TRAINING & DEVELOPMENT

WHAT IS IT?

Training

Is often used casually to describe almost any effort initiated by an organization to foster learning among its members / teaching specific skills and behavior Tends to be more narrowly focused and oriented toward short-term performance concerns
Tends to be more oriented towards broadening an individuals skills for future responsibilities Refers to the combination of activities organizations use to increase the skill base of employees

Development

Training & Development

SYSTEMS APPROACH TO TRAINING

PHASE 1 (Needs Assessment) Organization analysis Task analysis Person analysis

PHASE 2 (DESIGN) PHASE 3 (IMPLEMENTATION) On-the-job methods Off-the-job methods Management development PHASE 4 (EVALUATION)

Instructional objectives Trainee readiness Learning principles

Reactions Learning Behavior (transfer) Results

PHASE 1: CONDUCTING NEEDS ASSESSMENT

Organization Analysis

Of environment, strategies, and resources of organization to determine where to emphasize training

the

Task Analysis
Determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job Involves the identification of the activities to be performed in order to determine the KSAs needed

Person Analysis

Determining which employees require training and which do not Involves the analysis of performance, knowledge and skills in order to determine who needs training

PHASE 2: DESIGNING THE TRAINING PROGRAM

Instructional Objectives Desired outcomes of a training program Trainee readiness and motivation Use positive reinforcement Eliminate threats and punishment Be flexible Have participants set personal goals Design interesting instruction Break down physical and psychological barriers to learning Principles of learning Goal setting Modeling (learning by watching) Individual differences (people learn at different rates and in different ways) Meaningfulness of presentation/material to be learnt Active practice and Repetition Whole-versus-Part Learning (jobs/tasks can be broken down into parts) Massed-versus-Distributed Learning (breaking down training time per session) Feedback and Reinforcement

PHASE 3: IMPLEMENTING TRAINING PROGRAM

On-the-Job Training: Method by which employees are given hands-on experience with instructions from their supervisor or other trainer
Apprenticeship training: a system of training in which a worker entering the skilled trades is given thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of the work Cooperative training: a training program that combines practical on-the-job experience with formal educational classes Internship programs: programs jointly sponsored by colleges, universities and other organizations that offer students the opportunity to gain real-life experience while allowing them to find out how they will perform in work organizations

Off-the-Job Training Classroom Instruction Programmed Instruction (Self-directed learning using books, manuals or computers) Audiovisual Methods (using CDs, DVDs, videotapes, camcorders, etc.) E-learning (learning that takes place using electronic media) Simulation method / Vestibule training
Management Development On-the-job Coaching, Mentoring, Understudy assignments, Job rotation, lateral transfer, special projects, planned career progressions Seminars and Conferences Case Studies Management games Role playing Behavior modeling

PHASE 4: EVALUATING THE TRAINING PROGRAM

Four basic criteria to evaluate training are:

Reactions assessing participant reactions Learning to see whether participants actually learned anything Behavior effective application of principles learned to what is required on the job Results or ROI (ROI = Results/Training Costs) and Benchmarking

Typically the impact of technical training is assessed on two parameters:

Increased productivity per employee Reduction in breakdown hours (an hours closure of the plant costs the company around a crore as loss)

Typically the impact of behavioral training is assessed on several parameters such as:

Fall in number of grievances Increase in motivation levels Decrease in behaviors such as applying for leave, attrition, etc.

METHODS OF EVALUATION
Questionnaires Tests Interviews Studies (eliciting opinions and judgments of trainers, superiors and peers on the training) Human Resource factors (such as employee satisfaction, decrease in employee turnover, absenteeism, accidents, grievances, etc.) Cost Benefit Analysis Feedback

SPECIAL AREAS IN TRAINING & DEVELOPMENT

Orientation training the formal process of familiarizing new employees with the organization, their jobs, and their work units Team Training Cross Training the process of training employees to do multiple jobs within an organization Diversity Training to deal with diverse dimensions such as age, gender, race, disabilities, lifestyles, culture, education, backgrounds, etc.