Principle

Today¶s Problem comes from

yesterday¶s solution.
The harder one pushes , the harder
the system pushes back.
The Cure can be worst than the
disease.
Training Drawback

³ The single biggest waste of ³training

dollar´ is when management spends
money on training and doesn¶t
understand why.´
- Newzealand¶s
advertising Guru
Cultural dysfunctions : Need for
Systematic Approach
Organizations respond to challenges in
a fragmented manner and solutions
are in piecemeal.
We compete with those whom we are
required to collaborate with.
Most learning is reactive and not
proactive.
- Kofman and Senge
A systematic approach to
training
Goldstein¶s Systems Model of Training
ADImE
Assessment
Design
Implementation
Evaluation
Systematic Training
Training need to be intentional and
result oriented.
Must aim at learning and
development of an individual, team
and organization.
It¶s aim is to build up expertise.
Changes in KSA- Knowledge, Skills
and attitudes.
It uses instructional technology.
Characteristics

It uses feedback to modify

instructional process.
There is a complex interaction among
the various components of the
system.
It provides a frame of reference fr
planning
2




 

  
  


 


=
 

A systematic approach to training

Needs Assessment Definition

A needs assessment is the process

of identifying performance
requirements and the "gap" between
what performance is required and
what presently exists.
Organizational Support:
Need assessment is basically an intervention into the organization.
Carefully done Assessment minimizes the disruptions and increases
cooperation.
Builds in trust and support from the organization.

Organizational analysis:
It considers the short term and long term goals of the organization.
It requires the upper level management examine their own expectations.
Helps in ensuring the transfer of training.

Requirement Analysis :
What is the gap and what is the requirement in terms of training for the
individuals and departments.

Task, Knowledge, skill and ability analysis:

It involves a careful analysis of job to be performed.
Critical elements are also taken under consideration.

Person Analysis :
It is deriving measures of job performance called as ³criteria´
It also has to be related to KSA and what are already learnt KSA need not
be taught.
 Macro vs. Micro
Macro Micro
aligned with initiated by
strategic goals performance
three levels problems or change
organizational assessment done to
clarify problem,
occupational determine if training is
individual the solution, analyze
performance, and
characteristics of
trainees
 Analyze

v What is the
problem? Problem Analysis
v Is it a training
problem? Performance Analysis
v What skills and
knowledge should Task/Competency
be included in the Analysis
training program?
v Who needs to be Learner Analysis
trained?
What is Problem and
6

Performance Analysis?
Clearly defining the problem
or opportunity
A formal procedure used to
analyze defined needs to
determine their causes and
identify appropriate solutions.
Instructional Technology
Refers to the systematic development of programs in
education and training.
Characteristics:
1. Systems approach uses feedback to modify instructional
processes.
2. The instructional- systems approach recognizes the
complex interaction.
3. Systematic analysis provides a frame of reference for
planning and remaining on target.
4. Training is one of the set of interactive systems.
Instructional Design Process

ANALYZE DESIGN

DEVELOP IMPLEMENT

EVALUATE
 6

Training and development phase
Choosing a training environment :
It is important to choose a healthy and cordial training
environment.
It is an art and can make a learner move from novice to expert.

Trainee Characteristics:

It will help to understand the degree of readiness trainees have

for a program.
Also can be related to the motivation level of the trainee.

Learning Principles:

Training ± job setting ± increase the performance at work.

Contextual Factors:

Disruptive factors must be removed.

Inductive factors must be added.
Step 1: Define the problem

@
 @
  

@
 @ P ANC (ptimals)

- ACTUAL P ANC (Actuals)

= P

L TANNG N @
Step 2: Is it important?
Why is it important?
What if you did nothing?
How big is it? (Quantify if
possible)
Who cares?
³Is the cost of the discrepancy
high enough that it seems
worth pursuing a solution?´
If the answer is no«..

ï


j

Step 3: Determine Cause(s)

ï
 
 


  

I don¶t
ï


wanna!


 I don¶t know
how.
Yes, it is a skill deficiency

ë    w 

  



ë  
w


 

ë  
 

Other questions

    
  


ë   
 
  


   
   
If a skill deficiency..
Provide training
Provide practice
Provide feedback
Simplify the task
Develop a job aid
OJT
Transfer
Terminate
 6


Yes, it is a problem of will...

  
   
 
   
 

     ë  
   
 

 

ë  
@
    
 

 
And one last question...



   



 6


Step 4: To train or not to train?

First determine    

cause(s)
 

Only then look at
 
!
possible solutions
Seek integrated ï  
solution systems
that get to the root
of the problem
To solve a performance issue

Training may not be the answer

Training may not be the only answer
 6


Cause Solution

If skill or knowledge«««.training
If lack feedback«««««..feedback, standards
If not motivated«««««.rewards,
consequences
If unclear expectations«..std, measure, discuss
If job environment««««change environment
If potential««««««««change personnel
 6


If training is the answer«.

Formal training
Self study
Technology based
Job
related/workplace
approaches
 6

Outcomes of Problem and
Performance Analysis
More complete picture of problem
Is it training? Is it training plus«
Make solid recommendations
If is training or job aid«.on to task or
competency analysis!
 Task/Competency Analysis
³What do learners need to learn?´

Task Analysis Competency Analysis

For more skill Soft skills training
oriented jobs such as mgmt,
When need supervision
consistent set of Professional jobs
training requirements Career pathing
Leadership
development
Steps in Task Analysis
Break job into
major functions
Break functions
into major tasks
Break tasks into
steps
Identify training
outcomes
Task Analysis Interviews
Managers
Best performers
Job incumbents
Subject matter
experts
Competency Analysis

What are competencies?

Enduring characteristics of a person that
result in superior on-the-job performance
Areas of personal capability that enable
employees to successfully perform their
jobs by achieving outcomes or
successfully performing tasks
What is a competency model?

Identifies the competencies

necessary for each job as well as the
knowledge, skills, behavior, and
personality characteristics underlying
each competency.
 6


What do you want to know?
General
characteristics
Specific knowledge
and skill
Learning styles
Special needs
Information is Used in Three
Important Ways
To help determine
where to begin the
content of the training
program
To determine how to
present the content
To get buy-in
Methods for collecting data

Data gathering is cornerstone of any

needs assessment project
Can be time consuming
Data Collection Methods

Interviews
Surveys/
Questionnaires
Focus Groups
Observation
Existing Data
Evaluation Phase:
It centers around two procedures:
Designing measure of success.
Use of evaluating design to evaluate the changes occurred during
the training and transfer.
Kirkpatrick , 1994 gave a model for training and evaluation of
training.
The development of training must be viewed as an evolving
process.
³If you think training
is expensive,try
ignorance.´