Training Process

Need Assessment

(a) Organisation
support
(b) Organisational
analysis
(c) Task and KSA
analysis
(d) Person analysis

Development
Instructional Objectives Training validity
of Criteria

Selection and
Transfer validity
design of
instructional
programmes

Interorganizational
validity
Training

Interorganizational
Use of evaluation validity
models

Steps in training programme:

1. Who are the trainees?

2. Who are the trainers?
3. What methods and techniques are used?
4. What should be the level of training?
5. What principles are learninf?
6. Where to conduct the prgramme?
Methods/ Techniques of training:

On the job methods:

1. Orientation training
2. Job Instruction training
3. Aprrentice training
4. Internship and Assistant ship training
5. Job rotation
6. Coaching

Off the Job Methods:

1. Vestibule
2. Lectures
3. Specia study
4. Films
5. Television
6. Conference and discussion
7. Case study
8. Role playing
9. Simulation
10. Programmed instruction
11. Laboratory training

Principles of training:

Training and development are more likely to be effective when they incorporate the following principles
of learning:

1. Employee motivation: Employees feel enthusiastic if they are given to understand that the
training program offered to them has the ability to fetch them some rise in status and pay. But
motivation alone is not enough. The employee should have ability to learn too. Hence training
programs need to be designed carefully.
2. Recognition of individual differences: As mentioned above every employee will have a varied
ability to learn and the training needs for every employee may be different. This difference
needs to be recognized and accordingly training should be planned.
3. Practice opportunities: There should be opportunity to practice what has be taught in the
training program. Otherwise the employees may consider it a waste of time and would be
demotivated to attend training programs in the future.
4. Reinforcement: Training cant be a one time activity. Reinforcement of training is essential in
order to get a continuous outcome of the training.
5. Knowledge of results (Feedback): Giving a feed back to the employees will help the employee
understand where he/she stands and what corrective actions are necessary. Learning can
accelerate particularly when it is accompanied by knowledge of results.
6. Goals: Training should be goal oriented
7. Schedules of learning: This involves duration of practice sessions, duration of rest sessions and
positioning of rest pause. All three must be carefully planned and executed.
8. Meaning of material: the material provided during the training program should be meaningful
and relevant. This is help the employee learn to the best of his ability
9. Transfer of learning: What is learnt on the training must be transferred to the job. If the training
does not have the capacity of being transferred onto the job it would amount to the waste of
time and resources of the organization and the employee.