Training & Development For Future Scenario

What Is Training ?
The simple answer is, It is a planned programme designed to improve Performance Skills & bring considerable change in Knowledge, Skills, Attitude and Social behaviour of employees. Therefore, in order to build skills, training has to do two things: 1) Assess learner's skill level before training starts. 2) Design a program based on adult learning principles, including :Realistic scope, Clear objectives, Appropriate methodology, opportunities to practice skills, Competent instructors

What Is Development ?

Development not only improves job performance but also brings about the growth of the personality. Individuals not only mature regarding their potential capacities but also become better individuals. Development is the whole person concept. Not only teaching them how to turn the wrench, but also why we turn the wrench and challenging them to figure out a better way to turn that wrench.

Difference between Training & development

Meant For
Focus Scope

Goal
Initiated By Content Time-frame

Training Design: Scenario of the Future

To develop a common understanding on the use, value and process of scenario Future planning To look at how scenarios Future can support broader strategic thinking To deepen your understanding of the practicalities of designing and running scenario Future projects

To build an overview of different approaches, tools and techniques

To have a goal

Training
Formal training is usually concerned with gaining a skill. Informal training is usually done through reading, viewing or listening to how-to material.

Verification of skills is best achieved by actually doing

something in the real world. Often in corporate training sessions and in seminars, there is no verification that the

learner had achieved the desired skills.

Total Quality Human Resources Management

Total quality human resources management (TQHRM) is an approach to human resources management that involves many of the concepts of quality management especially on Training and Development. The primary goal of empowerment and training. TQHRM is employee

What Training Can Do

Training CAN accomplish many things:1.
2. 3.

4.
5.

learn the new skills accept the challenge of their evolving jobs. Build a common understanding of the organization's purpose. Show management's commitment and loyalty to employees Develop people so they can increase their responsibilities and contribute to the organization in new ways.

Seven Steps to Successful Scenario Planning

1.

Be clear about the business idea or policy proposition you wish to test Identify the trends and drivers that might have an impact on its delivery Capture the perspective of a number of stakeholders Agree what is predetermined and what are critical uncertainties Develop scenarios that are robust enough to work with - but do not over-engineer them or expect them to provide the answer Use the scenarios to practice future decisions

2.

3. 4.

5.

6.

7.

Link the outcomes of your discussions to forward planning

What Training Cannot Do

Training cannot do many things:

Training, on its own, cannot change ineffective employees into effective ones.
It is unlikely to address ALL the causes of poor performance. Limited training also will not turn a poor supervisor or manager into an effective one, unless it is coupled with ongoing coaching from above. Training will not erase problems that occur because of poor structuring of work, mismatching of work with the person, unclear authorities and responsibilities or other organizationally related issues.

Future Training Cycle

Employee Training and Development:

Reasons and Benefits
Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.: When a performance appraisal indicates performance improvement is needed To "benchmark" the status of improvement so far in a performance improvement effort As part of an overall professional development program As part of succession planning to help an employee be eligible for a planned change in role in the organization To "pilot", or test, the operation of a new performance management system To train about a specific topic

General Benefits from Employee Training and Development

Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover

Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!)
Risk management, e.g., training about sexual harassment, diversity training

Why resistance happens ?

People are not skilled at thinking about the future.

Scenarios invite people to lay bare their assumptions which some would rather keep hidden.

The future is neutral and democratic which means everyone has an equal voice

Scenario thinking removes the rules and structures of today which makes some people defensive

Training as a Tool

The best way of thinking about training is to think of it as a management tool, much like a carpenter's tool. Just as if a carpenter picks the hammer and not a screwdriver to pound a nail, the manager should be choosing training because it is the RIGHT tool for the job. In addition, to continue the analogy, if the supporting structure (the wood) is rotted, only the foolish carpenter would attempt to pound the nail into the wood, and expect it to help. It is the same with the manager. If a manager expects things to improve because of training, he or she needs to ensure that the supports are there for the use of the tool, and that there are no other nontraining related problems hanging about.

Typical Present & future needs for Employee Training

Communications

Computer skills
Customer service

Ethics
Human relations Quality initiatives Safety Sexual harassment

Training Delivery Methods

Lecture Method Discussion Method E-learning Business Games Role Play Behaviour Modelling On-the-job Training Job-instruction Technique Apprenticeship Training Coaching Mentoring

Why Evaluation of Training?

Training

cost can be significant in any business. Most organizations are prepared to incur these cost because they expect that their business to benefit from employees development and progress .

There are four parties involved in evaluating the result of any training. Trainer, Trainee, Training and Development department and Line Manager.

Methods Of Evaluation
Questionnaire

Standard tests
Interviews

Studies
HR factor (employee satisfaction)

Cost benefit Analysis(cost of training)

Feedback

Training Evaluation

Robert Mills Gagne's Nine Events of Instruction

There are three principal means of acquiring knowledge available to us: observation of nature, reflection, and experimentation. Observation collects facts; reflection combines them; experimentation verifies the result of that combination.
1. 2. 3. 4. 5. 6.

7.
8. 9.

Gain attention Inform learners of objectives Stimulate recall of prior learning Present the content Provide "learning guidance Elicit performance (practice) Provide feedback Assess performance Enhance retention and transfer to the job

Questions : If any ?

Thank you for attending Wish you success