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