TRAINING COMMUNICATION, TRAINING EVALUATION Click to edit Master subtitle style AND TRAINING AND DEVELOPMENT IN INDIA

BY: ABHA JHA ANIL DONGESHWAR AALIA AKRAM ABHISHEK LAL

1/20/13

Training Communication
Approaches

to communicate the relevance of training programs

1 Strategically Align Training to Business Objectives to Ensure Its Value. 2. Learning Leaders and Programs Need to Speak the Language of Business 3. Learning Metrics are Key 4. Increase Training Value through Efficiency 5. Enlist Learning Champions 1/20/13

1.Strategically Align Training to Business Objectives to Ensure Its Value.

Learning

programs should be properly aligned to the company mission and profit-center in order to be successful. initiatives are deemed 1/20/13

Training

2. Learning Leaders and Programs Need to Speak the Language of Business

Learning

leaders need to know how to speak the language of business. Every learning program needs to be designed around the profitability, productivity, cost management, and growth of the organization.

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3.Learning Metrics are Key

Training

program must measure the impact on business. is critical to the credibility of training. It is agreed that measurement is more effective when you are able to draw precise correlations between individual training programs and productive outcomes following its implementation..

Measurement

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4. Increase Training Value through Efficiency

Willingness

to cut costs, find innovative and efficient methods of training and reduce time lost for training will help maintaining value and credibility of a training program. want to believe that they are getting value for their investment. every training rupee spent, they want to see how much return is obtained to the organization.

Executives For

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Enlist Learning Champions

When

leaders directly impart the skills and lessons theyve learned to the individuals on their teams, they bring learning closer to the business, give more credibility to the learning experience and make all participants more accountable.

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TRAINING EVALUATION

Click to edit Master subtitle style

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Due

to increased accountability, training evaluation process is a critical component of an organizations training program. administering training are accountable for what employees learn and for ensuring that employees transfer their knowledge to their work performance. should be collected to determine whether training is assisting the organization to improve its business performance.
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Organizations

Information

MEANING OF TRAINING EVALUATION

The

process of examining a training program is called training evaluation. evaluation checks whether training has had the desired effect. whether candidates are able to implement learning in their respective workplaces, or to the regular work routines. process of training evaluation defined as any attempt to obtain information on 1/20/13

Training Ensures

The

It

helps in finding the relationship between acquired knowledge, transfer of knowledge at the workplace and training. helps in controlling the training program. It helps in determining that whether the actual outcomes are aligned with the expected outcomes. Evaluation of any training program has certain aims to fulfill, these are concerned with the determination of change in the organizational behavior and the change needed in the organizational structure. 1/20/13

It

The

PROCESS OF TRAINING EVALUATION

Before

Training: The learner's skills and knowledge are assessed, they are made aware of the objective of the training and learning outcomes. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style. Training: It is the phase at which instruction is started. This phase usually 1/20/13 consist of short tests at regular intervals.

During

PUPOSES OF TRAINING EVALUATION

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The five main purposes of training evaluation are:

Feedback: giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training. Control: helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: the top management uses the evaluative data to manipulate it for their own benefits. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.
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LEVELS OF TRAINING EVALUATION

Kirkpatrick's learning and training evaluation theory
Donald

L Kirkpatrick, Professor Emeritus, University Of Wisconsin first published his ideas in 1959, in a series of articles in the Journal of American Society of Training Directors. The articles were subsequently included in Kirkpatrick's book Evaluating Training Programs.
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Kirkpatrick Model provides 4 Reaction pointsDid the learners like it? How did they feel about of analysis:
Learning the training? Did they get it? What new skills, knowledge and attitudes did they learn? The resulting increase in Behaviours Results knowledge or capability. Extent of behaviour and capability improvement and implementation/application. Has it made a difference? What results were achieved by the training? Is this training strategy producing better results than the previous training strategy? Is the learner:

The

More efficient? More Accurate? Productive? Delivered higher quality results? 1/20/13

EVALUATION TYPE (WHAT IS MEASURED)

EVALUATION DESCRIPTION AND CHARACTERISTICS

EXAMPLES OF EVALUATION TOOLS AND METHODS RELEVANCE AND PRACTICABILITY

Reaction evaluation'Happy

Reaction

sheets', Quick and very is how thefeedback forms. easy to obtain. delegates feltVerbal reaction, Not expensive to about the trainingpost-training gather or to or learningsurveys or analyze. experience. questionnaires. Typically Learning evaluation assessments orRelatively simple to is the tests before andset up; clear-cut for measurement of after the training. quantifiable skills. the increase in Interview orLess easy for knowledge- before observation cancomplex learning. and after. also be used.

