Training & Development

Training Concept Role Types of Training Determinants of training Understanding the process of learning Developing an integrated approach of learning in training programs

Training
It is a learning process that involves the
Acquisition of knowledge Sharpening of skills, Concepts, rules Changing of attitudes and behaviors

to enhance the performance of employees

Training is activity leading to skilled behavior A process by which people acquire knowledge and skills needed for performance in their current assignments Training is about knowing where you stand at present, and where you will be after some point of time Training refers to planned effort by the company to facilitate employees job related competencies

Importance of training
Improves skills sets of an individual
Develops technical capabilities Enhances competitiveness Develops confidence Increases organizations growth Enhances overall competency of the organization Improves quality of the workforce

Cont.. Creates healthy work environment

Optimum Utilization of Human Resources

Development of Human Resources Personal growth & expansion of

overall personality
Development of skills of employees technical skills, behavioral skills Enhancement of job knowledge Expansion of the horizons of human intellect Increases productivity Develops team spirit, zeal to learn within employees

Cont..
Organization Culture Organizational health & effectiveness
Creates learning culture within the organization Organization Climate Builds positive perception & feeling about the organization

Quality of work and work-life

Morale of the work force Image creating a better corporate image Profitability leads to improved profitability Helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects

that successful workers and managers usually display

Challenges of Training
Support from Management
Aligning training with Business Strategy Changing Demographics Orientation to learning Readiness & Motivation to learn Difficulty in grasping/learning (especially technical training) Training as a continuous improvement Quality

Learning Environment
Learning is relatively permanent change in human capabilities & the capabilities are related to specific learning outcomes. Learning occurs through observation, experience and interacting with others. Learning environment: It is the place and setting where learning occurs; it is not limited to a physical classroom. The learning environment includes, but is not limited to, academic buildings, residence halls, sports facilities, the office environment, and offcampus on company sanctioned events.

A safe or positive learning environment is one in which the trainee and the trainer are free from harm, discrimination and teasing; where tolerance and acceptance are present; where new ideas and creative problem solving are encouraged; and where trainee can ask questions and learn without fear of mental or physical discomfort.

Traditional v/s Modern methods of training

Traditional methods

Traditional methods refer to methods of delivering training that have been around for many years Traditional methods of training are :
1. Presentation Methods 2. Hands-on-methods 3. Group Building Methods

Traditional Methods of Training

1. Presentation Methods Lecture Audio-visual Techniques 2. Hands-on-methods On-the-Job Training Simulations Case Studies Business Games Role plays Behavior Modeling 3. Group Building Methods Adventure Learning Team Training Action Learning

Traditional Methods of Training

1. Presentation Methods a. Lecture Method

Method

Description

Standard Lecture Trainer talks while trainees listen & Absorb information
Team Teaching Guest Speakers Panels 2 or more trainers present different topic or alternative views of the same topic Speaker visits the session for a predetermined time period.

2 or more speakers present information & ask questions b. Audio-visual Techniques

- Includes overhead slides andtrainees present topic to the class Student Group of video presentations

Traditional Methods of Training

2. Hands-on Methods These methods require the trainee to be actively involved in learning These methods are ideal for developing specific skills and behaviors that can be transferred to the job

a. On-the-job Training One of the oldest & most used types of informal training OJT can be useful for training Newly hired employees Upgrading experienced employee skills in case of new technology is introduced Cross training employees within the department Orienting transferred and promoted employees to their new jobs b. Simulation A training method that represents a real life situation It allows trainees to see the impact of their decision in an artificial, risk free environment

Traditional Methods of Training

c. Case Studies Its a description about how employees or an organization dealt with difficult situations Trainees are required to analyze & critique the action taken indicating the appropriate actions & suggesting what might have been done differently d. Business Games Primarily used for management skill development Business games require trainees to gather information, analyze it, and make decisions

Traditional Methods of Training

e. Role plays Trainees act out the character assigned to them Role play focuses on interpersonal responses f. Behavior Modeling
Behavior modeling presents the trainees with a model who demonstrates key behaviors to replicate and provide trainees with the opportunity to practice the key behaviors

3. Group Building Methods - Designed to improve the team or group effectiveness a. Adventure Learning Focuses on the development of team work and leadership skills through structured activities It may include outdoor training, wall or mountain climbing, travelling from one tower to other using rope

b. Team Training Team training coordinates the performance of individuals who work together to achieve a common goal 3 components of team performance are:

Knowledge
Attitude Behavior

c. Action Learning
Action learning gives team an actual problem, they work on solving it and committing to an action plan and then holds them accountable for carrying out the plan

Modern methods of training

Modern methods Modern methods of training are the improved versions of few traditional methods Modern methods mainly include E-learning and use of technology in training

Self-Directed Learning Program (SDLP)

