Training and Development

Do Organizations Need Training

The answer is YES However, we must know the purpose and functions of training before we can use it. Eg Boston Pizza International , Home Depot
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Training and Development (T&D)

Human Resource Development Major HRM function consisting not only of T&D, but also individual career planning and development activities and performance appraisal Training and Development Heart of a continuous effort designed to improve employee competency and organizational performance
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What is Training?
Training is a systematic process through which an organizations human resources gain knowledge and develop skills by instruction and practical activities that result in improved corporate performance.

Training and Development (T&D)

Training - Designed to provide learners with the knowledge and skills needed for their present jobs formal and informal
Planned and systematic effort to modify or develop skills, knowledge through learning experience to achieve effective performance in a range of activities
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 Development application of the acquired knowledge, theories, skills to the job for organizational effectiveness Development - Involves learning that goes beyond today's job more long-term focus

Difference
TRAINING Focuses on technical, mechanical oriented operations Specific job skills and behavior DEVELOPMENT Focuses on theoretical skills and conceptual ideas Enhancement of general knowledge and inculcate initiative, creativity, loyalty Managers and executives Future jobs Long term gains

Non managers Current jobs Short tem gains

Motivation is extrinsic
No clear relationship between training and career development

Motivation is intrinsic
Clear and direct relation between self development and career success

Objectives
To train employees in the companies culture and ethos To prepare employees for job requirements To improve work methods to increase quality and quantity of output To prevent obsolescence Succession planning Reduce supervision Build interpersonal relations/positivity

Why Training and Development

Changes in organizational structure
Changes in technology Need for more highly skilled workers Changes in employee educational level Changes in workforce

Increased emphasis on learning organizations

Importance of Training
Maintains qualified products / services Achieves high service standards Provides information for new comers Refreshes memory of old employees Achieves learning about new things; technology, products / service delivery Reduces mistakes - minimizing costs Opportunity for staff to feedback / suggest improvements Improves communication & relationships - better teamwork
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Challenges of training
Not the only solution Objectives and need mismatch Intervention methodology Result based training Nice to know and must know For sake of numbers Trainers competencies

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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 environmentchange environment

Nine Steps in the Training Process

1. 2. 3. 4. 5. 6. 7. 8. Assessing training needs Preparing training plan Specifying training objectives Designing the training program(s) Selecting the instructional methods Implementing the training program Evaluating the training Planning future training

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1) Assessing Training Needs

Conduct a training needs analysis by either one, or both, of the following External approach (company, guests, society) Internal approach using a staff opinion survey.

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2) Preparing Training Plan

Consider whether to design a long (5-10 years), medium (3-5 years) or short (1 year) term plan. Ask your self What are we going to achieve in the time period? Use a holistic approach by using a calendar for inputting your training activities.

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Training Calendar Example

Training Area Attitude Month in the year 1 2 3 4 5 6 7...

Train the trainer Job competency

Sales techniques Telephone manner
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Individual Plans
For individual personalized training, we must assess the trainees weakness and strengths first before setting up appropriate programs. Training areas maybe tailor-made.
Trainee should receive an individual timetable for self progress.

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3) Specifying Training Objectives

Training Objectives must be specific & measurable. Why? Very difficult to measure effectiveness after course is finished.
What should trainees be able to accomplish after participating in the training program? What is the desired level of such accomplishment, according to industry or organizational standards? Do you want to develop attitudes, skills, knowledge or some combination of these three?
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4) Designing the Training Program

1. 2. 3. 4. 5. 6. Program duration Program structure Instruction methods Trainers qualification Nature of trainees Support resources materials, OHP, classroom 7. Training location & environment 8. Criteria & methods for assessing participant learning and achievement 9. Criteria & methods for evaluating the program

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5) Selecting Instructional Methods

Note: This is the most important step

On-the job-training (OJT)

learn while youre working

Off -the job-training

In house, training or classroom External, consultancies or attending external classes Independent bodies, such as government talks Distance learning, from books or notes Computer-assisted learning Interactive-video training Video conferencing, same as classroom except teachers and students are in different locations.
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7) Implementing the Training Program

Besides trainers qualifications and experience: Participant selection Group comfort - physical & psychological Trainer enthusiasm & skills Effective communication Feedback mechanism The need to learn new training skills Preparation by trainers
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8) Evaluating the Training

Three Levels of Evaluation 1. Immediate Feedback
Survey or interview directly after training

2. Post-Training Test
Trainee applying learned tasks in workplace?

3. Post-Training Appraisals
Conducted by immediate supervisors of trainees
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9) Planning Future Training

Last step in the training process After taking all evaluated comments, trainers should modify the programs to keep good things and make suggested improvements
Remember, even with the same topic for different trainees, trainers should address many parts of the training process again and consider new approaches.

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e.g. New Employee Orientation

Time
9:00-9:30 AM 9:30-10:00 AM

Topic
Welcome Speech by GM

Method
Speech

Activity
Talk & hand shake Slide Show & Video Tape

Intro to Company Slide Background Presentation

3:00-4:00 PM

Fire Safety Talk

Security Manager

Fire Drill & Equipment

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Companies & Training

Communication skills Management development Employee orientation Safety Leadership Customer service Sexual harassment Problem solving Computer systems Team building Managing change Time management Sales

Assignement
1. Review the ASTD and ISTD website 2. Identify the top 10 companies in India using training & development Choose any one company to research. Prepare a report ( Not exceeding 3 pages)