Learning

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Observation

and

Behavior

interview over time Behavior evaluation Measurement of are required to is the extent of behavior change assess change, applied learning typically requires relevance of back on the job cooperation and skill of change, and implementation. line-managers. sustainability of change. Measures Results evaluationnormal orsystems byreporting challenge relate trainee. to is are Individually difficult; unlike andorganization. theProcess must attribute toclear accountabilities. the not whole already in place via is the effect on themanagement

Results

business environment the trainee.

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VARIOUS EVALUATION METHODS

Erik Erikson's Psychosocial (Life Stages) Theory is very helpful in understanding how peoples training and development needs change according to age and stage of life.
Erikson's

theory is helpful particularly when considering broader personal development needs and possibilities outside of the obvious jobrelated skills and knowledge.

Multiple Intelligence theory : this model helps address natural abilities and individual potential which can be hidden or suppressed in many people.
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Learning Styles theory is extremely relevant to training and teaching.

Learning

Styles theory also relates to methods of assessment and evaluation, in which inappropriate testing can severely skew results. Testing, as well as delivery, must take account of people's learning styles, for example some people find it very difficult to prove their competence in a written test, but can show remarkable competence when asked to give a physical demonstration. Text-based evaluation tools are not the best way to assess everybody.

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The Conscious Competence learning stages theory : The model helps explain the process of learning to trainers and to learners, and also helps to refine judgments about competence, since competence is rarely a simple question of 'can or cannot.
The

Conscious Competence model particularly provides encouragement to teachers and learners when feelings of frustration arise due to apparent lack of progress.
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PART -3 ANIL DONGESHWAR

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Methods of Evaluation of Training Programmes

SELF ASSESSMENT INTERVIEW QUESTIONNAIRES OBSERVATION

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SELF -ASSESSMENT

It is self evaluated by the trainees of Self Assessment

Merits The Data Time

cost factor is quite low. can easily collected.

consumption of the trainer and trainee is negligible. avoided. interference is completely

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Outside

Demerits

of Self Assessment

Based The

on biased responses

responses given by the trainees can be based on misrepresentation or misinterpretation of the questions asked information provided by the trainees cannot be evaluated in terms of their correctness
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The

QUESTIONNAIRES
Questionnaires

offer a structured tool that may provide both quantitative and qualitative information about employee reactions to the training event. questionnaire should focus on both training content and delivery. training content section should target questions to ascertain whether the training materials provide useful information that will assist in performing work tasks and whether the 1/20/13 employee is more

The The

MERITS
Questionnaires

in one form or another do appear in all kinds of research and surveys. and simple in use. cost. obtained is authentic in

Easy Less

Information

nature.

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Demerits
The

questionnaire should be framed with utmost care so that it measures the variable in exactly the way it has been designed for. to cover every topic related with training program. process and analysis is difficult.

Difficult Lengthy

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INTERVIEW
Interviews

could be conducted to find the usefulness of the training offered to operatives. can be conducted by seeking information face to face, by means of telephone, or by other strategies like group discussions etc. Each of these methods has its own merits and demerits.

Interviews

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Merits

There is assurance of response.

Since

the candidate is physically present , the interviewer get an opportunity to evaluate various aspects of his personality. of personal touch in case of telephonic interview. consuming.
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Demerit
Lack Time

OBSERVATION
Observation

is another evaluation method that provides information regarding employee reactions to the training. department personnel should observe employee interaction, level of engagement with training instructors and responses to course content. This evaluation technique may be informal or highly structured. observation can be used to provide general information about the training structure
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Training

Informal

Following points to be observed

Studies

- is concerned with internal stability of an evaluation study. is concerned external validity. benefit analysis- is concerned reliability. resource factors is concerned conduct and determine reaction level of the trainees
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FeedbackCost

Human

Training Evaluation Approach Evaluation methods should be determined based

on the goals of the training process and should meet the demands of the various stakeholders involved.
Typically,

organizational stakeholder groups include the training department, employees and business units. Their information requirements fall into two categories: the competencies have been learned and the learning has been applied toward improved performance
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whether whether

Assessment of Competency Learning

The

assessment of competency learning is whether the training material has been learned and is best conducted at the individual level. is at the individual level that organizations are able to assess employees reactions and increased understanding. are important because, if trainees react negatively to a course, they are less likely to transfer what they learned to their work1/20/13

It

Reactions

One

of the method of assessing competency of learning is knowledge reviews, which offer an objective means of determining whether training content has been learned. Knowledge reviews refer to a general group of assessment tools in which employees read questions and respond in writing. The knowledge reviews may be administered by delivering the tool at the start and end of the training event.

