TOPIC 4

TRAINING

by Ambigah a/p Sandran

Training

Organized activity aimed at imparting information and/or instructions to

improve the recipient's performance or to help him or her attain a required
level of knowledge or skill.

In other words, training is concerned with increasing the knowledge and

skills of employees for doing specific jobs, and development involves the
growth of employees in all aspects.

Whereas training increases job skills, development shapes attitudes of

employees.

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Training

Employee training is a significant investment an employer can

make.

However, a lot of money is wasted on inefficient training.

The Malaysian government encourages employers to train and retrain employees (Human Resource Development Fund).

Meaning - Training is the act of increasing the knowledge and skills

of an employee for doing a particular job. Edwin B. Flippo
(author of Personnel Management)

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Smart employers know that training programmes help in

attracting sophisticated and educated talents.

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Defining Training

Changes
Attitudes
(A)

Develop
skills
(S)

which aims to improve an employees

current performance.

Education consists of activities

designed to prepare employees for

Training
Imparts
knowledge
(K)

Training is the organisational activity

future jobs.

Development is those learning

activities designed to help the
individual employee grow but which
are not confined to a particular job.
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Defining Training

Training may be conducted outside the classroom.

Whatever specific skills & knowledge a worker

may have picked up during his secondary &
tertiary education will be out-of-date.

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Benefits of Training
Increases

Keeps workers

workers job

skills & knowledge

satisfaction

up-to-date

Increases

Motivates

workers
productivity

workers

Effective
Training

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Which shows Effective Training

A

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Steps in Organising a Training Process

1. Identify training needs

2. Set training objectives
3. Design the Training Programme
4. Implement the Training Programme
5. Evaluate the Training Programme
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Identify Training Needs - (Training Needs Analysis)

a)

Who needs training?

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Identify Training Needs - (Training Needs Analysis)

a)
1.

Who needs training?

Individual workers facing difficulties in performing their

job.

2.

New workers

3.

New technology/ procedures introduced.

4.

Individuals are transferred / promoted.

5.

A major change such as a merger take place.

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Identify Training Needs - (Training Needs Analysis)

b)

What is the worker / group of workers lacking?

not all employee problems lend themselves to training solutions.

steps to carry out for an analysis of the employee's training
needs are:
i.identify a performance problem.
ii.Decide whether the problem is serious enough to justify action.
iii.Identify the cause of the problem.
iv.Generate alternative solutions to the problem.
v.Choose the best solution and implement.

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Set training objectives

Terminal behaviour

The minimum requirement for a training objective.

Example for a management development programme:

At the end of the programme, the manager will be able to take greater
responsibility for the development of her own staff. Indicative activities
will include:
- Carry out satisfactory appraisal interviews
- enable her subordinates to recognise and accept their own training
needs
- conduction effective coaching and counselling sessions
-Delegating successfully to her subordinates

Standards to be achieved

Conditions of Performance

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Designing the Training Programme

Facilitators?
Venue?
Duration / Scheduling?
Number of
participants?
Training methods?
Logistics?
Budget?
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Designing the Training Programme

Facilitators?

a) Where will the training be held?

b) What training methods will be used?
c) Who will facilitate the training programme?

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Designing the Training Programme

Venue?

Example:
Job

Workstation

Clerk

At his/her desk

Bus drive

At the wheel of the bus

chef

In the kitchen

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Training Methods
Computer-aided
learning / e
-learning

In-tray / inbasket services

Case studies
Special
assignments

Job
rotations

Simulation
trainings

Role-plays

lectures

Adventure
learning
Training
methods

Apprenticeships

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Training Method

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Training Facilitator
Effective Trainers
1. Passionate about sharing their knowledge with others
2. Knowledgeable about their subject matter
3. Knowledgeable about training methods and other aspects
of andragogy
4. Skilled in communication
5. Patient and good humoured

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Training Facilitator
Common blunders made by trainers
1. They give lectures to the trainees
2. They provide no visual aids
3. They provide hundreds of visuals; then stand and read
them
4. They treat trainees like children in a schoolroom
5. The ignore the non-verbal signals of the trainees

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Implement & Evaluate the Training Programme

Prepare checklists

Prepare a training evaluation questionnaire.

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Implement & Evaluate the Training Programme

Reasons for Evaluation, Paul Bernthal (n.d)
1. To justify the financial investment in the training
2. To get feedback for ongoing improvement
3. To compare the effectiveness of two or more
programmes
4. To meet requirement set by legislation

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Implement & Evaluate the Training Programme

Questions or levels of evaluation that need to be addressed
(Donald Kirkpatrick, 1959):
1. What are the trainees learned?
2. What have the trainees responses to the programme?
3. In what way has the behaviour of the trainees changed after
training?
4. How has the organisation benefited from the training
programme?

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Summary
Training is a partnership between employers, employees,
training vendors and the government.
Training benefits employers by increasing productivity and
motivating of workers.
Effective training programmes take into consideration learning
principles.
After each training programme, an evaluation must be
conducted.

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