t/d

Training & Development

Purpose of Training
The

purpose of training and development is to make sure the employee are working towards organizational goal. It also needs in order to improved the employees performance in the organization.

Training method ?

Training Needs Identification

Training the process of teaching new employees the basic skills they need to perform their job. Development learning that goes beyond todays job and has more long-term focus. Training & Development- continuous effort designed to improve employee competency and organizational performance.

Training Methods

Aim of Training & Development 1. Balanced Growth of Employees

The Training & Development continuum

Training

Development

Manual Skill

Specific job Tech

Technique Principles

Concepts

Philosophy

Training vs. development

Learning dimensions Meant for Focus
Scope

Training
Operatives Current

Development
Executives Current

Goal

and future jobs Work group+ Individual organization future work Fix current skills demands
individual

job

Initiated

by

management

Training vs. development

Learning dimensions
Content

Training
Specific

Development job
General

related information
immediate

knowledge / awareness
Long

Time

frame

term

The Training Development System

Training Need Assessment

Training Outcomes (Objs)

Measure training Impact

Develop Trg. Modules

Conduct Trg. Programme

Select Trg. Method

Finalize Training Plan (when, what, who )

Training for Development by R K Sahu , p 98

Training Methods

A training method is the process , technique or approach which a trainer uses in teaching. The method by which training is delivered which varies based on the needs of the company, the trainee & the task being performed. The method chosen is important as it will motivate employees to learn, help them retain and transfer what they have learned and enhance their performance.

5 Steps - trg /dev

Steps Determining specific training & development needs. Establishing specific training & development objectives. Select the T&D method. Implement the T&D Programs. Evaluate T & D programs.

Management Development Method

On the job training

Coaching Mentoring Job rotation Job instruction techniques Sensitivity Training Transactional analysis Straight Lectures method Simulation method Role Play Sensitivity Training In Basket Training Audiovisual-Based Training Computer-Based Training Distance and Internet-Based Training

Off the job training

Linkage of Training with Organizational Goal

Organizational Goal

Identify Training Needs Decide Type of Training

On- The- Job Off- The- Job

Follow - Up

Develop Trg. Obj

Design Trg. Curriculum

Measure Impact of Training

Conduct Training

Select Training Methods

Need assessment 1) Organizational support 2) Organizational. analysis 3) task & role analysis 4 ) person analysis

Training process
Development of criteria
Training validity
Transfer validity Intra Organizational validity Inter Organizational validity

Instructional objective

Selection & design of instructional program training

Use of evaluation models

On-the-Job Training
On-the-job training (OJT) means having person learn a job by actually doing it. It is one of the best training methods because it is planned, organized, and conducted at the employee's worksite.

Types of On-the-job training Coaching or understudy method acquiring skills by observing the supervisor Job rotation trainee moves from job to job at planned intervals
OJT Steps

OJT Steps

Step 1
Prepare and put the worker at ease. State the job, find out present knowledge level of the worker Stimulate the worker's interest in learning the job Present the operations Tell, show and illustrate one important point at a time Stress each key point Instruct clearly, completely and patiently,

Step 2

Step 3 Try out the worker's performance Have the worker do the job, and correct errors Make sure the worker understands, and continue until you are certain of this Step 4 Put worker on his own, Check frequently and encourage. Designate to whom he should go for help

The advantages & Disadvantages

Advantages
Inexpensive, employee learn when producing , no need expensive off-site facilities Facilitates learning since trainees learn by doing & get quick feedback on their performance.

Disadvantage

- Low expectations or low teaching skill on the trainers part may translate into poorer trainee performance.

On the job training Coaching

Considered as a corrective method for inadequate performance It is one-to-one interaction Can be done at the convenience of both Can be done on phone, meetings, e-mails etc, Provides an opportunity to get feedback from the coach.

On the job training Mentoring

An ongoing relationship that is developed between a senior and a junior employee Provides guidance and clear understanding of how the organisation plans to achieve its vision and mission

Not a structured and regular one.

Focuses on attitude development Conducted for management level employees Done by someone inside the organization Helps in identifying weekness and focuses on areas that need improvement.

On the job training Job rotation

Employees is moved from one job to another to broaden experience. Helps new employees understand variety of jobs , learn new job, prepare for higher responsibilities.
Rotation carried out helps the employee to broaden the horizon of KSA Assessment of the employee who have the potential and caliber for succession planning.

Job instruction training

Step by step structured training method in which a trainer (1) prepares a trainee with an overview of the job its purpose, and the results desired, (2) demonstrates the task or the skill to the trainee, (3) allows the trainee to mimic the demonstration on his or her own (4) employee does the job independently (5)follows up to provide feedback and help.

