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Kultur Dokumente
T&D- 2016-18
Module 1
Overview of Training & Development: Overview, The
changing organizations, employee training scenario India,
Asia and Global; Strategic training; Training as a tool for
employee performance enhancement; T&D from a change
model perspective; Models of Training; Systematic Model, The
Transitional Model, , Understanding Learning Concepts.
Talent Mobility
Technology
Talent Shortage
Strategic T&D Process
Identifying Org. Business Strategy
Vision, Mission, Values and Goals Top Mgmt
SWOT Analysis operating envt. viz; ppl, tech. and fin
resources
Consider the competitors
Perform T&D Activities
Examples
Collect metrics to show Training Success
Metrics are used to identify the training success or failure
Customer service
Employee satisfaction / experience
No. of defect product
Time spend on product devp.
No.of patents
Balanced scorecard: performance measurement that compare the
performance from the perspective of internal or external customers,
employees and share holders
Process of Training
1. Training Need
Org. Analysis Identify training Needs
Job Analysis Identify Training Needs according to JD
People Analysis Identify people that require training
2. Instructional Design
Set training goals
Determine what to train
Identify trainees
Identify training materials
Select trainer
Process of Training cont
3. Validation
Pilot Study
Consultation trainee and superior
4. Implementation
5. Evaluation and follow-up
Concurrent evaluation
Immediate evaluation
Follow-up evaluation
Models of Training
Transitional Model
System Model
It focuses on organization as
a whole
The two loops:
The outer look describes the
Vision, Mission Values etc.
The inner look describes the
Training Model
Models of Training - System Model
Analysis Stage:
Analyze the
department, job,
employees
requirement, who
needs training, what
do they need to
learn, estimating
training cost
Models of Training - System Model
Design Phose:
Developing objectives
of training
Identifying the
learning steps,
sequencing and
structuring the
contents.
Models of Training - System Model
Develop Phase:
selecting delivery
method,
examining the training
material
validating information
Indicators are
Job Performance,
Changes in the Job
Use of New Technology
Person Analysis - Process
Person Characteristics :
Basic Skills
Self Efficiency
Awareness about timing, career, interest and goals
Input instructions provided to the employees
what, how and when to perform.
It also include equipment, time and budget
Output expectation from Training
Consequences type of incentives for expected performance
Norms
Beliefs
Rewards
Feedback
Frequency
Details
Person Analysis
The typical tools are:
Performance Appraisal
Self Ratings
360 Degree Performance Review
Employees self- efficacy level can be increased by:
1. Letting Employees know that the purpose of the training is to
try to improve performance rather than to identify areas in
which employees are incompetent.
2. Providing as much as information as possible about the training
program and purpose of training prior to the actual training.
3. Showing Employees the training success of their peers who are
now in similar job.
4. Providing employees with feedback that learning is under their
control and they have the ability to overcome any learning
difficulties they experience in the program.
Task Analysis
Task Analysis
Results in a description of work activities, including tasks performed
by the employee and the knowledge, skills & abilities required to
complete the tasks.
A Task is employees work activity in a specific job
To complete the Tasks, employees must have specific levels of:
Knowledge
Skill
Ability
Other Considerations (Conditions under which Tasks are performed)
KSAOs
It is a time consuming & tedious process to gather data from
different persons in the company
Steps in Task Analysis