Training and Development

Quotes
An investment in knowledge always pays the
best interest.
~ Benjamin Franklin

Training increases skill and competence and

teaches employees the how of a job.
Education increases their insights and
understanding and teaches the why.

~Michael Hammer and James Champy.

Video - HR Management: Training &
Development 6:25
 Training Plans
Develop and implement training plans that are aligned
with the organizations strategic plan and general business
need
 Distinguishing Between Training and
Education
Education is the process of acquiring knowledge and
information, usually in a formal manner. Education equips
learners to acquire new knowledge by teaching them how
to think. Examples are the study and understanding of
human behavior, team dynamics, and the principles of
statistics.

Training is the process of acquiring proficiency in some

skill or skill set. Examples are team leadership and
facilitation and the application of the seven quality control
tools.
 Alignment with Needs
Considerations (Juran and Gyrna)
1. The quality problems and challenges faced by the
organization
2. The knowledge and skills needed to solve these
problems and meet these challenges
3. The knowledge and skills actually possessed by the
job holders
4. The training facilities and processes already in
existence
5. The prevailing climate for training in the
organization, based on the record of past programs
6. What needs to be done differently to achieve the
desired quality
 Management Support and Commitment
Integration of training into business planning
Management as role models for quality
Trainees understanding the link between their training and the
strategic objectives of the organization
Preparing workers to deal with changing expectations through
training
Establishing the acquiring of training skills as a requisite skill
set for all management and team leaders.
Effective training design and delivery.
Consistent and frequent on-the-job recognition for work done
well.
Coaching to reinforce the workers use of post-training skills.
Treatment of training as an investment in the future.
Question?
Designing effective training approaches must take into account:

I. The organizations work system.

II. Organization needs.
III. Individual employee needs.
IV. Training assessment criteria.

a. I, II, and III only

b. I, II, III, and IV
c. I and III only
d. I, III, and IV only
Question?
Which of the following statements are true about the differences between
training and education?

I. Training focuses more on doing, whereas education focuses more on

thinking.
II. Training is typically provided by employers, whereas education might be
funded but not provided.
III. Training teaches students to acquire new knowledge, whereas education
teaches new skills.
IV. Training is more job focused, whereas education is more theoretical.

a. I and III only

b. II and IV only
c. I, II, and IV only
d. II, III, and IV only
 What Training Can/Cannot Do
Training cannot solve problems where
lack of skill is not an issue
Cannot remedy a situation caused by poor
performance
Much of the time the problem is systemic
 Planning for Training
Were all project managers now
A need is identified
Objectives and outcomes stated
Stakeholders (trainees) identified
Development work is laid out (WBS)
Schedule for development, delivery and evaluation is established
Resources specified
Measurement established
Budget developed
Plans approved
Program development is monitored
Training is delivered
Outcomes evaluated
Lessons learned
 Training as a Process

1. Determine training needs

2. Design the training program
3. Deliver the training
4. Evaluate the effectiveness of the
training
5. Post-training
A Training System Model
Question?
From the following pairs, select the most critical factors relating
to training:

a. Support is derived from the strategic plan and the personal

commitment and involvement of top management.
b. Top management commitment and employee acceptance of
the need for training.
c. What training is needed and when.
d. Who will deliver training and to whom.
Question?
In a time of financial stress, training is often one of the first functions to be
discontinued, because:

I. Training is not considered part of the strategic plan.

II. Training is treated as a cost with no quantifiable benefits.
III. Management does not understand the connection between building and
sustaining the organizations competencies and achieving profitability.
IV. The correlation between the function of training and the function of
product realization has not been established.

a. I and II only
b. I, II, and III only
c. I, II, III, and IV
d. II and IV only
 Needs Analysis

Use various tools and techniques to develop and

implement training needs analysis
Reasons for a Needs Assessment and Analysis

Comply with new or changed regulatory

and/or customer requirements
Address new or changed systems,
processes, procedures, methods, equipment,
tools
Add/modify skills
Refresh previous training
Qualify/certify
Correct a skill deficiency
 Assessing Training Needs
Assessment can range from company-
wide assessment to a simple
observation
Companies often match people to jobs
based on education then train them on
specific skills/requirements of the job
Needs assessment should begin with top
management and the strategic plan
Needs Assessment Techniques and Tools

