training & development process
DESCRIPTION
TRANSCRIPT
TRAINING
& DEVELOPMENT
Budi SantosoHR-T&D PT. Greenfields Indonesia
The Big Picture
OrganizationPerformance
Employee Performance
Skills, Knowledge & Attitude
Education, Experience & Training
PICTURE
Needs Assesment
DesignImplement
Evaluation
System Model
TRAINING
Training Needs
ANALYSIS
Organization Analysis
Task Analysis
Person Analysis
Training Needs
ANALYSIS
1. Organization Report2. Organization Survey3. Performance Appraisal System4. Business Plan
Organization Analysis
Training Needs
ANALYSIS
1. Job Description2. Job Output Standard3. Cases in Job4. Performance Appraisal5. Other Obstacle
Task Analysis
Training Needs
ANALYSIS
1. Performance Appraisal2. Questionaire3. Focus Group4. Interview5. Observation6. Psychological Assessment
Person Analysis
Training Needs
ANALYSIS
How to Define the Problem ?
Desired Performance
Actual PerformancePe
rfo
rman
ce G
ap
Designing Training
PROGRAM
TrainerInstructional
Objective
Principle of Learning
Trainee Readiness & Motivation
Issue In Training Design
Designing Training
PROGRAM
• State, Tell
• Describe informationVerbal
Information
• Apply concept to solve problem
IntelectualSkills
• Execute a physical Action
Motor Skills
L E A R N I N G
OUTCOME
•Choose a personal course of action
Attitudes
•Manage thinking & learning process
Cognitive Stratgey
L E A R N I N G
OUTCOME
TRAINING
E V A L U A T I O N
1. Memastikan kurikulum tercapai danmendukung kebutuhan bisnis
2. Menentukan apakah hasil training mendukung bisnis
3. Mengukur benefit dan cost training4. Membantu identifikasi gap tujuan dan
hasil training
TRAINING
E V A L U A T I O N
Before TrainingDuring Training
After Training
TRAINING
E V A L U A T I O N
• Mengevaluasi reaksi pesertaterhadap trainingReaction
• Mengevaluasi hasilpembelajaran selama trainingLearning
• Mengevaluasi hasil training terhadap pekerjaan pesertaPerformance
• Mengetahui apakah tujuanawal training telah tercapai
Business Impact
4 L
EVEL
TR
AIN
ING
EV
ALU
ATI
ON
TRAINING
E V A L U A T I O N
1. Memfasilitasi proses TNA2. Mengajukan rencana budget pelatihan3. Memberikan panduan pelaksanaan pelatihan4. Memberikan panduan evaluasi pelatihan5. Menyediakan fasilitas pelatihan6. Memberikan pelatihan bagi trainer cara
memberikan training
PERAN
HR VS LINE MANAGER
PERAN HR
Peran Line Manager
1. Melakukan proses analisa kebutuhan pelatihan2. Mengajukan pelatihan yang dibutuhkan3. Menyusun desain pelatihan bersama HR4. Memberikan pelatihan5. Melakukan evaluasi hasil pelatihan6. Memberikan masukan pada HR tentang
efektifitas pelaksanaan pelatihan
PERAN
HR VS LINE MANAGER