Employee Training

Meir Navon

Human Resources Management

June 2007 1
A few words about
myself
• Bank Leumi – 20 years!
– First VP
– Training and HRD VP
– Branch Manager
– Deputy Area Manager
– Head of loans sector
– Etc…
Tired???

Human Resources Management

June 2007 2
…Some more words
• CEO of Interwise (Europe)
• CEO of Ergo Training
• Business Development Director ,
Ness Technologies
• Self Employed, consultant in
organizational training issues,
expert in eLearning
• Member of the Academic Staff of
HIT Human Resources Management
June 2007 3
…A Small Question

Is TRAINING essential to a company?

Can a company exist without training?

Human Resources Management

June 2007 4
 !Hardly, but yes
• It will take longer and cost more
money, but people will have the
knowledge and experience needed .

• Hardly, because in today’s time

constraints it may be too late, when
they reach the appropriate level

Human Resources Management

June 2007 5
What’s the objective of
training in your
?organization
Improve the processes to
achieve the
organization’s goals

Help all involved to

improve their
performance
Human Resources Management
June 2007 6
 We’ll deal with 3 training
needs during our lessons
• Train managers to perform
employee’s appraisals
• Train new comers to the organization
– not from the professional point of
view
• Assimilate the use of one of the
Office tools ( Word, PowerPoint or
Excel)
Human Resources Management
June 2007 7
 Let’s define TRAINING

• Gather in groups of 4 participants,

that are sitting close one to another
• Write down a definition of training
from your point of view.
• Decide who’s going to read it aloud

Human Resources Management

June 2007 8
 Training
• A systematic, planned and
controlled learning process
• intended to help the employees
to fulfill their functions in the
most efficient mode
• through the acquisition and
improvement of the level of
knowledge, ability and
experiences
Human Resources Management
June 2007 9
The Advantages of
Training
 Reduction of the learning time
 Reduction of employee’s mistakes
 Performance Improvement of experienced
employees
 Preparation for next position
 Preparation for the future (CV
Management)
 Identification with the organization
(enhance motivation)

Human Resources Management

June 2007 10
Learning Principles
 Willing to learn
 Learning by doing
 From mistakes
 In known context
 Multiple habits, senses
 Systematic
 One can’t learn what one can’t
understand
 Control the leaning advance
Human Resources Management
June 2007 11
 Resistance to
Learning
 What for? Targets badly defined
 Suspicion – Training as a
management’s tool
 Change resistance
 Shame
 Group pressure

Human Resources Management

June 2007 12
Main Functions of the Training
Department
 Instructional design- including
research and avaliation
 Professional training – according to the
organization
 Management development
 Sales & Service training
 Technological training & system
assimilation
 Technology for training (eLearning)
 Management

Human Resources Management

June 2007 13
Training Needs
 Training Needs

 The gap between the desired level of

the system and/or the employees
and the present level, which can be
reduced or eliminated by training
activities

Human Resources Management

June 2007 15
 A training need can
derive from
 Lack from the employees’ part of
total or partial knowledge and
abilities need to perform their tasks
 Preparation for entrance to new
fields
 Introduction of new methods of work

Human Resources Management

June 2007 16
Methods of identification of
training needs
• Interviews
• Questionaires / research
• observations
• Focus groups
• Data examination
• Tasks analysis
• Critical events

Human Resources Management

June 2007 17
Sources of knowledge for
needs assessment
• Management
• employees
• Clients
• Technology
• Documents
• Legislation

Human Resources Management

June 2007 18
…Now for a little practicing

• Gather up in the same groups as

before
• Reminding you of our needs:

• Define the training needs for these 2

cases

Human Resources Management

June 2007 19
Training Targets
 Training targets

The set that describes the expected

or desired results through the
training activities

Human Resources Management

June 2007 21
 Components of the
training targets
• Final behavior:
– What will the student be able to do after the training activity
• Conditions under which this behavior
is done:
– place, job aids, pressure etc
• Expected level:
– Quantity, quality,time,etc.