Off the job training

Off the job training involves employees taking training courses away from their place of work. This is often also referred to as "formal training". Off the job training courses might be run by the Organizational 'training department or by external agencies. - Use of specialist trainers . - Employee can focus on the training and not be distracted by work

Lectures
A lecture is the method learners often most commonly associate with college and secondary education. In this method, the trainer does all of the talking. He or she may use handouts, visual aids, question/answer, or posters to support the lecture. Communication is primarily one-way: from the instructor to the learner.

Pros and Cons

Pros Less time is needed for the trainer to prepare than other methods. It is a quick and simple way to present knowledge to large groups of trainees Cons Does not actively involve trainees in training process. The trainees forget much information if it is presented only orally.

Informal Learning

Most learning doesn't occur during formal training programs. It happens through processes not structured or sponsored by an employer. Informal learning is the term which describes what happens the rest of the time. Informal learning describes a process by which trainees acquire values, skills and knowledge from daily experience from their work environment. For example, learning organizational work norms

Programmed Learning

1)

2)
3)

A systematic method for teaching job skills that consists of three parts Presenting questions, facts or problems to the learner Allowing the person to respond Providing feedback on the accuracy of answers Programmed learning is based on the principles of small steps, self-pacing, and immediate feedback.

Pros and Cons

Pros It reduces training time It also facilitates learning because it lets trainees learn at their own pace Provides immediate feedback and reduces the learners risk of error Cons Trainees can easily get side-tracked and may move slower than the trainer desires. It is also more difficult to measure the employees progress.

Audiovisual-based Training
training techniques includes DVDs, films, Power Points, audiotapes and videotapes are widely used because of their effectiveness These techniques are more effective then lectures in situations which are not easily demonstrable in live lectures, such as heart surgery, visual tour of a factory
Audiovisual-based

Pros and Cons

Pros It is easy to provide this training and the trainer can follow-up with questions and discussion. It is also easy to assure that the same information is presented to each trainee. Cons It is expensive to develop

Role Plays
Trainees act out characters assigned to them. Information regarding the situation is provided to the trainees. Focus on interpersonal responses. Outcomes depend on the emotional (and subjective) reactions of the other trainees. The more meaningful the exercise, the higher the level of participant focus and intensity.

Role Play training method

Benefits of Role Play Method are:

Interpersonal

Skills Group decision making Communication skills Conflict resolution Developing understanding skills

Simulated Training

Simulated training is a method in which trainees learn on the actual or simulated equipment they will use in the job, but are actually trained off the job Trainees participate in a reality-based, interactive activity where they imitate actions required on the job. It is necessary when it is too costly or dangerous to train employees on-the-job such as in airplane pilot training

Pros and Cons

Pros It is a useful technique for skills development. Training becomes more reality-based, as trainees are actively involved in the learning process. It directly applies to jobs performed after training. Cons Simulations are time-consuming. The trainer must be very skilled and make sure that trainees practice the skills correctly. Only perfect practice makes perfect.

Management / Business games

Permits participants to assume roles such as president, controller, or marketing vice president or two or more similar hypothetical organizations & complete against each other by manipulating selected factors in a particular business situation

Case study
T&D

method in which trainees study the information provided in the case & make decisions based on it Used in classroom with instructor who serves as facilitator

Videoconferencing
Widely used in US Interactive & offers flexibility & spontaneity in classroom Used by global firms Increase access to training, ensure consistency of instruction & reduce cost of delivering T&D

Apprenticeship Training

Apprenticeship is a combination of on-thejob training and related classroom instruction by which people become skilled workers. Trainee will be working with a skilled trainer who will teach him the skills he need.

It is a structured process by which people become a skilled workers. Traditionally used in craft jobs.

Internships
Training approach where university students divide time between attending classes & working for organization Excellent means of viewing potential permanent employee at work. Students are enabled to integrate theory with practice.

Online higher education

Educational opportunities including degree & training programs delivered either entirely or partially via the internet Allows employees to attend class at lunchtime Reduces commute to school

Transactional Analysis
Transactional analysis - Transactions between people are seen as having 3 levels: Complementary both people are operating from the same ego state Crossed the other person reacts from an unexpected ego state Ulterior two ego states within the same person but one disguises the other

Off the job Training Transactional Analysis

Ego states Ego States

Child Child

Parent Parent

Adult Adult

Transactional Analysis
Eric Berne was born in 1910 in Montreal, Canada. His father was a doctor & his mother was an editor. Earned an MD in 1935 from McGill Univ Became a US citizen and served in Utah during WWII, practicing group therapy

In- Basket Training

Exercise

in which participant is asked to establish priorities for and then handle a number of business papers or email massage such as memoranda, reports and telephone massage that would be typically cross a managers desk.

In Basket Technique
It Focuses on Building decision making skill

Assess and develops KSA Develops communication and interpersonal skills Develops procedural knowledge

Develops strategic knowledge

Types of Plans

US attack at Bin Laden Hide out

Vestibule training

Vestibule training is a type of instruction using a vestibule, a small area away from the actual worksite, consisting of training equipment exactly duplicating the materials and equipment used on the job.

