

Spiral- A person holds different types of jobs that build on each other but

tend to be fundamentally different

Transitory- Person changes jobs frequently and each job is different

from the one before

Effective Organizational Career Development

Challenging jobs

Dissemination of career options information

Job posting

Assessment centers

Career Counseling

Career Development Workshops

Continuing training

Job Changes

Individual’s Career development

Identify and organize your skills

Convert these inventories in general career fields

Test these possibilities against the realities of the organizations and the job market