training : design, methods, implementation and evaluation

TRAINING : DESIGN, METHODS,

IMPLEMENTATION AND EVALUATION

The design of the training program can be undertaken only when a clear training objective has been produced.

Objective: what the trainees are expected to be able to do at the end of their training.

The trainer – analyzes his technical, interpersonal, judgmental skills in order to deliver quality content to trainers.

The trainees – training design requires close

scrutiny of the trainees and their profiles.

Training climate – comprises of ambience, tone, feelings, positive perception for training program, etc.

Trainees’ learning style – the learning style, age, experience, educational background of trainees must be kept in mind.The Kolb Learning CycleThe Honey and Mumford Learning Styles

Training strategies – the trainer translates it into specific training areas and modules.

Training topics – Trainers break the content into headings, topics, ad modules.

Sequence the contents – Contents are then sequenced in a following manner:From simple to complexTopics are arranged in terms of their relative

importanceFrom known to unknownFrom specific to generalDependent relationship

Training tactics – The method selection depends on the following factors:• Trainees’ background• Time allocated• Style preference of trainer• Level of competence of trainer• Availability of facilities and resources, etc

Support facilities – It can be segregated into printed and audio visual. The various requirements in a training program are white boards, flip charts, markers, etc.

Constraints – The various constraints that lay in the trainers mind are:• Time• Accommodation, facilities and their availability• Furnishings and equipments• Budget• Design of the training, etc

1. Don't Worry About Whether Your Plan is Perfect or Not -- The Plan is Guide, Not Law

2. Remember that Training and Development is a Process

Training Goal

Learning Objectives

Learning Methods / Activities

Documentation /

Evidence Of Learning

Evaluation

overall results or capabilities you hope to attain by implementing your training plan, e.g.,1. pass supervisor qualification test

what you will be able to do as a result of the learning activities in this plan, e.g.,1. exhibit required skills in problem solving and decision making2. exhibit required skills in delegation

what you will do in order to achieve the learning objectives, e.g., 1. complete a course in basic supervision2. address a major problem that includes making major decisions3. delegate to a certain employee for one month4. etc.

evidence produced during your learning activities -- these are results that someone can see, hear, feel, read, smell, e.g.,1. course grade2. your written evaluation of your problem solving and decision making approaches3. etc.

assessment and judgment on quality of evidence in order to conclude whether you achieved the learning objectives or not

3.

4. Following documents can greatly improve the quality of training plan

Basic Requirements of Learners: To Learn, You Must Be Willing to Grow, to Experience, Growth Involves the Entire Learner, Growth Requires Seeking Ongoing Feedback

Suggestions to Enrich Any Training and Development Plans

5. Determining Overall Goals in Training

6. Determining Learning Objectives and Activities

7. Planning Implementation of Your Training Plan

8. Planning Quality Control and Evaluation of Your Training Plan and Experiences

9. Follow-Up After Completion of Your Plan

Elaboration Theory:Holistic alternative to the part/whole

sequencing.Relevant for complex tasks only.

Sequencing: Process of how to group and order the content of training.Topical SequencingSpiral Sequencing

1.Epitomising2.Elaboration

Training Success Ingredients

Selection of actionable by senior managers

Facilitation of application

Review of Application

Link to Performance Parameters

Clarity of application area

Identification of competence needed

Practice exercises

Competence Application Platform

A training method is an instrument or a technique that is used by a trainer to impart training to the trainees, so as to meet and fulfill the predetermined training objectives.

Types of training methods: -On the Job Training methodsOff the Job Training methods

On – the – Job training is delivered to employees while they perform their regular jobs.

Includes four critical training elements:-Transfer of knowledgeSkill acquisition and practiceCoaching by an experienced providerAssessment of performance

Job Rotation involves moving an employee through a series of jobs so he/she can get a good feel for the tasks that are associated with different jobs.

For example, in Whirlpool, the employees follow a nine month rotation program through the

center’s main R&D areas, spending a month or a month and a half in each area.

