TRAINING & DEVELOPMENT

Some fact about Training

A recent survey indicates that U.S. employers spend approx. $134 billion a year on employee training & development activities. That overall cost translates into an average T&D price tag of approx. $1100 per employee

Training, Development, Education

Training : Imparting specific skills to operatives Education : Theoretical learning in classrooms and is common for all Development:Learning opportunities designed to help employees (in higher positions) grow

Training, Development, Education

Training Development

Focus
Scope

Current job

Current and future job

Individual employees Work group or organisation

Time frame Immediate

Goal

Long term

Fix current skill deficit Prepare for future work demands

Training Process
Three phases :

Need Assessment Phase : Identifies the problems or needs that the training must address.
Development and conduct of training : The most appropriate type of training is designed and offered to the workforce. Evaluation : The training programs effectiveness is assessed.

Training Process
Needs Assessment a) Organisational Support b) Organisational analysis c) Task & KSA Analysis d) Person Analysis

Instructional Objectives Selection & design of T& D programmes

Development of criteria

Training validity Transfer validity Intraorganisation al validity Interorganisation al validity

Training
Use of evaluation models

Training Need Analysis

Organisational Analysis Examines organisations culture, mission business climate, long and short term goals

Task Analysis Examination of jobs and duties to be performed. These duties help to identify the KSA needed to perform the job
Person Analysis To understand who requires training

Training Need Analysis

Benefits of Need Analysis
-To understand needs of trainees -Makes training department more accountable and linked to activities

Consequences of absence of Need Analysis

-Loss of business -High labour turnover -Increased overtime working -Higher training costs -Additional retention costs

Training Need = Standard performance Actual performance

Assessing Current Employees Training Needs

Assessment Center Results Performance Appraisals

Individual Diaries

Methods for Identifying Training Needs

Job-Related Performance Data

Attitude Surveys

Observations

Tests

Interviews

Ojectives of training
Objective of training should be based on the assessment phase. Objective should be challenging, achievable, and understood by all.

Designing of T&D Programme

Vital Issues : Who are the trainees Who are the trainers What methods and techniques to be used for training On-the-Job Off-the-job What level of training What learning principles are needed Where is the programme conducted

On-the-Job Training
Having a person learn a job by actually doing the job. Methods : Apprenticeship Training Informal Learning Job Instruction Training Coaching or understudy Job-rotation Orientation

On-the-Job Training

Steps to Help Ensure OJT Success 1 2 3 4 Prepare the Learner Present the Operation Do a Tryout Follow Up

Contd..On-the-Job Training
Advantages Inexpensive Learn by doing Immediate feedback No work disruption No elaborate preparations required Disadvantages Equipments get damaged Business lost due to customer frustration Trainer may not be able to transfer their knowledge to others

Off-the-Job Training
Training away from work environment Methods :
Lectures Audio-visuals Programmed instructions Computer Assisted Instructions (CAI) Simulations :
Case study Role Playing Vestibule training

Sensitivity training

Contd..Off-the-Job Training
Advantages Uninterrupted learning No distractions Disadvantages After learning, the knowledge may not get transferred to the job Simulated environment may not match with the actual work place Not much learning takes place because trainees see it as an opportunity to break from work

Programmed Learning
Presenting questions, facts, or problems to the learner Allowing the person to respond
Providing feedback on the accuracy of answers

Advantages Reduced training time Self-paced learning Immediate feedback Reduced risk of error for learner Disadvantages Scope of learning is less Cost of preparing books, manuals is high

Computer-Based Instruction (CBI)

Advantages
Reduced learning time
Cost-effectiveness

Instructional consistency

Disadvantages
High cost

Levels of Training
Three levels :
- Acquire fundamental knowledge (concepts, language) - Skills Development (acquiring ability to perform) - Increased operational efficiency (additional experience and improving skills) Types of Training : Skills training Retraining Cross-functional training Team Training

Types of Training :
Skills training Retraining Cross-functional training Team Training Creativity Training Literacy training Diversity Training Crisis Training Ethics Training Customer Service Training

Learning Principles
Employee motivation Recognition of individual differences Practice opportunities Knowledge of results Schedules of learning Transfer of learning

Where to Conduct Training

At job itself On site but not the job (training room in a company) Off- the site (hotel)

Implementation of Training Programme

Deciding the location, timing and other facilities Scheduling the programme Conducting the programme Monitoring the progress of trainees

Evaluation of Training Programme

Need for Evaluation Criteria for Evaluation
Training validity Transfer validity Intra-organisational validity Inter-organisational validity

Techniques of Evaluation
Experimental & Control groups Longitudinal or Time-series analysis Questionnaire to trainees Interview with trainees Assess cost and benefit of training

Levels of Evaluation
Results achieved as a result of training : Measure of Accidents, quality, productivity, Turnover, Morale, Costs, Profits Behaviour that changed on the job : Measure of Performance appraisal by superior, peer, client, subordinate Learning that actually took place : Measure by written tests, performance tests Reaction of trainees to the program : Measure by Questionnaire

Training Benefits
To Organisation

Improved profitability Improved job knowledge and skills Improved morale Better corporate image Fosters trust and openness Improves labour-management relations Eliminates suboptimal behaviour Improves organisational communication Develops better attitude, motivation

Contd.Training Benefits
To Individuals Helps to make better decisions & problem-solving High motivational variables of recognition, achievement, growth, responsibility Enhances self-confidence Increased job-satisfaction Eliminates fear in attempting new tasks Helps person to handle stress, conflict, frustration

Impediments to Training effectiveness

Lack of management commitment Inadequate spending on training Poaching of trained workers

Management Development

Long-Term Focus of Management Development

Assessing the companys strategic needs

Appraising managers current performance

Developing the managers and future managers

Managerial On-the-Job Training (MDPs or EDPs)

Job Rotation

Executive Coaching/ Understudy Approach

Action Learning

Lateral transfer

Off-the-Job Management Development Techniques

The Case Study Method Management Games Role Playing Behavior Modelling

Outside Seminars
University-Related Programs

Corporate Universities
Conferences

Title

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