Review existing records

Interviews with best performers:
Focus groups
Organizational diagnosis
Job analysis
Tests, questionnaires, surveys, etc
Observation, interview
Incident analysis
Question?
Training appears to be needed in all but one of the
following situations. Which one?

a. A new law requires that training be done

b. A continual stream of terminations and new hires is
occurring
c. A cell structure is being created and all employees
within each cell must be able to do any task
within the cell
d. All employees must learn basic quality principles
Question?
A training needs analysis is:

a. An assessment of an organizations capability to meet

customers needs.
b. The action taken as a direct result of a training design
deficiency.
c. A gap analysis.
d. The best measure of an organizations performance
effectiveness.
Training Materials/Curriculum Development
and Delivery
Use various tools, resources and methodologies to develop
training materials and curricula that address adult learning
principles and the learning needs of an increasingly diverse
workforce. Describe various methods to deliver training,
including classroom style, workbooks, simulations, on-the-
job, self-directed, etc
 Designing the Training Program

1. A The analysis phase.

2. D The design phase
3. D The development phase
4. I The implementation phase
5. E The evaluation phase
 Adult Learning Principles

Adults have a need to know why they should learn

something
Adults have a deep need to be self directing
Adults have a greater volume and different quality of
experience than youth
Adults become ready to learn when they experience
in their life situation a need to know to perform more
effectively
Adults enter into a learning experience with a task-
centred orientation to learning
Adults are motivated to learn by both extrinsic and
intrinsic motivators
Learning Objectives Levels of Cognition

Remember (Knowledge level)

Recall or recognize terms, definitions, facts, ideas,
materials, patterns, sequences, methods,
principles, etc
Understand (Comprehension level)
Read and understand descriptions,
communications, reports, tables, diagrams,
directions, regulations etc
Apply (Application level)
Know when and how to use ideas, procedures,
methods, formulas, principles, theories, etc
Learning Objectives Levels of Cognition

Analyze (Analysis level)

Break down information into its constituent parts and
recognize their relationship to one another and how they are
organized; identify sublevel factors or salient data from a
complex scenario
Evaluate (Evaluation level)
Make judgements about the proposed ideas, solutions etc,
by comparing the proposal to specific criteria or standards
Create (Synthesis level)
Put parts or elements together in such a way as to reveal a
pattern or structure not clearly there before; identify which
data or information from a complex set is appropriate to
examine further or from which supported conclusions can be
drawn
 Lesson Plans

Crucial for training success

Every subject must be adequately researched
Develop twice as much material as you think you need
Ensure trainees know what is in it for them
Practice, practice, practice
Use examples that pertain to the operation where possible
Stimulate questions
Use training aids
Adapt the training to the groups level
Never make excuses
Remain positive
Follow the lesson plan
 Methods of Training Delivery
Learner-Controlled Instruction/Self-Directed Learning
Lectures and Presentations
Discussion
Experiential
Coaching
Case Studies
Workbooks
Instructional Games, Simulations and Role-Playing
Remote Learning
Distance Learning
Computer-based instruction
Job aids
OJT
Training Effectiveness and Evaluation
Describe and implement various ways of measuring training
effectiveness, including customer feedback from training
sessions, end-of-course test results, on-the-job
behaviour/performance change, departmental or area
improvements.
Video - Volunteerism -- best platform for
personal and professional development:
Tuan Nguyen at TEDxUOttawa (11:10)
Question?
Which of the following is the primary purpose of
training?

a. Improved technological capabilities

b. Improved human resource capabilities
c. Improved employee satisfaction
d. Improved operational results
Question?
Self-directed learning refers to:

a. Self-paced learning in some combination of print

material, computer-aided testing and simulations, CD-
ROMs, and so on.
b. The choice an individual has as to what he or she
wishes to learn.
c. Training always delivered without the presence of an
instructor or advisor.
d. Any training not delivered in a classroom setting.
Think Pair Share
Individuals not the organization are responsible for their
careers Do you agree with this? Support your reasoning.