In this, the learner follows a learning process at work, usually with the involvement of the manager or supervisor using the real work projects.

In Adobe India, managers spend several hours each week coaching new employees, providing feedback on specific tasks, and getting them settled in. In addition, a buddy is assigned to each recruit. Employees receive three to four hours of technical coaching weekly.

The purpose of mentoring is to provide the more junior employee with guidance and a clear understanding of how the organization goes about its business. Has application in higher level and more complex situations.

For example, HCL appoints mentors for groups of five to eight employees, who hold discussions twice a week. Senior manager are required to attend a two day mentoring program and then to spend 10 to 20 percent of their time mentoring.

Projects require the trainees to do something on the job which improves the business as well as helps them learn about the topic of training.

In ICICI Bank, employees are given practical application of classroom learning, including live projects, assignments, and on-the-job-training; and certification based on project assessments and tests.

Develop employees who can do many different tasks.

It usually involve several related groups of skills that allow the apprentice to practice a particular trade where the apprentice works for and with the senior skilled worker.

Here, the content is provided through video-tape or computer based program.

At Evalueserve, In their first six months on the job, new employees are required to complete an average of forty-five hours of “e-learning”.

Programmed Programmed InstructionInstruction

Is used in computer-based programs consisting of text, graphics and multimedia Is used in computer-based programs consisting of text, graphics and multimedia enhancements that are stored in memory and connected to one another enhancements that are stored in memory and connected to one another electronically.electronically.

Computer Based Computer Based TrainingTraining

Training provided in part of whole through the use of a computer. CBT is the term Training provided in part of whole through the use of a computer. CBT is the term most often used in private industry or the government for training employees using most often used in private industry or the government for training employees using computer-assisted instruction.computer-assisted instruction.

Computer Managed Computer Managed InstructionInstruction

Uses a computer to manage the administrative functions of training such as Uses a computer to manage the administrative functions of training such as registration, record keeping, scoring and grading.registration, record keeping, scoring and grading.

Intelligent Intelligent Computer Assisted Computer Assisted InstructionInstruction

More advanced form of PI. Expert systems are used to run the tutoring aspect of the More advanced form of PI. Expert systems are used to run the tutoring aspect of the training, monitor trainee knowledge within a programmed knowledge model and training, monitor trainee knowledge within a programmed knowledge model and provide adaptive tutoring based on trainee responses.provide adaptive tutoring based on trainee responses.

Intelligent Tutoring Intelligent Tutoring systemsystem

Make use of artificial intelligence to provide tutoring more advanced than ICAI. ITS Make use of artificial intelligence to provide tutoring more advanced than ICAI. ITS learns through trainee responses the best methods of facilitating the trainee’s learns through trainee responses the best methods of facilitating the trainee’s learning.learning.

SimulationsSimulations Provide a representation of a situation and the tasks to be performed in the situation. Provide a representation of a situation and the tasks to be performed in the situation. Trainees perform the tasks presented to them by computer program and computer Trainees perform the tasks presented to them by computer program and computer program monitors their performance.program monitors their performance.

Virtual RealityVirtual Reality Places the trainee in a simulated environment that is virtually same as the physical Places the trainee in a simulated environment that is virtually same as the physical environment. The trainee wears special equipment like head gear, gloves etc. which environment. The trainee wears special equipment like head gear, gloves etc. which control what trainee is able to see, feel and sense. Trainee learns by interacting with control what trainee is able to see, feel and sense. Trainee learns by interacting with objects in the electronic environment to achieve some goal.objects in the electronic environment to achieve some goal.

It uses a strategy with focus on knowledge, skills and attitudes development.

Consists of 4 steps:-- Plan- Present- Trial- Follow-Up

LecturesOne way communicationpresents training materials verbally used when the goal is to present a great deal of material to many people

In Wipro the company’s training campus can educate 500 employees at a time and includes a library, classrooms, labs

and lecture halls. It employs 300 full-time

lecturers and hundreds of visiting professors

from local universities.

