Professional Documents
Culture Documents
Management
Developing Human
Resources
Training & Development
Organizations Value
Financial Assets
Physical Assets
Intangible Assets People!
However, we must
know the purpose
and functions of
training before we can
use it.
That means
Corporate and government spend for
training activities in North America in 2013
was approximately $141.7B.
Average expenditure for all corporate
training activities (employee and customer)
to be about .7 percent of annual revenues
(or $7 for every $1000 in company
revenues)
Induction
/ Onboarding
Orientation
Definition: Orientation is a systematic and
planned introduction of employees to their jobs,
their co-workers and the organization.
It is also called as Induction.
Orientation is designed to provide a new
employee with the information he/she needs to
function comfortably and effectively in the
organization.
Should be a process, not an event.
Employee Benefit
Information
Personnel
Policies
Daily
Routine
Employee
Orientation
Safety Measures
and Regulations
Facilities
Tour
The
Training Function
Expected Curve
Gap
1,000 Cars
Performanc
e/Results
200 Cars
Actual
Curve
800 Cars
Time
Training Needs
The reasons for
not making the
1,000 cars:
Not enough
resources
Poor machines
Poor staff skills
As training experts we
must analyze the
situation to
determine if:
Expected result too high
Target achievable
Is training the only way
to make it happen
Are there other factors.
13
14
Exercise 2
Rank ASK by difficulty to develop in people
Attitude
Skills
Knowledge
Easy
Moderately
difficult
Most difficult
15
1.
Career plateaus
2.
Employee Turnover
3.
Importance of Training
What is Training?
19
20
Needs analysis
Identify job performance skills needed, assess prospective
trainees skills, and develop objectives.
Instructional design
Produce the training program content, including workbooks,
exercises, and activities.
Validation
Presenting (trying out) the training to a small representative
audience.
Evaluation
Assesses the programs successes or failures.
821
Assessment Stage
Training Stage
Evaluation Stage
Development of
Training Objectives
Measure Training
Results
Development of
Criteria for Training
Evaluation
Train
Compare Results to
Criteria
Organizational
Needs Assessment
Task Need Assessment
Feedback
22
23
1. Analyzing Training
Needs
Task analysis
A detailed study of a job to identify the specific
skills required, especially for new employees.
Performance analysis
Verifying that there is a performance deficiency
and determining whether that deficiency should
be corrected through training or through some
other means (such as transferring the employee).
Task
Analysi
s
Record
Form
Table 81
825
Apprenticeship training
A structured process by which people become skilled
workers through a combination of classroom
instruction and on-the-job training.
Informal learning
The majority of what employees learn on the job
they learn through informal means of performing
their jobs on a daily basis.
2.
Post-Training Test
3.
Post-Training Appraisals
28
Activity
Models
Benefit/Cost Ratio
Program Benefits
BCR
Program Costs
ROI (%)
Benefit Cost
ROI (%)
x100
Cost
9.50x40x1 hr
BCR
.076
$5,000
380 x1 5000
4620
ROI (%)
x100
x100 92.4%
5000
5000