DEFINITION OF TERMS

Training is the formal and systematic modification of behavior through learning

which occurs as a result of education, instruction, development and planned experience.
Development is any learning activity, which is directed towards future, needs rather
than present needs, and which is concerned more with career growth than immediate
performance.
Training and Development defined by Goldstein (1980)
an attempt to improve current and future employee performance through learning.
the goal is to ensure that the skills, knowledge, abilities and performance of workers meet current and
future organizational needs.
House (1967) the need for training
and development is determined by
employee performance deficiencies
and future competency
requirements
Standard or
Actual Training
Desired
(Present or and devt
Performance
Potential)
(Present or need
Performance
Future)
THREE MAJOR POINTS ABOUT TRAINING

The key to successful training is having the right people in the organization to
train, and holding them accountable for results.
Once the right people have been selected, their career and development needs
must be addressed in training if they are expected to be held accountable for
results and be committed to bringing about positive change.
Training effectiveness is determined by the ability of organizations to produce
measurable results through their workforce.
THEORETICAL BASES
Three factors drive training outcomes
knowing how individuals learn
knowing what trainees bring to the training setting
learning environment
 Knowing how individuals learn
Theories that will help to explain the idea about
learning:
Classical conditioning occurs when two events, experienced
together, become associated with each other in the mind of
individual (Riggio, 1996)
Operant conditioning a learning process in which behavior is
followed by reinforcing or punishing consequences
Modeling is a learning process through the observation and
imitation of the behavior of others
Cognitive learning theories how new information is stored
and retrieved to successfully perform required behaviors and/or
tasks.
 Knowing what trainees bring to the
training setting
Two goal orientations:
Mastery individuals seek to develop competence by acquiring new
skills and mastering novel situations

Performance individuals pursue assurance of their own competence

by seeking good performance evaluations and avoiding negative ones
Learning environment
the key point is that the closer the training
setting matches the actual work setting, the
better employees will apply what has been
taught in training when they return to their
jobs.
options for training locations on-the-job
training, on-site, off-site training
When does the need for training arise?
No one is perfect fit at the time of hiring and some training and development must take place.
Installation of new equipment or techniques.
Change in working methods or products produced.
Labor shortage, necessitating the upgrading of some employees.
Promotion or transfer or individual employees.
Ensures availability of necessary skills and there could be a pool of talent from which to
promote from.
Reduce constant supervision.
Improves quality.
Increase efficiency.
Advantages of training
Leads to improved profitability and/or more positive attitudes toward profits orientation.
Improves the job knowledge and skills at all levels of the organization.
Improves the morale of the workforce.
Helps people identify with organizational goals.
Helps create a better corporate image.
Fasters authentically, openness and trust.
Improves the relationship between boss and subordinate.
Aids in organizational development.
Helps prepare guidelines for work.
Disadvantages of training
Can be a financial drain on resources; expensive development and testing,
expensive to operate
Often takes people away from their job for varying periods of time
Equips staff to leave for a better job
Different training and development activities
Induction training
undertaken when a new employee joins an organization.
it is partly an information giving exercise (explaining how the firm is organized and who works for whom)
but it is also part of the socialization process, so that new staff begin to learn the rules and understand
how we do things around here.
Remedial skills training
this occurs to fill skill gaps when an employee or group of employees lack the skills necessary to perform
their current job task effectively.
Developmental training
this concerns the acquisition of competencies (skills, knowledge and attitudes) that the company will find
necessary in the future.
this type of training is designed to meet long-term corporate needs rather than providing training in
specific skills required currently.
Importance of Training and Development
Increasing importance of product and/or service quality.
Flexibility
New technology
Downsizing and de-layering in lean organizations
Employee commitment
spillover effect
Skills and labor shortages
DESIGNING A TRAINING PROGRAM
Important elements to developing training and
development programs
Training needs are seen as a set of performance deficiencies (i.E., Employee errors,
unacceptable performance levels, etc.).
The deficiencies are broken down to determine the content of what should be taught to
develop employees.
The content of what should be taught is converted into training performance
objectives for employees.
Training performance objectives determine how the training should be taught.
Materials are designed to conduct the training.
Evaluation is conducted to measure improved employee and business performance.
Three Major Phases

Assessment Implementation Evaluation

Phase Phase Phase
Assessment Phase

The assessment phase basically entails collecting and analyzing

employee and organizational data to determine the gap between
what is current and what is needed, now and in the near future, to
develop a competent workforce. gaps can include differences between
current and desired employee competencies and skills, job
performance, and/or the ability for organizations to produce against
industry standards.

Example: high maternal deaths; increasing neonatal deaths

 FROM DEPARTMENT MEMORANDUM NO. 2009-0110

MMR OF 209 (1993)

Implementation Phase
The information obtained from the needs assessment helps in
establishing the objectives of the training programs as well as their
expected outcomes. It will be used to define training standards or
what the employee will be able to do, under what conditions, and the
criteria by which successful performance will be judged at the
completion of training.
 FROM DEPARTMENT MEMORANDUM NO. 2009-0110

GOAL: THE PHILIPPINES HAS COMMITTED TO REDUCE MMR FROM 209 TO 52 DEATHS PER 100,000 LIVE
BIRTHS IN 2015.

BEMONC / CEMONC PROVIDERS TRAINING

TRAINING OF TRAINERS
 On-the-job
training (OJT)

Conferences Job Rotation

Audiovisual Apprentice
Material Training

Lectures Mentoring

Internship
Programs
Evaluation Phase

In developing and sustaining a competitive workforce, this is the

phase that determines if training has been effective in developing
employees and improving organizations performance. Specifically, it
outlines the criteria that indicate success and the means for
measuring that success.

MMR in 2015 114/100,00 live births

Accreditations of health facilities