chap 1 training and development an overview
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Training and Development
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Do Organizations Need Training
The answer is YES
However, we must know
the purposeandfunctionsof trainingbefore we can use it.
EgBoston PizzaInternational , HomeDepot
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Training and Development (T&D)
Human Resource DevelopmentMajor HRM
function consisting not only of T&D, but also
individual career planning and developmentactivities and performance appraisal
Training and DevelopmentHeart of a
continuous effort designed to improveemployee competency and organizational
performance
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What is Training?
Training is a systematic process through
which an organizations human resourcesgain knowledge and develop skills by
instruction and practical activities that result
in improved corporate performance.
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Training and Development (T&D)
Training- Designed to provide learners with the
knowledge and skills needed for their present
jobsformal and informal
Planned and systematic effort to modify or
develop skills, knowledge through learningexperience to achieve effective performance in
a range of activities
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Developmentapplication of the acquired
knowledge, theories, skills to the job for
organizational effectiveness
Development - Involves learning that goes
beyond today's jobmore long-term focus
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Objectives
To train employees in the companies cultureand ethos
To prepare employees for job requirements
To improve work methods to increase qualityand quantity of output
To prevent obsolescence
Succession planning Reduce supervision
Build interpersonal relations/positivity
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Why Training and Development
Changes in organizational structure
Changes in technology
Need for more highly skilled workers
Changes in employee educational level
Changes in workforce Increased emphasis on learning
organizations
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Importance of Training
Maintains qualified products / services
Achieves high service standards
Provides information for new comers
Refreshes memory of old employees
Achieves learning about new things; technology,products / service delivery
Reduces mistakes - minimizing costs
Opportunity for staff to feedback / suggestimprovements
Improves communication & relationships - betterteamwork
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Challenges of training
Not the only solution
Objectives and need mismatch
Intervention methodology Result based training
Nice to know and must know
For sake of numbers Trainers competencies
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Cause Solution
If skill or knowledge.training
If lack feedback..feedback, standards
If not motivated.rewards, consequences
If unclear expectations..std, measure, discuss
If job environmentchange environment
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1) Assessing Training Needs
Conduct a training needs analysis by either one,
or both, of the following
External approach (company, guests, society)
Internal approachusing a staff opinion survey.
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2) Preparing Training Plan
Consider whether to design a long (5-10 years),
medium (3-5 years) or short (1 year) term
plan.
Ask your self What are we going to achieve in
the time period?
Use a holistic approach by using a calendar for
inputting your training activities.
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Training Calendar Example
1 2 3 4 5 6 7...
Attitude
Train the trainer
Job competencySales techniques
Telephone manner
Training Area Month in the year
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3) Specifying Training Objectives
Training Objectives must be specific & measurable.
Why? Very difficult to measure effectiveness after
course is finished.
What should trainees be able to accomplishafter
participating in the training program?
What is the desired levelof such accomplishment,
according to industry or organizational standards?
Do you want to develop attitudes, skills, knowledge or
some combinationof these three?
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4) Designing the Training Program
1. Program duration
2. Program structure
3. Instruction methods
4. Trainers qualification5. Nature of trainees
6. Support resourcesmaterials, OHP,
classroom
7. Training location &environment
8. Criteria & methods forassessing participantlearning andachievement
9. Criteria & methods for
evaluating theprogram
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5) Selecting Instructional Methods
Note: This is the most important step
On-the job-training (OJT) learn while youre working
Off -the job-training In house, training or classroom
External, consultancies or attending external classes
Independent bodies, such as government talks
Distance learning, from books or notes
Computer-assisted learning Interactive-video training
Video conferencing, same as classroom except teachers andstudents are in different locations.
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7) Implementing the Training
ProgramBesides trainers qualifications and experience:
Participant selection
Group comfort - physical & psychological
Trainer enthusiasm & skills
Effective communication
Feedback mechanism
The need to learn new training skills
Preparation by trainers
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8) Evaluating the Training
Three Levels of Evaluation
1. Immediate Feedback Survey or interview directly after training
2. Post-Training Test
Trainee applying learned tasks in workplace?3. Post-Training Appraisals
Conducted by immediate supervisors of
trainees
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9) Planning Future TrainingLast step in the training process
After taking all evaluated comments, trainersshould modify the programs to keep good
things and make suggested improvements Remember, even with the same topic for different
trainees, trainers should address many parts ofthe training process again and consider new
approaches.
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e.g. New Employee Orientation
Time Topic Method Activity
9:00-9:30 AM Welcome Speechby GM
Speech Talk & hand shake
9:30-10:00 AM Intro to Company
Background
Slide
Presentation
Slide Show &
Video Tape
3:00-4:00 PM Fire Safety Talk Security
Manager
Fire Drill &
Equipment
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Companies & Training Communication skills
Management development
Employee orientation
Safety
Leadership Customer service
Sexual harassment
Problem solving
Computer systems Team building
Managing change
Time management
Sales
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Assignement
1. Review the ASTD and ISTD website
2. Identify the top 10 companies in India using
training & development
Choose any one company to research.
Prepare a report ( Not exceeding 3 pages)