Very effective for basic skills training Trainer shows trainees how to do

something Provide an opportunity to perform the

tasks being demonstrated Emphasizes the trainee involvement

Trainees participate in a reality-based interactive activity where they imitate actions required on the job.

Advantages Training becomes more reality based Directly applies to job performed after training Easy to retain what trainees have learned

Disadvantages Time consuming Trainer must be very skilled and make sure that trainees practice

the skills correctly

Satyam conducts five days business simulation program that exemplify the key decisions required of a manager

Attempt to bring realistic decision making situation to the trainee

Its just like acting out a given role as in a stage play. In this method of training, the trainees are required to enact defined roles on the basis of oral or written description of a particular situation.

In TCS the recruit receives 13-15 days of training in accents, customer service, sales, technical problem solving through a combination of classroom training, and role plays.

Also known as In-tray method of training. The trainee is presented with a pack of papers & files in a tray containing administrative problems & is asked to take decisions on these problems within a stipulated time. The decisions taken by the trainees are compared with one another.

The trainees are provided feedback on their performance.

Present an in depth description of a particular problem an employee might encounter on the job. The employee attempts to find and analyze the problem, evaluate alternative courses of action & decide what course of action would be most satisfactory.

Evalueserve, which has hundreds classrooms and 300 on-line training programs uses case studies to deliver classroom training with the blend of other training methods.

It consist of brief sketching out of an incident by the instructor and assembled the material for a full length case report

It is an excellent method for developing among trainees understanding of how to obtain the right data for studying a situation

Provides an opportunity to actually experience some concepts of management just as a manager would experience them in the organizational situation

Combine several group methods: lectures, discussions, and conferences

Advantages Group members are involved in the training Trainer can use many methods as part of the seminar

activity

Disadvantages Planning is time consuming Trainer must skills in conducting a seminar More time is needed to conduct seminar than any other

methods

Ranbaxy has significantly increased its investment in training over the last few years. The company holds weekly seminars, poster presentation and encourages conference attendance.

The game is devised on a model of a business situation The trainees are divided into groups

They make decisions just like these are made in real-life situations. Decisions made by the groups are evaluated & the likely implications of the decisions are fed back to the groups. The game goes on in several rounds to take the time dimension into account.

ICICI Bank has introduced new game technology asan integral part of its induction program. It uses four on-line games to train new recruits. Recruits winprizes by learning to provide timely services and resolve issues.

Training Implementation Putting the planned training program into action is called implementation of training program. The training program is implemented by ensuring that the course ware , class setting , and staff are ready once the program is scheduled to begin.

Training PoliciesThey can have value , if indicative of a real commitment to training by:- Reducing ambiguities over the main thrust of training Enhancing the standing of training vis – a – vis other functions with their policiesBeing potential tool of selling training to the non believers – particularly in a highly structured and authoritarian organization.

Training Policies may include such items as:- A Statement conforming the value of training to organizational efficiency The obligations of the organisation to provide training Conduct Training Priorities or critical areas of implementation Staff involved

Training planTypical general questions:-1. What type of training is required ? 2. Why is it required ?3. Who are the people involved ?4. What are the most pressing or critical areas ?5. How , when and where it will be carried out and by whom ?

Implementing TrainingFollowing are the guidelines for conducting the designed program:1)The trainer to be prepared mentally

2) Arranging the physical Environment Space Configuration Seating Arrangement

3) Greeting participants and establishing rapport Learn name of each student Learner’s title Friendly interaction Personal Interview Listen intently to learner’s comments and opinion

4) Acquiring the best from first 30 minutes The trainer should start the class promptly at the scheduled time. The trainer should get to class before learners arrive, be the last one leave At the first class meeting , learner should pair up the learners and have them get acquainted with one another Circulate around the class as you talk or ask questions. Let the learners know that learning material available outside the class. The trainer should vary his instructional technique. The trainer should use familiar examples The trainer should be prepared to use an alternate approach if the one they have chosen seem to bog down.

