Training and Development

Sittie Pieron Abutazil-Du, RNMPA Student

Chapter Objectives

Define training and development (T&D). Explain factors influencing T&D Describe the T&D process and how

training needs are determined and objectives established.

What is training? Benefits/importance of Training Identify the various T&D methods.

Nature of Training And Development

Training and Development – it is any attempt to improve current or future employee’s performance by increasing it’s ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge.

– Heart of a continuous effort designed to improve employee competency and organizational performance

- are planned efforts to facilitate the learning on job-related behavior on the part of the employees.

AIMS/OBJECTIVES OF TRAINING & DEVELOPMENT

• • Develop the competences of employees and improve their performance;

• Help people to grow within the organization in order that, as far as possible, its future needs for human resource can be met from within

• Reduce the learning time for employees starting in new jobs on appointment, transfers or promotion, and ensure that they become fully competent as quickly and economically as possible.

Inputs in T&D

1. Skills – the technical know how…2. Education- theoretical learning in

classroom3. Development -refers to learning

opportunities designed to help employees grow

- Involves learning that goes beyond today's job – more long-term focus.

4. Ethics- 5. Attitudinal changes

Factors Influencing T&D

• Top managers• Commitment from specialists and

generalists• Technological advances• Organizational complexity• Learning style

The Training and Development (T&D) Process

1. Assessing training needs2. Preparing training plan3. Specifying training objectives4. Designing the training program(s)5. Selecting the instructional methods6. Completing the training plan7. Implementing the training program8. Evaluating the training9. Planning future training

Assessing Training Needs

Conduct a training needs analysis by either one, or both, of the following

• External approach (company, guests, society)

• Internal approach – using a staff opinion survey

- Request from employee- Change in agency vision or mission- Determination through performance

management review

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.

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 accomplish

after participating in the training program?– What is the desired level of such

accomplishment, according to industry or organizational standards?

– Do you want to develop attitudes, skills, knowledge or some combination of these three?

4) Designing the Training Program(s)

1. Program duration2. Program structure3. Instruction

methods4. Trainers

qualification5. Nature of trainees6. Support

resources- IEC materials, handouts

7. Training location & environment

8. Criteria & methods for assessing participant learning and achievement

9. Criteria & methods for evaluating the program

5) Selecting Instructional Methods Note: This is the most important stepOn-the job-training (OJT)

– learn while you’re 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 and students are in different locations.

6) Completing the Training Plan

• Target group – assess your audience• Topic – task, skill or attitude ingredient• Method – direct (one way

communication) or indirect (discussion, games, experimental exercises…). Important as evaluation of trainees usually lies on the perception on what they did in the training session

• Time – length, period, breaks important to consider

• Location – away from the office?

7) Implementing the Training Program

Besides 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

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

9) Planning Future Training

Last step in the training process• After taking all evaluated comments,

trainers should 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 of the training process again and consider new approaches.

T&D Methods

1. Classroom Programs

Lecture -type Continue to be

effective for many types of employee training

May incorporate some of other methods

2. Mentoring Approach to advising,

coaching, and nurturing, for creating practical relationship to enhance individual career, personal, and professional growth and development

Mentor may be located elsewhere in organization or in another firm

Relationship may be formal or informal

3. Coaching Often considered

responsibility of immediate boss

Provides assistance much as a mentor

4. Role Playing Respond to specific

problems they may actually encounter in jobs

Used to teach such skills as: interviewing grievance

handling performance

appraisal reviews

conference leadership team problem

solving communication

5. Simulations• Training devices

that model the real world

or programs replicating tasks away from the

job site

6. Distance Learning and Videoconferencing

Interactive training Used to:

a. increase access to trainingb. ensure consistency of instructionc. reduce cost of delivering T&D programs

7. E-Learning - online instruction

8. On-the-Job Training Informal approach that

permits employee to learn job tasks by actually performing them

Most commonly used T&D method

No problem transferring what has been learned to the task

9. Job Rotation Employees move

from one job to another to broaden experience

Helps new employees understand variety of jobs

10. Internships Training approach where

university students divide their time between attending classes and working for an organization

Excellent means of viewing potential permanent employee at work

Students are enabled to integrate theory with practice

What is training?

• Training is a systematic process through which an organization’s human resources gain knowledge and develop skills by instruction and practical activities that result in improved corporate performance.

Benefits/importance of Training

1. Improving an employee’s performance2. Developing the group and teams skills needed to achieve

organizational goals3. Giving employees the needed skills and knowledge to

complete assigned jobs, duties and tasks4. Motivating employees to achieve higher standards5. Improving customer service, which leads to customer

satisfaction6. Enhancing employee morale, motivation, and creativity7. Enabling managers to reach unit goals and objectives8. Giving employees the tools needed to analyze

interpersonal and situational factors that create obstacles to achieving high performance

Types of formal training

1. Orientation training- Geared for the newly hired and reassigned

personnel.- Designed to give new employees the basic

knowledge, understanding, and skill needed for successful job performance.

2. Remedial training- Designed to correct observed deficiences in

employee knowledge, skills, and attitudes.- Stress reduction, time management,

presentation skill building, computer software, etc.

3. Upgrading or advanced training- Designed to improve or upgrade

individual job skill and knowledge.- Programs include computer training,

decision making, employment laws, managing conflict, conducting performance evaluation, supervisory responsibilities, resolving grievances, etc.

References

1. Tanuj Poddar HR Analyst @ Tata Communications

India2. Pranav Kumar Ojha HR Senior Officer , University of

Allahabad, Coal ,India3. Visit www.slideshare.com website4. Office of Management & Budget600 E. Boulevard Avenue, Bismarck, NY

Shukran and wassalam

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