Training and development

Training

Definition:

“ Training is the organized procedure in which the people learn knowledge and/or skill for definite purpose. ”

- Dale S.

Training = standard - actualNeed performance performance

Development refers to the learning opportunities designed to help employee grow.

EducationIt is theoretical learning in classrooms.

Development

1. Skills

2. Education

3. Development

4. Ethics

5. Attitudinal Changes

Inputs in training and development

Training processNeeds assessment

a)Organizational support.b)Organizational analysis.c)Task and KSA analysis.d) person analysis.

Instructional objectives

Development of criteria

Selection and design of instructional programs.

Training

Training validity

Transfer validity

Intra-organizational validity

Inter-organizational validity

Use of evaluation

models.

Needs assessment

• Organisation Support

• Organisational Analysis

• Task and KSA Analysis

• Person Analysis.

Designing Training and Development Programme

Who are the trainees?

Who are the trainers?

What methods and techniques?

What should be the level of learning?

What principles of learning?

Where to conduct the programme?

Methods and techniques of training

Training methods are categorized into two groups:

(i)On-the-job.

(ii)Off-the-job.

1. Orientation training.

2. Job-instruction.

3. Apprentice training.

4. Internships and assistantships.

5. Job rotation.

On-the-job training

Off-the-job training

• Lecture.• Films.• Television.• Conference or discussion.• Case study.• Role playing.• Simulation.• Programmed instruction.

WHAT SHOULD BE THE LEVEL OF LEARNING?

• There are 3 basic levels at which inputs can be taught-

o Fundamental knowledge

o Skills development

o Increased operational efficiency

Learning Principles

1. Employee motivation2. Recognition of individual differences3. Practice opportunities4. Reinforcement5. Knowledge of results (Feedback)6. Goals setting7. Schedules of learning8. Transfer of learning

IMPLEMENTATION OF THE TRAINING PROGRAMME

• Programme implementation involves action on the following lines-

1. Deciding the location and organizing training and other activities.

2. Scheduling of training programme.

3. Conducting the programme.

4. Monitoring the progress of the trainees.

EVALUATION OF THE PROGRAMME

Need for Evaluation:Correcting performance deficiencies.To determine the cost effectiveness of the

programme.Useful to explain programme failure, should it

occur.

Criteria for Evaluation

1. Training validity

2. Transfer validity

3. Intra-organisational validity

4. Inter-organisational validity

Techniques of Evaluation

1. Use experimental and control groups

2. Time-series analysis

3. Questionnaire

Levels of Evaluation

• Evaluation of training can take place at four levels:

1. Reaction2. Learning3. Behaviour4. Results

• The four levels form a hierarchy.

Result

Behavior

Learning

Reaction

IMPEDIMENTS TO EFFECTIVE TRAINING

• Management commitment is lacking and uneven.

• Aggregate spending on training is inadequate.

• Educational institutes award degree but graduates lack skills.

• Organised labour can help.

• Large-scale Poaching of trained workers.

HOW TO MAKE TRAINING EFFECIVE?

• Allocation of major resources and adequate time to training.

• Ensure that training contributes to competitive strategies of the firm.

• Ensure that a comprehensive and systematic approach to training exists.

• Training and retraining should be done on a continuous and ongoing basis

• Make learning one of the fundamental values of the company.

HOW TO MAKE TRAINING EFFECIVE?

• Ensure that there is a proper linkage between organizational, operational and individual training needs.

• Create a system to evaluate the effectiveness of training.

BENEFITS OF EMPLOYEE TRAINING

• Benefits to the organisations.

• Benefits to the individual.

• Benefits In HR.

Benefits to the Organisations

Improves the morale of the workforce.Improves the job knowledge and skills at all

levels of the organisations.Helps people identify with organisational

goals.Leads to improved profitability.Aids in improving productivity and/or quality

of work.

Benefits to the Individual

Helps the individual in making better decisions and effective problem solving.

Aids in encouraging and achieving self-development and self-confidence.

Provides information for improving leadership, knowledge, communication skills and attitudes.

Increases job satisfaction.

Benefits in HR

Improves communication between groups and individuals.

Aids in orientation of new employees and those being transferred or promoted.

Improves interpersonal skills.Provides a good climate for learning, growth

and co-ordination.Makes the organization a better place to work

and live.