The purpose of vestibule training is to reproduce an actual work setting and place it under the trainer's control to allow for immediate and constructive feedback. Training vestibules are useful because they allow trainees to practice while avoiding personal injury and damage to expensive equipment without affecting production.

Some Computer-based training techniques

Some Computer-based training techniques

Simulations Computer simulations provide a representation of a situation and the tasks to be performed in the situation. Trainees perform the tasks presented to them by the computer program and the computer monitors their performance. Intelligent Tutoring System (ITS) Intelligent Tutoring System (ITS) make use of artificial intelligence to provide tutoring that is more advanced. Then other type tutoring.

Some Computer-based training techniques

Virtual Reality

Virtual reality is an advanced form of computer simulation, placing the trainee in a simulated environment that is virtually the same as the physical environment. This simulation is accomplished by the trainee wearing special equipment such as head gear, gloves and so on, which control what the trainee is able to see, feel and other senses. The trainee learns by interacting with objects in the electronic environment to achieve some goal.

Pros and Cons Pros Quick and faster Instructional consistency Increased retention Cons Very expensive

Distance and Internet-Based Training

Distance training includes: Teletraining With teletraining, a trainer in a central location teaches groups of employees at remote location via television hookups.

Videoconferencing Videoconferencing allows people in one location to communicate live via a combination of audio and visual equipment with people in another city or country, or with groups in several cities.

Internet-Based Training It is defined as a planned teaching/learning experience uses Internet or computer-based, to reach learners. Many firms use IBT. They let their employees take online courses offered by online course providers

Pros and Cons Pros Quick Inexpensive Cons Lack of human contact

Benefits to organization
Better quality of work Higher productivity Cost reduction

High morale
Reduced supervision Less learning period Personal growth Fewer accidents

Brings loyalty

Benefits to employees
Self confidence Safety Higher earning

Promotion
adaptability

New skills
Personal growth

Need for evaluation

To determine the accomplishment of specific

training objective To determine the Cost effectiveness To determine the Program failure To determine the Correcting performance deficiencies Any Change in trainee capabilities are due to training & not due to any other condition

Importance of Training Evaluation

Improved quality of training activities Improved ability of the trainers to relate inputs to outputs Better discrimination of training activities between those that are worthy of support and those that should be dropped Better integration of training offered and on-the job development Better co-operation between trainers and line-managers in the development of staff Evidence of the contribution that training and development are adding value to the organization

Questionnaires

Time series

tests
Evaluation methods

Experimental & Control groups

interviews
Cost benefits analysis

Steps
Welcoming to the organization Explain about company Show the location/department where the

new recruit will work Give the company manual to the new recruit Provide details about various work groups and the extent of unionism within the

Advantages

It helps to build two way communication It facilitates informal relations and team work Induction is helpful in supplying information about the organization, job, and welfare of employees Proper Induction will reduce employees grievances, absenteeism and labor turnover Induction helps to develop good public relations and improve the overall morale of employees An Induction program proves that the company is taking a sincere interest in getting him off to a good start

Data sources used in training Need assessment

Organizational analysis Organizational goals & objectives Personnel inventories Skills inventories Climate analysis Efficiency index Exit interview MBO Customer satisfaction survey

Task analysis Job description Job specification Performance standard Work sampling Reviewing literature Asking que about job

Person analysis Performance appraisals Work sampling Interviews Questionnaire Tests Training progress Rating scales Diaries Role play

Designing training and development program

Who are the

trainees Who are the trainers What techniques & methods What should be the level of training What principles of learning Where to conduct the program

Designing training and development program

1. 2. 3. 4. 5. 6. 7. 8. 9.

What principles of learning:

Motivation Recognition of Individual differences Practice opportunities Reinforcement Feedback Goals Schedule of learning Meaning of material Transfer of learning

Designing training and development program

1.
2. 3.

Where to conduct the program: At the job itself On site but not the job Off the site

Process
Conduct a Needs Analysis

Develop Measurable Learning Outcomes and Analyze Transfer of Training

Develop Outcome Measures
Choose an Evaluation Strategy Plan and Execute the Evaluation

Outcome Measures
Reactions Learning Behavior Results Trainee satisfaction Acquisition of knowledge, skills, attitudes, Improvement of behavior on the job Business results achieved by trainees

How to make training more effective

Management should commit itself to allocate

major resources and adequate time to training. Training should contribute to competitive strategies of the firm. Training should be done eat all levels on a continue and ongoing basis. Their should be proper linkage among organizational, operational and individual training needs. Create a system to evaluate the effectiveness of training.

 Give details about pay, benefits, holidays, leave

etc. Explain future training opportunities and career prospectus Clarify doubts, by encouraging the employees to come with the questions Take employee on a guided tour of building, facilities, etc.