Concept Need

of Training & Development Evaluation Principles of Learning Interventions in OD

After an employee is selected, placed and introduced he or she must be provided with training facilities. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. Training is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose.

The importance of human resource management to a large extent depends on human resource development. The objective of TQPM can be achieved only through training because training develops human skills and efficiency. The need of Training and Development can be better understood with the benefits provided by Training and Development programmes.

Benefits from Organization point of view: Leads to improved profitability Improves the job knowledge and skills at all levels of the organization Improves the morale of the workforce Helps people to identify the organizational goals Helps to create a better corporate image Improves the relationship between the superiors and subordinates Aids in developing leadership skill, motivation, loyalty and better attitudes Helps costs down in many areas Improves organizational communication Helps to cope up with change Aids in handling conflicts Benefits to the individual: Helps individual in decision making and problem solving skills Builds self-confidence Helps to combat with stress, tension, frustration and conflict Increases job satisfaction Helps in advancement, achievement and growth

Specifically, the need for training arises due to the following reasons: To Match the Employee Specifications with the Job Requirements and Organizational Needs Organizational Viability and Transformation Process Technological Advances Organizational Complexity Human Relations Change in the Job Assignment

Training needs are identified on the basis of: Organizational analysis Job analysis Man analysis
Training needs = Job and org. requirement - Employee specifications

The following methods are used to assess the training needs: Organizational requirements/weaknesses Departmental requirements/weaknesses Job specifications and employee specifications Identifying specific problems Anticipating future problems Managements requests Observation Interviews Group conferences Questionnaire surveys Tests or examinations Check lists Performance Appraisals

The success or failure of a training programme quite a large depends on certain principles of learning. In order to be a training programme successful a training programme should incorporate certain principles of learning. They are: Modeling Motivation Reinforcement Goal setting Whole Vs Part Learning Feedback Meaningfulness of presentation Individual Differences Active Practice

On-the-job Methods: Job rotation Coaching Job instruction Training through step-by-step Committee Assignments Off-the-job Methods: Vestibule Training Role Playing Lecture Methods Conference or Discussion Programmed Instruction

The process of training evaluation has been defined as any attempt to obtain information on the effects of training performance and to assess the value of training in the light of that information. Evaluation of training takes place at five levels: Reactions Learning Job behaviour Organization Ultimate Value

There are three essential ingredients. They are: Support throughout the evaluation process. Support items are all four factors of production. Existence of open communication channels Existence of sound management process

OD is defined as a complex educational strategy designed to increase organizational effectiveness and wealth through planned intervention by a consultant using theory and techniques of applied behavioural service. OD has emerged in response to needs-primarily because of the inadequacy of training and executive development programmes and secondly due to fast pace of change itself.

 Initial

Diagnosis Data collection Data Feedback and Confrontation Selection and Design of Interventions Implementation of Intervention Action Planning and Problem Solving Team Building Intergroup Development Evaluation and Follow-up

OD interventions/techniques are the methods created by OD professionals and others. Single organization or consultant cannot use all the interventions. They use these interventions depending upon the need or requirement. The most important interventions are: Survey Feedback Process Consultation Goal Setting and Planning Managerial Grid Team Building MBO Job enrichment Redesigning Organizational Structures Quality Circles

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