5) Reviewing the agendaThe following information needs to be included:- Content Outline Description of the kind of training activities that the trainer has designed. The schedule House keeping Information. Inviting feedback on the agenda Setting group norms Controlling , timing and pacing Getting the groups attention Handling problematic situation Organizing the presentation Watching the body language Making smooth linkages and transition between one topic and the next

Conduct Training

The training methodology called for in the courseware is brought to life by skillful trainers .Different organisations use different terms to describe the trainers, terms like Trainer , Instructor, Coach , Facilitator.Brief Definition of major terms are as follows :-

Trainers :- Directs the growth of learners by making them qualified or proficient in a skill or task.Instructor :- Give knowledge or information or knowledge to learners in a systematic manner.Coach:- Instructs, Demonstrate , Directs , Guide, and prompts learners. Generally concerned with methods rather than concepts Facilitator:- Makes it easier for learners to learn.

The three learning factors:- 1) Knowledge 2) Environment 3) Involvement Skill

Flexibility Spontaneity Empathy Compassion Questioning Active Listening Getting Feedback Counsel Positive reinforcement Non Verbal Behaviour

Transfer of Training

Transfer of training is the influence of prior learning on performance in a new situation.

Includes :- Importance of Task variation

Class room Technique

1)Do not put both hands in your pocket for long periods of time.2) Do not wave a pointer around in the air3) Do not lean on the podium for long period4) Speak to the class and not to the training device5) Listen intently to learners comments and opinion.

Psychological Factors in the learning environment Maslow’s Hierarchy of needs• Self Transcendence• Self Actualisation• Aesthetic• Cognitive • Esteem• Belongingness and Love• Safety• Physiological

A need higher in the hierarchy will become a motive of behaviour if the needs below it have been satisfied

Herzberg hygiene and Motivational factor

Hygiene 1) Working condition 2) Salary and Benefits 3) Supervision and Fellow workers

Motivators 1)Recognition 2) Advancement and Responsbility 3) Job challenge

TRAINING BUDGET

Steps for finalizing Training Budget are as follows1)Determine whether to be a profit center 2) Identify Budget items3) Identify Cost of Budget items4) Negotiate and revise budget

Evaluation: Systematic collection and assessment of information for deciding how best to utilize available training resources in order to achieve organizational objectives.

The process of collecting the outcomes needed to determine if training is effective.

E.g. General Communication, Inc. (GCI) is the leading integrated, facilities-based communications provider in Alaska, offering local and long distance voice, cable, video, data, and Internet communications services.

Evaluation proved out of 5 billing systems Comverse’s Kenan FX Framework most suitable to employees. (16 months)

Return on Investment Tool for knowledge management Horizontal or vertical promotion Estimate likely growth Establish new standards Revising existing plans Global Expansion

SENIOR MANAGEMENT

TRAINER LINE

MANAGEMENT TRAINING

MANAGER

TRAINEE

Active Participation

Identify KSA of learners

Review Progress

Liasion with line and senior management

Take Interest and support evaluation process

What information must be collected? Difficult to identify, quantify and calculate

criteria Subjectivity is more dominant than objectivity Its very complex: difficult to ascertain exact

results Evaluation will lead to criticism Its quite costly

R-L-B-R Model

Reaction

Learning

Behaviour

Results

LevelLevel Evaluation Evaluation type (what type (what is measured) is measured)

Evaluation Evaluation description and description and features features

Examples of Examples of evaluation evaluation tools and tools and methods methods

Relevance and Relevance and practicability practicability

11 ReactionReaction Learning experience: Learning experience: Did they like it? Did they like it?

Was the material Was the material relevant to their relevant to their work? work?

