6a. training hr (chp-9)

7/30/2019 6a. Training HR (CHP-9)

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TrainingTraining

HumanHuman

ResourcesResources


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The Nature of TrainingThe Nature of Training

Training:

A process whereby people acquire capabilities toaid in the achievement of organizational goals.

It is an investment in human capital of theorganization that benefits the entire organization in

the longer term.

Employers spend lot of money on training annually.

The Context of Training:

Organization Competitiveness and Training:

Training makes organizations more competitive. Training helps retain valuable employees.

Training is no longer the first casualty of a

business downturn.


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The Context of TrainingThe Context of Training

Organization Competitiveness and Training:

Training makes organizations more competitive

Training helps retain valuable employees

Training is no longer the first casualty of abusiness downturn.

Training as a Revenue Source:

Marketing training with or alongside products

can contribute significantly to a firms revenues.

Conti


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The Context of TrainingThe Context of Training

Integration of Job Performance, Training, andLearning:

Training is moving closer to the job to achieve

real time learning.

Training is using more real-world problems to

increase employee learning.

Employees should master the knowledge, skillsand behaviors emphasized in training programs.

Apply them to their day-to-day activities.


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Challenges in TrainingChallenges in Training


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Performance ConsultingPerformance Consulting

It is a process in which a trainer (internal or external)

and the organization client work together to boostworkplace performance in support of the businessgoals.

During the process, actual organizational results are

measured in comparison with the desired results andactual employees performance. After comparison, theconsultant takes a multifaceted approach, such as:

Focuses on identifying & addressing rootcauses of performance problems.

Recognizes that interaction of individual andorganizational factors influences performance.

Documents the actions and accomplishments ofhigh performers and compares them with actions

of more typical performers.


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Performance ConsultingPerformance Consulting


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Typical Division of HR ResponsibilitiesTypical Division of HR Responsibilities


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Linking Business and Training StrategiesLinking Business and Training Strategies


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Basic Business Strategy ConceptsBasic Business Strategy Concepts

Low-cost leader: Attempting to increase market share by

focusing on the low cost of the firms products

or services, compared to competitors.

Differentiation:

Trying to make the firms products or services

competitively different from others in the

industry in terms of quality, service, technology,or perceived distinctiveness.


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Training ProcessTraining Process

1. Training NeedAssessment/ Analysis

2. Training Design

3. Training Delivery

4. Training Evaluation


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1. Training NeedAssessment/ Analysis:

Organizational Analysis:

Determine the appropriateness of training.

Companys available resources for training.

The support by managers and peers for training activities

Task/ Job Analysis:

A job or a cluster of jobs are selected.

A preliminary list of tasks is developed.

Need to be emphasized in training for employees tocomplete their tasks.

Individual/ Person Analysis:

Is training the actual problem; who needs training and is

he/ she ready for it?


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Sources ofSources of

TrainingTrainingNeedsNeeds

AssessmentAssessment


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Establishing Training ObjectivesEstablishing Training Objectives

Gap Analysis: The distance between where an organization is

with its employee capabilities and where it

needs to be.

Types of Training Objectives:

Knowledge: Impart cognitive information and

details to trainees.

Skill: Develop behavior changes in how job andtasks are performed.

Attitude: Create interest and awareness of the

training importance.


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2. Training Design


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Elements of Training DesignElements of Training Design


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Learning: The Focus of TrainingLearning: The Focus of Training

Learner Readiness:Ability to learn

Learners must possess basic skills.

Motivation to learn Learners must desire and value training.

Self-efficacy Learners must believe that

they can successfully learnthe training content.


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Learning StylesLearning Styles

Adult Learning Principles:Adult Learning Principles:

Have need to know why they are learning something.Have need to know why they are learning something.

Have need to be self-directed.Have need to be self-directed.

Bring more work-related experiences into the process.Bring more work-related experiences into the process.

Employ a problem-solving approach in the experience.Employ a problem-solving approach in the experience.

Are motivated by both extrinsic and intrinsic factors.Are motivated by both extrinsic and intrinsic factors.


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Learning PracticesLearning Practices

Active Practice: The performance of job-related tasks and duties

by trainees during training

Spaced Practice:

Several practice sessions spaced over a period

of hours or days

Massed practice:

Performance of all the practice at once.


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Learning BehaviorsLearning Behaviors

Behavior Modeling: Copying someone elses behavior byobserving how another person deals with aproblem.

Reinforcement: Law of effect states that people tend to repeat

behaviors that are rewarded and avoidbehaviors that are punished.

Immediate Confirmation: Reinforcement and feedback are most

effective when given as soon as possible aftertraining.


