training & development - quick notes

8/9/2019 Training & Development - Quick Notes

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Contents

Strategic Importance of T&D in an Organization ............................................................................... 1

Relationship of Training to other HR Functions ................................................................................. 1

Training: Concept, Meaning & Scope .................................................................................................... 1

Learning ........................................................................................................................................................ 1

Learning Theories .................................................................................................................................. 1

Adult Learning Principles ..................................................................................................................... 2

Barriers to Learning .............................................................................................................................. 2

Preparing a Training Design .................................................................................................................... 2

Needs Assessment .................................................................................................................................... 2

Definition ............................................................................................................................................. 2

Components ....................................................................................................................................... 3

Why Needs Assessment? ................................................................................................................ 3

Methods Used .................................................................................................................................... 3

Needs Assessment Process ............................................................................................................ 3

Training Objectives ................................................................................................................................... 4

Components ....................................................................................................................................... 4

Steps to Setting Training Objectives ................................................................................................. 4

Building a Learning Environment ........................................................................................................ 4

Methods of Training .................................................................................................................................. 5

On the Job Training Methods ......................................................................................................... 5

Off the Job Training Methods ......................................................................................................... 5

Training Tools............................................................................................................................................. 5

Transfer of Training .................................................................................................................................. 6

Training & Facilitation Skills ..................................................................................................................... 6

Evaluation of Training ............................................................................................................................... 6

Management Development ...................................................................................................................... 6

Future of T&D ............................................................................................................................................ 6


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Strategic Importance of T&D in an Organization

Addressing Weaknesses

Improved Employee Performance

Consistency

Employee Satisfaction

Relationship of Training to other HR Functions

Different Functions & Respective Training in those functions

Training: Concept, Meaning & Scope

Training refers to a planned effort by a company to facilitate employeeslearning of job-

related competencies. These competencies include knowledge, skills, or behaviours that are

critical for successful job performance. The goal of training is for employees to master the

knowledge, skill, and behaviours emphasized in training programs and to apply them to their

day-to-day activities

Learning

It is a relatively permanent change in human capability that is not merely a result of growth

process

Learning Theories

1.

Reinforcement Theory: Rewards/Punishments for behaviour modification

2. Social Learning

3. Goal Setting

4. Needs Theory (For Trainers)

5. Expectancy Theory (For Trainers)

Effort-> Expectancy-> Performance-> Instrumentality-> Rewards-> Valence->

Motivation


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Adult Learning Principles

Need to know why

Self-Direction

Work Related Experiences

Problem Centred Approach

Intrinsic & Extrinsic

Barriers to Learning

1. Resistance to Change

a. Fear of Unknown/Failure

b.

Overconfidencec. Anxiety

2. Self-Efficacy

3. No Transfer of Training

4. Poor Design & Delivery

5. Organizational Climate (Managers & Peers Support)

6. Low Valence (Personal Value attached to a particular entity or aspect)

Preparing a Training Design

1. Conducting Needs Assessment

2. Ensuring Employees Readiness to Training

3. Creating a Learning Environment

4. Ensuring Transfer of Training

5. Developing an Evaluation Plan

6. Selecting Training Method

7. Monitoring & Evaluating the Program

Needs Assessment

Definition

Needs assessment refers to the process used to determine whether training is necessary.


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Components

Organizational Analysis: Involves determining the appropriateness of training, given the

companys business strategy, its resources available for training, and support by

managers and peers for training activities

Person Analysis: Involves determining whether performance deficiencies result from a

lack of knowledge, skill, or ability (a training issue) or from a motivational or work-

design problem, identifying who needs training, and determining employeesreadiness

for training

Task Analysis: Identifies the important tasks and knowledge, skills, and behaviours that

need to be emphasized in training for employees to complete their tasks

Why Needs Assessment?

Incorrect Solution

Wrong Content/Objective/Methods

Lack of Prerequisite Skills

No expected Behaviour Change/Financial Results

Unrelated Training Programs

Methods Used

Observation

Questionnaires

Interviews

Focus Groups

Documentation

Online Technology

Needs Assessment Process

Organizational Analysis

Strategic Direction

Support of Managers, Peers & Employees

Training Resources

Person Analysis

Person Characteristics: Basic Skills, Self-Efficacy, Awareness & Interest


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Input: What, How, When to Perform, Opportunity to Perform, Social Support

Output: Expectations for Learning & Performance

Consequences: Norms/Rewards/Benefits

Feedback: Frequency, Specificity, Detail

Task Analysis

Select Job/Jobs to be analysed

Develop Preliminary List of Tasks: Interviewing & Observing Managers or Others

who did Task Analysis

Validate or Confirm with SMEs & grade them on Importance, Frequency & Difficulty

Identify KSA for each task.

Training Objectives

The objective refers to the purpose and expected outcome of training activities.

Components

Performance/Outcome

Criterion

Conditions

Steps to Setting Training Objectives

1. Describe the expected performance

2. Explain the conditions under which the task will be performed

3. Set standards

4. Use the SMART acronym to make sure the training objective is going to work

5.

Include an objective for evaluation

Building a Learning Environment

1. Identifying Learning Objectives and Training Outcomes

2. Meaningful Material

3. Practice

4. Feedback

5.

Observing Others6. Administer & Coordinate the Program


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Methods of Training

On the Job Training Methods

1.

On Specific Job

a. Experience

b. Coaching on the Job

c. Understudy

2. Position Rotation

3. Special Projects

4. Selective Reading

5.

Apprenticeship

6. Vestibule Schools

Off the Job Training Methods

1. Special Course & Lectures

2. Conferences

3. Case Studies

4. Brainstorming

5. Laboratory Training

a. Simulation

b. Role Playing

c. Gaming

6. Sensitivity Training

Training Tools

1. Technology Based Learning

2. Simulators

3. On-The-Job Training

4. Coaching/Mentoring

5. Lectures

6. Group Discussions & Tutorials

7.

Role Playing


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8. Management Games

9. Outdoor Training

10.Films & Videos

11.Case Studies

12.Planned Reading

Transfer of Training

Training transfer is effectively and continually applying on the job what the trainee learned

during training.

Training & Facilitation Skills

(Training the Trainer)

Evaluation of Training

1. Financial Implication

2.

Usefulness of Tools

3. Productivity

4. Kirkpatricks 4 Level Framework

a. Reactions

b. Learning

c. Behaviour

d. Results

Management Development

Future of T&D

1.

Going Mobile2. Understanding Social


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3. Considering Adaptive Learning

4. Aligning with Business Objectives

5. Measuring Effectiveness

Link:http://www.trainingmag.com/5-trends-future-learning-and-development
http://www.trainingmag.com/5-trends-future-learning-and-developmenthttp://www.trainingmag.com/5-trends-future-learning-and-developmenthttp://www.trainingmag.com/5-trends-future-learning-and-developmenthttp://www.trainingmag.com/5-trends-future-learning-and-development

training & development - quick notes

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