Presentation on Training and Development

By : Mohit Sadhotra PRN: 080

Tell me and II forget, teach Tell me and forget, teach me and II remember, involve me and remember, involve me and II learn- Benjamin Franklin me and learn- Benjamin Franklin - Benjamin Franklin days is just The Franklin - Benjamin training these
so high tech but still inefficient!

WHY TRAINING ?
The sharing of information through training is our most valuable tool to develop our most valuable assetour employees.
Training to benefit organisation Training to benefit employees Training to benefit the industry Provide a good return on

investment?

THEN WHY IS TRAINING OFTEN NEGLECTED?

Urgency of need Training time Costs Short-term worker Kinds of jobs (simple-

complex) Not knowing exactly what you want your people to do and how

TRAININGS SHOULD AIM AT

EMPOWERING THE EMPLOYEES INCREASING PRODUCTIVITY MAKING THE PROCESSES

MORE EFFICENT AND EFFECTIVE so as to ENSURE ULTIMATE CUSTOMER SATISFACTION PERFORMANCE OF THE ORGANISATION

IMPROVE THE OVERALL

INSTRUCTIONAL SYSTEMS DESIGN

ASSESS NEEDS
Assess training needs Organization analysis Job & Task analysis Person analysis Develop objectives Feedback

DESIGN & DEVELOP

Design & develop training, applying learning principles Select training methods Develop content Develop material Pilot test program Trained trainers

DELIVER
Deliver training

EVALUATE
Evaluate training Were objectives met? Reaction to training process End of training learning Behavioral changes observed Measurable outcomes

NEEDS ASSESSMENT
What is the context ?

Organiza tion Analysis

Person Analysis
Who needs training ? they need training ?

Task Analysi s
In what do

ORGANIZATION ANALYSIS.
Training implications of organizational strategy? How does the training fit with future plans &

goals?
Where in the organization is training needed? How are various units performing against

expectations?
Which units should be trained first? Can the organization afford this training? Which training should have priority? Will this training adversely affect untrained people

or units?
Is this training consistent with the organizations

culture?

PERSON ANALYSIS
Which employees must

receive training?
What are their current

level of knowledge and skill?

Does an entire work

group need training?

Is there a prerequisite

level of knowledge and skill that the trainees must possess?

Do trainees possess

wide range of skills

TASK ANALYSIS
How hard is the

task?
Can it be learned on-

the-job or should it be taught off-thejob?

What signals the

need to perform the task?

Exactly what are the

steps in performing the job?

Readiness For Training

Employee Readiness

Characterstics Work Environment a) Situational Constraints b) Social Support What Managers should do to Support Training

Planning the Training Program

Objectives of the

Program Choice of the training methods a) Classroom Instruction b) Audiovisual Training c) On-the-job Training d) Simulations e) Team Training

Reaction

4 Levels of Evaluation
Learning

Level 1
Did the trainees like the program, the trainers, the facilities? Did they think it was useful? What improvements can they suggest?

HOW?

Questionnaire

Level 2
To what extent the trainees have greater knowledge or skill after the training than they did before? Written test, Performance test and Graded simulations

Behavior

Level 3
Are trainees behaving differently on the job after the training? Are they using skills and knowledge they learned in training? Performance data from Superior, Peer, Client, Subordinates

Level 4
Result Is the organization or unit better because of training? Accidents, Quality, Productivity, Turnover, Morale, Costs, Profits