Employees take responsibility for all aspects of learning

Trainees master predetermined training content & trainers may serve as facilitators
Learning takes place at their own pace without an instructor Advantages of SDLP include flexibility in terms of location, reduced instructor and facility costs, and time and resource efficiency SDLP are consistent with the move in organizations to place more responsibility on employees for their own development Readings, workbooks and correspondence courses Readings and workbooks are typically targeted to a specific knowledge or skill need For a more comprehensive developmental approach, organization and individuals will opt for correspondence courses

SDLP
Linear programming has five key steps:
All the material is presented in small units called frames Each frame requires an overt response from the learner The learner immediately receives feedback about the correctness of the response The program is predesigned to provide proper learning sequences Each trainee proceeds inadequately through the program at a pace commensurate with his/her own abilities

SDLP
Branching Programs

Correct responses by the learner lead directly to the next step of the program whereas incorrect answers lead to a branch designed to correct the mistake Branching programs cannot eliminate all errors Branching programs have had limited flexibility Computer-assisted programs have helped in increasing flexibility for branching

Simulated Work Settings

Training simulators are designed to replicate the essential characteristics of the real world that are necessary to produce learning and transfer.

Reasons for using Training Simulators

Controlled reproducibility Safety Considerations Utilization of learning Cost

DLP - Digital Light Processing

Digital Light Processing (DLP) that accepts digital video and transmits to the eye a burst of digital light pulses that the eye interprets as a color analog image. DLP is based on a micro-electromechanical systems (MEMS) device known as the Digital Micro-mirror Device (DMD) It can be combined with image processing, memory, a light source, and optics to form a DLP system capable of projecting large, bright, seamless/perfect high-contrast color images with better color fidelity and consistency than current displays

CD ROM and Interactive Multimedia

Multimedia is defined as a computer-driven, interactive communication system for various types of text, graphic, video and auditory information. Interactive media often include live action video, animation, graphics, text, and audio to deliver training content. The effectiveness of computer-based instructional approaches such as CDROM multimedia programs is encouraging. The scope and complexity of multimedia programs using CD-ROM technology has greatly advanced since the use of video discs and early computer-based programs.

CD ROM and Interactive Multimedia

PLATO (Programmed Logic for Automated Teaching Operations), one of the many well-developed systems of interactive multimedia It consists of over 5000 individually selectable or assignable learning activities that can be as short as a 15 minute lesson to 90 minute modules that are self-paced The curriculum can be examined to develop a customized plan for workers to upgrade basic skills such as quality fundamentals, workplace communication, and problem solving. In general, multimedia programs often embed in the modules intensive drill and practice exercises to build declarative knowledge, and to improve procedural knowledge.

CD ROM and Interactive Multimedia

Comprehensive reviews and analysis have repeatedly found that computerbased instructions save time and lead to higher scores on mastery tests compared with traditional classroom instruction Formative evaluations of multimedia systems needs to be investigated to enhance the effectiveness of such systems The important aspects to evaluate include program clarity, ease of use, feedback quality, content accuracy, and trainee appeal Interactive multimedia instruction through CD-ROM technology is better suited for situations where the necessity for updating content is fairly infrequent When organizations want individuals to go through the same training experience, CD-ROM can be quite effective as individuals can be led through the program with the same content

Web-Based Instruction
With this learning platform, information is sorted and transmitted as requested by trainees at remote sites accessed through widely available web browsers such as Explorer There are many potential benefits of web-based instruction: Information on web is generally stored in one location and transmitted across company intranets or the internet as requested by remote sites Web training is easy to update and increase the accessibility of training to a broad audience Web-based instruction also allows for just-in-time training delivery as trainees can access the material when needed Web-based instruction is most appropriate when self-directed learning is a possible and preferable teaching mode

Intelligent Training systems

Intelligent training systems are computer-based programs that strive to completely individualize instruction

This learning platform can diagnose the trainees current level of understanding or
performance and select the appropriate intervention that can advance a trainee toward more expert performance Intelligent training systems offer the potential to customize the training experience for individuals to better meet individual needs

Intelligent training systems are designed to infer trainee models as a result of

watching the trainee solve tasks and comparing them through computerized expert models in a domain.

Virtual Reality Training

With virtual reality training, trainees can view a 3D world of the kinds of situations they might typically face on the job and encounter objects in this simulated world

that can be touched, looked at, and repositioned.

The technology is used to stimulate multiple senses of the trainee Virtual reality training has been advocated because it is supposed to be a highly motivating, interesting, and effective training tool. Devices relay/communicate information from the environment to the senses, for

example, audio interfaces, gloves that provide a sense of touch or motion platforms
are used to create a realistic, artificial environment

Virtual Reality Training

One advantage of virtual reality is that it allows trainees to practice dangerous tasks without putting themselves or others in danger

Another potential advantage relates to the cognitive processing required by the

learner. The use of such a realistic environment in training may make more memory available for learning

Obstacles to developing virtual reality training include poor equipment that results in a reduced sense of presence. Poor presence may result in the trainee experiencing

vomiting, dizziness and headaches (simulator sickness) because senses are distorted

Q&A