Feedback forms, Feedback forms, verbal reaction, verbal reaction, post training post training survey/ survey/ questionnairequestionnaire

Quick & easyQuick & easy

Not expensive to Not expensive to analyzeanalyze

22 LearningLearning Measures increase in Measures increase in KSA both before & KSA both before & afterafter

Assessment tests, Assessment tests, interview or interview or observationobservation

Simple for Simple for Quantifiable skills; Quantifiable skills; Less easy for Less easy for complex learningcomplex learning

33 BehaviorBehavior Implementation of Implementation of learning learning

Observation/ Observation/ InterviewInterview

Co-operation of Co-operation of line manager line manager

44 ResultsResults Effect on business & Effect on business & environment by traineeenvironment by trainee

MIS MIS Management Management Information Information SystemsSystems

Easy Easy Accountability for Accountability for individualsindividuals

Cost/Benefit Evaluation: compares monetary cost of training to nonmonetary benefits.

Cost-effectiveness Evaluation: compares monetary costs of training to financial benefits accrued from training.

Cost Savings Analysis {Result (Monetary) Focus}Utility Analysis Improved Performance (U)= (N)(T)(Dt)(SDy)-C N= no. of trainees T= time the benefits will last Dt= difference in performance between trained & untrained groups (standard deviation units) SDy= value of untrained group’s performance (in standard deviation units) C= total cost of training the trained group

During mid 1990s IBM spent $1 billion for training its employees

In 1999 it used e-learning tools that was earlier restricted to IBM’s newly recruited managers & saved $166 million within one year of implementation.

In 2001 figure rose to $350 million & ROI of 2284% was reported owing to positive e-learning response.

Market for e-learning rose from $2.1 billion in 2001 to $33.6 billion in 2005

Performance gap evaluation skills Ability to evaluate results against

organizational goals Standard setting skills Expertise to assess impact on culture Human performance improvement

intervention reviewing skills Feedback skills

Reclamation Plan. Implemented TQM. Output increased by 30% and cycle time decreased by 94%.

Supplementary Advantages: Profit sharing & morale was up Grievances & waste products declined

1. Observation2. Interview3. Questionnaires: Two types- Open

ended and close ended.4. Rating Scales: Likert type of five point

scale may be used.

E.g. I have found the session….

1 2 3 4 5

Very satisfactory Very dissatisfactory

Tests: Oral or written Thematic Apperception Test (TAT): vague

picture or ink blot. Semantic Differential Scales: Number of 5 or

7- point scales stretching between pairs of adjectives with opposite meaning.

Activity Sampling Self Diaries Observation of specific incidents Self recording of specific incidents

After every course. With new course, after 3-6 months. Annually when the organization is

assessing the success of its business plan.

E.g. Motorola: 360 degree appraisal Texas Instrument: After 90 days

automated mail system

Please indicate your impression of the items listed below. If it was highly favorable, circle 5. Not so favorable, give your opinion - circle from 4 to 1.

CURRICULUM 1. The training met my expectations. 2. I will be able to apply the knowledge learned. 3. The training objectives for each topic were

identified and followed. 4. The materials distributed were pertinent and

useful. 5. Members in my district will benefit from the

knowledge I gained.

Low High 1 2 3 4 5

1. The presenters were knowledgeable. 2. The quality of instruction was good. 3. The presentations were interesting and practical. 4. The presenters met the training objectives. 5. Good training aids and audio-visual aids were used. 6. Class participation and interaction were encouraged. 7. Adequate time was provided for attendee questions. 8. Staff were interested and addressed attendees

concerns. 9. Did you receive timely, advance training information? Low High

1 2 3 4 5

How do you rate the training overall?

The training will help me do my job better.

This training is worthwhile and should be conducted on a regular basis.

To what extent do you expect this meeting will make a difference in the way you do your job?

1 2 3 4 5 No Difference Tremendous

Difference

Which of the trainings presentations or topics were the most useful to you?

Which of the training presentations or topics did you find the least useful?

What presentations or topics were you expecting to hear, but were not presented?

What items or activities would you like to see added to this training?

Other Comments: Please sign your name

here:__________________________ Print your

office/district:_____________________________

References HRM Training Theory & Practice by Aparna

Rai

Effective Training Systems, Strategies, and Practices by P. Nick Blanchard & James W. Thacker

www.traininganddevelopment.naukrihub.com www.managementhelp.org www.go2itech.org

Thank You…

Questions???