Training and Development

Presented By: Rahul Kumar Shivam Gupta Ankita Mishra Geetika Shukla Prachi Tiwari

Training and Development (T&D) Process

Determine T&D Needs

Establish Specific Objectives

Select T&D Method(s)

Implement T&D Programs

Evaluate T&D Programs

Training Needs Assessment

A needs assessment is the process of identifying performance requirements and the "gap" between what performance is required and what presently exists.

Macro vs. Micro

Macro aligned with strategic goals three levels organizational occupational individual Micro

initiated by performance problems or change assessment done to clarify problem, determine if training is the solution, analyze performance, and characteristics of

trainees

Development
Development refers to those learning opportunities designed
to help employees grow .

Development is, less skill oriented and stresses on

knowledge.

Knowledge about business environment, management

principles and techniques, human relations, specific industry analysis and like.

Development Objectives:There are four other objectives:Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives maintain the departments contribution at a level suitable to the organizations needs.

Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

The Ten Factors of Developing a Training Program

1. 2. 3. 4. 5. Determine needs Set objectives Determine subject content Select qualified applicants Determine the best schedule

The Ten Factors of Developing a Training Program

6. Select appropriate facilities 7. Select qualified instructors 8. Select and prepare audiovisual aids 9. Co-ordinate the program 10. Evaluate the program

T&D Methods

Classroom Programs Mentoring Coaching Reverse Mentoring Case Study Videotapes Role Playing Apprenticeship Training Vestibule Training Simulations

Business Games In-Basket Training Distance Learning and Videoconferencing Computer-based Training Virtual Reality E-learning On-the-Job Training Job Rotation Internships

Evaluating Training Program

The reason for evaluating is to

determine the effectiveness of a training program.

Reasons for Evaluating

why there is a need to evaluate training: 1.To justify the existence of the training department by showing how it contributes to the organizations objectives and goals.

Reasons for Evaluating

2. To decide whether to continue or discontinue training programs.
3. To gain information on how to improve future training programs.

The Four Levels- (Kirkpatrick Model)

Results

Behavior Learning

Reaction

The Four Levels represent a sequence of ways to evaluate (training) programs.As you move from one level to the next, the process becomes more difficult and time-consuming, but it also provides more valuable information. (Kirkpatrick, 1994, pg. 21)

Reaction:
is the measuring of the reaction of the participants in the training program. is a measure of customer satisfaction. (Kirkpatrick, 1994, pg. 21)

Learning:
is the change in the participants attitudes, or an increase in knowledge, or greater skills received, as a result of the participation of the program.

Learning
The measuring of learning in any training program is the determination of at least one of these measuring parameters: Did the attitudes change positively? Is the knowledge acquired related and helpful to the task? Is the skill acquired related and helpful to the task?

Behavior
Level 3 attempts to evaluate how much transfer of knowledge, skills, and attitude occurs after the training.

The four conditions Kirkpatrick identifies for changes to occur:

Desire

to change of what to do and

Knowledge

how to do it
Work

in the right climate for (positive) change

Reward

Results
Level 4 is the most important and difficult of all - determining final results after training.

Evaluation Questions:
Increased production? Improved quality? Decreased costs? Improved safety numbers? Increased sales? Reduced turnover? Higher profits?

T&D Metrics:
Avg. Number of Training Hours per Emp.

= Total Training Time/ Total no. of Emps

Avg. Investment per Emp. = Total Training Budget/ Total no. of Emps Employee Satisfaction rate = No. of employees satisfied/Total no. of Emps

Training and Development Metrics:- (ROI)

Example: Reduce transit technician repair time by 30 minutes per repair 30 min x Rs100/hour = Rs50 Rs50 x 1,500 repairs per year = Rs75,000 Cost of training = Rs50,000 (Benefit Cost)/Cost = ROI (Rs75,000-Rs50,000)= Rs25,000 savings Rs25,000/Rs50,000 investment = 50% ROI