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CHAPTER 1 OVERVIEW OF TRAINING & DEVELOPMENT

prepared by: NUR HANIM JAMALUDIN

TRAINING
A PROCESS WHEREBY PEOPLE ACQUIRE CAPABILITIES/COMPETENCIES TO AID IN THE ACHIEVEMENT OF SHORT-TERM ORGANIZATIONAL GOALS

DEVELOPMENT
A PROCESS WHEREBY PEOPLE ACQUIRE CAPABILITIES/COMPETENCIES TO AID IN THE ACHIEVEMENT OF LONG-TERM ORGANIZATIONAL GOALS
KNOWLEDGE, SKILL & ATTITUDE

TRAINING & DEVELOPMENT


TRAINING Current Job Individual Employee Immediate Fix current skill deficit DEVELOPMENT Current & future jobs Work group or organization Long term Prepare for future work demands

FOCUS SCOPE TIME FRAME GOAL

TRAINING AND PERFORMANCE CONSULTING


DESIRED RESULTS
PERFORMANCE GAP

ACTUAL RESULTS

DESIRED PERFORMANCE

ACTUAL PERFORMANCE

PERFORMANCE NEED ANALYSIS

NON TRAINING ACTIONS

TRAINING ACTIONS

The training cycle

RECORD & REVIEW TRAINING

IDENTIFY TRAINING NEEDS

IMPLEMENT TRAINING

PLAN TRAINING

Identifying Training Needs


A training need is created when a gap exists between present performance and required performance. There are five situations creating all the training needs within organisations. These are : An employee is newly recruited. An employee is newly transferred into a different job. An employee is newly promoted into a higher level job. An employees job is affected by change of any kind. An improvement in an employees current job performance is needed.

Planning Training
Training must be planned so that the priority needs of the business can be met, whilst making the best possible use of time, financial and human resources. The training plan must show: What How When (duration / date) Who provides / delivers / receives Where Budget / Cost

Implementing Training
Developing and delivering the training programme Implementing training is the bridging of the learning gap. There are a variety of methods to do this, including on-job training, off-job training, project assignments, computer-based training, self-paced study. The choice of method to meet each identified training need depends upon: The subject of the training; whether it involves developing skills, knowledge or attitudes. Those who are to be trained their numbers, background and experience. The availability and competency of trainers/instructors

Reviewing Training
Training costs money, it involves staff time, salaries, travel, accommodation, equipment and materials, even before outside organisations become involved. If training is to be a worthwhile investment, standards / productivity must be greater with training than standards / productivity without training. To complete the training cycle, an assessment of the effectiveness of training should be made. This takes place on two levels: i) Whether training has met the identified training need and filled the gap. ii) The total effects of the training on the business.

The Benefits of Training


Trainee Gains respect for the trainer/instructor Increase confidence Might lead to promotion Job satisfaction Increases knowledge Increases understanding between trainer/instructor and trainee Helps personal work organisation

The Benefits of Training


Trainer Job satisfaction Sees training put into practice Feedback from trainees helps for future training Improves trainers own standards and techniques Gives trainer confidence Identifies aims and objectives of future training

The Benefits of Training


Colleagues Less time consuming mistakes Pick up good habits from those trained Motivates them to be trained Improves team spirit Encourages discussion of ideas Creates awareness of good standards in all staff

The Benefits of Training


Customer Higher service standards Better reputation Happy workforce Better chance against competition Lower staff turnover Reduction in costs Less absenteeism More staff feedback Less complaints Safe/Secure work environment More business Possibly more profit

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