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3. Training Delivery/3. Training Delivery/

ImplementationImplementation


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Training Delivery: ConsiderationsTraining Delivery: Considerations

Nature of training Subject matter

Number of trainees

Individual vs. team

Self-paced vs. guided

Training resources

Costs

Geographic locations

Time allotted

Completion timeline


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Internal TrainingInternal Training

Informal Training: Training that occurs through interactions and

feedback among employees.

On-the-Job Training (OJT): Conducted on the actual work place

Problems with OJT:

Poorly-qualified or indifferent trainers.

Disruption of regular work.

Bad or incorrect habits are passed on.


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Stages of On-the-Job Training (OJT)Stages of On-the-Job Training (OJT)


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External TrainingExternal Training

Reasons for External Training:

May be less expensive to outsource training

Insufficient time to develop training

Lack of expertise Advantages of interacting with outsiders

Outsourcing the training:

Hire some training firm/ consultant for training

E- Learning - Training Online:

The using the Internet or an organizational

intranet to conduct training online.


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External Training: Criteria for adopting e-External Training: Criteria for adopting e-

learninglearning

Sufficient top management support and funding;

accepting the idea of decentralized and

individualized training

Current training methods not meeting needs

Computer literacy and access to computers

Time and travel cost concerns for trainees

The number and self-motivation of trainees


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Developing E- LearningDeveloping E- Learning

Web-enabledcourse contents

Modularize content

Link module content to

training objectives

Customize forlearner centric use

Identify e- learning

measurement means


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Advantages and Disadvantages of E-LearningAdvantages and Disadvantages of E-Learning


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Training MethodsTraining Methods

DistanceDistance

Training/LearningTraining/Learning

DistanceDistance

Training/LearningTraining/Learning

CooperativeCooperative

TrainingTraining

CooperativeCooperative

TrainingTraining

Instructor-LedInstructor-Led

Classroom andClassroom and

ConferenceConference

TrainingTraining

Instructor-LedInstructor-Led

Classroom andClassroom and

ConferenceConference

TrainingTraining

Technology andTechnology and

TrainingTraining

Technology andTechnology and

TrainingTraining

TrainingTraining

MethodsMethods

TrainingTraining

MethodsMethods


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Training MethodsTraining Methods

Cooperative Training: School to work transition

Internship

Apprenticeship

Instructor led classroom and Conference training:

Employer conducted short courses, lectures,and meetings/ discussions

Corporate universities offer the training

Distance Training/ IT based Learning:

Virtual universities, Internet based learning

Two way television to classroom


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4. Training Evaluation and

Follow Up

Measure training outcomes.

Compare outcomes with objectives/criteria.

Make improvements based on follow up


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Level 1

Level 2

Level 3

Level 4

Participants reaction to the

training at the time of training

Participants learning of the

contents of the training

Participants use of their new

skills and knowledge back on

the job

Companys return on the

training Investment

Levels of Training Evaluation


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Levels of Training EvaluationLevels of Training Evaluation


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Training EvaluationTraining Evaluation

Cost-Benefit Analyses:

Comparison of costs and benefits associated

with training

Return On Investment (ROI)

Benchmarking Training


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Balancing Costs and Benefits of TrainingBalancing Costs and Benefits of Training


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Evaluation DesignsEvaluation Designs

Post-MeasurePost-Measure

Pre-/Post-Pre-/Post-

MeasureMeasure

Pre-/Post-Pre-/Post-

Measure withMeasure withControl GroupControl Group

EvaluationEvaluation

DesignDesign


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Leads to improved profitability.

Positive attitudes toward profit orientation.

Improves the job knowledge

Improves the morale of the workforce.

Helps people identify with organizational goals.

Helps create a better corporate image.

Fosters authenticity, openness and trust.

Improves relationship b/w boss & subordinate.

Aids in organizational development.

Training Benefits


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Helps prepare guidelines for work.

Aids in understanding organizational Policies,

Provides information for future needs in all areas.

Improve the decision making process.

Develop the leadership skills.

Helps to control the cost.

Improve the competency.

Reduce outside consulting cost.

Improve the inter organizational communication.

Helps to manage the conflicts.

Finally increase the productivity.


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Individual Benefits

Improves the problem handling ability.

Improves self confidence.

Improves the facility to face the stress moments.

Improves leadership,communication & attitudes.

Increases job satisfaction & recognition.

Develops a sense of growth in learning.

Helps eliminate fears to adopt new environments

Seems personal goals achievable.


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Inter - group Relations BenefitsInter - group Relations Benefits Improves group communication.

Makes easy the jobs Orientation & Placement.

Provides information for EEO.

Provides information on other Govt. laws.

Improve Morals.

Makes organizational policies Viable.

Provide good climate for Coordination.

Makes the Organization a place to work & live.