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Employees This

also require information about competency learning. information can be obtained through: Employee Portfolio

The employee portfolio is an effective means of providing information to employees as well as their managers about the level of mastery of particular knowledge, skills or abilities following a training event. The employee portfolio should be designed to be used for informational purposes only. The results of the portfolio are not intended to be linked to employee performance evaluations.
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Skill

Gap Analysis

Another

means of providing employees information about their skill development is to require business unit managers to conduct an assessment of each employees level of knowledge, skills and abilities relative to the level required for successful performance in the position. Skill Gap Analysis can be administered using a survey instrument.
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The

Assessment

of Competency Application

The assessment of competency application, whether the competencies have been applied to improve performance and justify the investment, is best conducted at the organizational level, where performance changes can be assessed and related to training costs incurred.

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For

the business units, the training evaluation process can provide opportunities to determine how competencies are being applied on the job. The information will assist them in making sound business decisions and determining training priorities. This information can be obtained through: Analysis of Organizational Performance Measures-

a)

Organizational performance measures identify the metrics against which successful business unit operations can be evaluated.

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b) Analysis of Training Return on Investment (ROI)

ROI

is a measure of the monetary benefits obtained by an organization over a specified time period in return for a given investment in a training program. can be used both to justify a planned investment and to evaluate the extent to which the desired return was achieved. is calculated by making estimates or obtaining measurements of the costs and benefits associated with a training program. Using this information, the business units can 1/20/13 effectively assign and apply resources to

ROI

ROI

PART

-4 LAL

ABHISHEK

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Training and development

TRADITIONAL AND MODERN APPROACH Click to edit Master subtitle style OF TRAINING AND DEVLOPMENT Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing.
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Development Development Optimum Increase Helps Helps Helps

IMPORTANCE OF TRAINING AND DEVELOPMENT

of skills of employees. of Human Resources.

Utilization of Human Resources. in productivity. in inculcating team spirit. in improving quality.

in creating a better corporate image. 1/20/13

TRAINING AND DEVELOPMENT IN INDIA

Training

Development In Retail And FMCG SectorSector is the most booming sector in the Indian economy and is expected to reach US$ 175-200 billion by 2016. this rapid expansion and coming up of major players in the sector, the need of human resource development has increased. of skilled workers is the major factor that is holding back the retail sector for high growth.
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Retail/FMCG

With

Lack

Training Programs in Retail/FMCG Sector

Some of the training programs that are given in the retail sector are:
Sales

Training Training

On-the-Job

Seminars/Workshops Customer Online Group

Relationship Management

Course Study

Computer-Based Training 1/20/13

Training in Banking and Insurance Sector

Favorable economic climate and number of other factors such as,

Growing Urbanization, Consumerism, In The Standard Of Living,

Increasing Rise

Increase In Financial Services For People Living In Rural Areas, Etc

has increased the demand for wide range of financial products that has led to mutually beneficial growth to the banking sector and economic growth 1/20/13 process.

Earlier

there were no training programs as such for insurance agents but on-the-job training only that was given once the new agent was appointed. now the scenario has been changed, with the coming up of big players like ICICI Life Insurance, ICICI Lombard, HDFC Life Insurance, Tata AIG General Insurance, etc in this sector, people who've had some formal training are preferred while recruitment because it can be helpful in the insurance field.

But

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Training and Development in Automobile Sector

The

Indian automobile sector is growing at a rate of about 16% per annum and is now going to be a second fastest growing automobile market in the world. sector is going through a phase of rapid change and high growth. the coming up of new projects, the industry is undergoing technological change. The major players such as, Honda, Toyota, Bajaj, Maruti are now focusing on mass customization, mass production, etc. and are 1/20/13 expanding their plants.

The

With

With

this rapid expansion and coming up of major players in the sector, the focus is more on the skilled employees and the need of human resource development has increased. companies are looking for skilled and hard working people who can give their best to the organization. companies are opening training institutes to train interested ones in this sector, like Toyota has recently opened Toyota Technical Training Institute (TTTI) near Bangalore that will offer 4 courses in automobile assembly, mechatronics (a combination of mechanical and industrial electronics), automobile weld and 1/20/13 automobile paint. TTTI will provide both a high

The

Various

Training And Development In Telecom Industry

Telecom

is one of the fastest growing sectors in India with a growth of 21% and revenue of Rs 86,720 crore in the year 2006. The sector is expected to grow over 150% by 2012. With increase in competition between the major players like BSNL, MTNL, Hutchison Essar, BPL, Idea, Bharti Tele services, Tata, etc, the requirement for mobile analysts, software engineers, and hardware engineers for mobile handsets has increased.
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Preferred Training methods

On-the-job

training sessions

Brainstorming Distant

learning interactive sessions

Workshop Short-term Seminar Online

eLearning program
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CBT training Computer

Training and Development in IT/Software Development Industry

Preferred Training Methods
Some

of the training methods of training Based Training

are:
Computer Internet Lectures Labs On-the-job

Based Learning

(OTJ) Training 1/20/13