TRAINING: NEEDS ANALYSIS AND MEASURING THE EFFECTIVENESS

UNIT III
DESIGN OF TRAINING PROGRAMMES

Introduction
Training suggests putting staff into people

Learning is about the person where as training is about the organization

Learning helps the employees to grow and to develop their natural abilities; to make difference to be special Training describes, and commonly represents, transfer of knowledge or skill for organisational gain.

Phases of training program design

Deter mine Write Determine Organisational objectives Derive On-the-job Behaviour Learni ng Objecti ves Conte nt, Delive ry, Mode and Sched ule

Learning objectives to train the employees.

Cognitive includes knowledge, beliefs, reasoning Affective-includes values, feelings, attitude and motivation Psycho motor- includes, physical movements and co ordination

Stakeholders in training:
Organisation Trainee Trainer.

Role of organization in Training and Development

Identifying Training needs

Selecting Participants

Defining Expectations From the Program

Monitoring Trainees Progress

Transferring Training to the field

When the demand for the training in the organization increases?

Demand for the training in the organization increases when organization wants To hire people To expand To increase certain number of staff by a certain date To enhance the performance of employees Organisations name to be a part of training unit

The learning cycle

Experiencing

Experimenting

Reflecting

Theorizing

Importance of trainer and Role of trainer

The major competencies that are required to be present in a trainer are:
Presentation skills Business skills i.e., budgeting, time management, negotiation etc., Content development Self development

Role of trainer

Business trainer
Changes and Challenges Learning and implementation Business excellence

Focus of trainee
Expected performance is directly proportional to the multiplication of motivation, required KSAs and expectations towards training i.e.,
Expected Performance (P)

Motivation (M)

K.S.As

Expectations (E)

Designing of training
Trainer- the analyses his technical, interpersonal judgmental skills Trainees- close scrutiny of trainers, profiles age, experience, needs ad expectations

Training climate: Ambience, tone, feelings, positive perception for training program etc.,
Trainees learning style: Age, experience, educational background of trainees must be kept in mind while designing the program

Designing of training (Contd)

Training Strategies: Preparation of the priority list of what must be included, what could be included Training Topics: The contents should be tought in headings, topics, and modules. Constraints: Time, Accommodation, Furnishings and equipments, Budgets Design of the training.

Designing of training (Contd)

Training Topics:
The contents should be taught in

headings, topics, and modules.

Implementing Training
Trainer needs to be prepared mentally Physical Set-up it makes first impression on participants Establishing rapport with participants many ways.

Reviewing the agenda tell the participants the goal of the programme, what it tries to achieve etc

Facilitation of training

Peer support

Reward System Facilitation Of training Through Organisation intervention

Supervisor support

Climate

Trainer support

Culture

Training Manuals
Introduction

The job
Selecting the trainees Organisation of training Training program Performance monitoring and recording Evaluation procedures

Selection and training of trainers

The trainers are of different types
On the job trainers Instructors Training officers

Description of Trainers
On the job trainers - On the job trainers are people who instruct in the working situation. Instructors - One who conducts teaching sessions both on-and off-the job. Training officers - Who has to shoulder the responsibility of developing companys training policy, and helping line management to maximise their instructional role.

Preparing a training plan

There is no set format for training plan since individual concerns will have different requirements However, all training plans will needs to include
The duration of the training plan Budget Key result areas as a major targets Type of training Method of training Duration of training programs Place of training Delegation of responsibility Follow up procedures