Human Resources Management

June 2007 22
Training targets
classification
((according to Bloom’s taxonomy,1969
• Cognitive domain – recognition ,
thinking
– Knowledge
– Understanding
– Analysis
– Synthesis
– Avaliation

Human Resources Management

June 2007 23
Training targets
classification
((according to Bloom’s taxonomy,1969
• Affective domain (emotions,
positions)
– Vulnerability
– Values – recognition, organization
• Behavior domain

Human Resources Management

June 2007 24
Training Methods
 Training Methods
Methods Convention Computerize
al d
Self learning book/ self learning Assinchronous
booklet learning/ CBT/WBT

101 Instructor eMentoring

Team Video conference/ Collaboration /

conference call emeeting

Group Classroom Virtual Classroom

Multitude Assembly Web seminar

Human Resources Management

June 2007 26
 Considerations when
choosing a training method
• The training targets
• Scope and depth of learning desired
• Zero mistakes?
• Participants characteristics
• Preparation and execution time available
• Training aptitudes available
• Means available
• Budget

Human Resources Management

June 2007 27
…A Culinary Allegory

eLearning Bistro 2007 A 1980 Training “Meal”

Great variety – food for A limited menu – the

every taste chef prepares only for
basic tastes
The meal duration All meals take 50 minutes
depends also on your will

Eat anywhere – in your No take away – all

table, at home on the way eating is done in the
restaurant
Human Resources Management
June 2007 28
 And we still haven’t
finished the allegory
eLearning bistro 2007 A 1980 Training
“Meal”
Eat as much as you Clean the plate, even if
want you don’t want…these are
the rules…
Eat when you are Limited opening
hungry – 24/7 hours
Food on the Unnecessary fat in
necessary quantity the meal – travel,
only – fresh food lengthy explanations
Human Resources Management
June 2007 29
Creating a Training
Plan
A Training Design Cycle

 Diagnostics, needs asssessment

 Objectives’ definition and
operational targets for the
course
 Course Planning
 Choosing methods
 Execution
 Exame and training
effectiveness checking
Human Resources Management
June 2007 31
The components of the
ideal course
• The targets are clear to all participants
• How will the targets be tested ?
• Use of the knowledge and abilities of the
participants
• Largest number of methods
• Allow reasonable time for each participant

Human Resources Management

June 2007 32
 The components of the
ideal course
(.(cont
• Informs continuosly the student of his
place in the training process
• Allows possibilities to exercise
• Feedbacks the student
• Continuosly tests in a non threatening way
• Includes a control and improvement
process
• Compares the student with the targets and
not between students

Human Resources Management

June 2007 33
Now let’s continue with our
…small exercise
• Gather up again in the same groups as
before.
• We defined the needs and targets of the
training we wanted to provide.
• Let’s now think about how we’re going to
actually do it.
• Please specify:
– The main parts of the course
– The main methods we’ll be using
– The main stake holders in the course
developmentHuman Resources Management
June 2007 34
 Training costs
• Development time – varies
• Place
• Aids
• Outside contractors
• Printing, office equipment
• Travel

Human Resources Management

June 2007 35
 Training costs
(.(cont

• Training time
– Instructors
– Students
• Training effectiveness
• Expenses– electricity, computers,
telephones

Human Resources Management

June 2007 36
Training Evaluation
Who benefits from the
?evaluation

• Training department managers

• Participants’ managers
• The participants
• The trainers

Human Resources Management

June 2007 38
Challenges to conducting
the evaluation

• It’s threatening – uncovers mistakes

• Makes training difficult
• Difficult to isolate the training
influence

Remark : the evaluation’s scope has to be

proportional to the training’s importance
Human Resources Management
June 2007 39
 Kirkpatrick’s 4
steps
Step 1 – Participants satisfaction (“smile
sheet”)
Step 2 – Training exams
Step 3 – Measure of the change in the work
behavior
Step 4 – Change in the organization’s
performance

And whats’s missing ?

Human Resources Management

June 2007 40
 !!ROI

• Return On Investment
• Increase in revenues due to training
Minus training costs

Human Resources Management

June 2007 41
Human Resources Management
June 2007 42