Training & Development

Towards Building a Learning Organisation

Its All About Playing An .

Integrative and Transformational Role.

Training & Development defined

Training Development Current Jobs Future Jobs

Objectives Improving Organisation Performance Enhance Knowledge & Skill levels

Training & Development

Direct link to business strategy

Cost or Investment?

Training Investment Leaders

@ 3.2% of Payroll

Motorola 1% of annual sales HP 5% of annual revenue

Focus Areas
Leadership Development Customer Awareness Employee involvement /Motivation Innovation Process improvement Change management. Cross cultural awareness

Who is responsible?

TrainingA Process
Pre-Training Training Post Training

Training to be effective must be a continuous process

The Process Flow.

Training Need Identification (BTNI, MPDP) Validate Training Needs A,B,C Analysis

Identify & Understand Coverage

Classify Training

The Process Flow.contd

Select the Trainer, Discuss Methodology Expectations from Participants Pre-Training material

Post Training Activity

Feedback

Deliver Training

Pre-training Phase
To determine the relevance of training to the employees job To ascertain training will make a difference To link improved job performance to Organizational goals

Training Delivery
Task
Design an Induction Training Program for new

entrants What are the 3areas you would suggest are mandatory coverage Objective Familiarization to the organization Duration?

Training Techniques
Informational Presentation Simulation Method Case Studies/Role

Plays/Games/In-basket exercise
On the job training Sensitivity Training Multimedia Training/E-Learning Assessment Centers/Development Centers 360 Degree feedback/Multi-rater process

Measuring Training Effectiveness ROI of Training

ROI is a comparison of benefits to cost expressed as a percentage of the original investment. It is a way of finding if the training met its goals to an extent that justified its cost
Link to business imperatives: Net sales per employee,

Gross profit per employee Clearly set objectives & continuous monitoring

Post Training Kirk Patrick Model

1 Training Reaction & Learning 2 3 4 Workplace Behavior & Results 5

Post Training Kirkpatrick Model

Percentage of Courses Evaluated at Each Percentage of Courses Evaluated at Each of Kirkpatricks Four Levels of Kirkpatricks Four Levels
100% 100% 80% 80% 60% 60% 40% 40% 20% 20% 0% 0% Level 1 Level 1 Level 2 Level 2 Level 3 Level 3 Level 4 Level 4 34% 34% 13% 13% 3% 3% 94% 94%

Source: Restructuring: Results From the 1996 Benchmarking Forum (ASTD, 1996) Source: Restructuring: Results From the 1996 Benchmarking Forum (ASTD, 1996)

ASTD -- The Top Ten Trends ASTD The Top Ten Trends

Copyright 1996 ASTD Copyright 1996 ASTD

Training Trends.

Training Trends.
Trend 5
A dvances in technology will A dvances in technology will revolutionize the w ay training is revolutionize the w ay training is delivered. delivered.

ASTD -- The Top Ten Trends ASTD The Top Ten Trends

Copyright 1996 ASTD Copyright 1996 ASTD

Training Trends.
Training Time By Delivery System Training Time By Delivery System
70% 70% 7% 7% 7% 7%

5% 5% 4% 4% 3% 3% 2% 2% 2% 2% 1% 1%

Traditional Classroom Traditional Classroom Other Self-paced Other Self-paced Traditional CBT Traditional CBT AT/Interactive Classroom AT/Interactive Classroom Interactive/multimedia CBT Interactive/multimedia CBT Televised distance learning Televised distance learning Other alternative Other alternative delivery systems delivery systems Internet/network Internet/network distance learning distance learning EPSS EPSS

Source: Restructuring: Results From the 1996 Benchmarking Forum (ASTD, 1996) Source: Restructuring: Results From the 1996 Benchmarking Forum (ASTD, 1996)

ASTD --The Top Ten Trends ASTD The Top Ten Trends

Copyright 1996 ASTD Copyright 1996 ASTD

Training Trends.
T rend 6
T raining departm ents w ill find T raining departm ents w ill find new w ay s to deliver services. new w ay s to deliver services.

A STD -- T he Top Ten T rends A STD T he Top Ten T rends

C opyright 1996 A ST D C opyright 1996 A ST D

Training Trends.
Competencies For The Future Competencies For The Future
Industry or corporation awareness Industry or corporation awareness Leadership skills Leadership skills Interpersonal-relationship skills Interpersonal-relationship skills Technological literacy Technological literacy Problem-solving skills Problem-solving skills
continued .. .. .. continued
ASTD -- The Top Ten Trends ASTD The Top Ten Trends Copyright 1996 ASTD Copyright 1996 ASTD

Training Trends.
C om petencies For T he Future C om petencies For T he Future
O rganization understanding O rganization understanding C ontracting skills C ontracting skills B uy-in and advocacy skills B uy-in and advocacy skills C oping skills C oping skills A bility to see the big picture A bility to see the big picture
SS ource:AST D M odels for H um an Perform ance Im provem en t: Ro les, Com petencies, and O utputs (AS TD , ,1996) ource: AST D M odels for H um an Perform ance Im provem en t: Ro les, Com petencies, and O utputs (AS TD 1996)

A STD -- The Top Ten Trends A STD The Top Ten Trends

C opyright 1996 A STD C opyright 1996 A STD

Training Trends.
Trend 7
Training professionals will focus Training professionals will focus more on interventions in more on interventions in performance improvement. performance improvement.

ASTD -- The Top Ten Trends ASTD The Top Ten Trends

Copyright 1996 ASTD Copyright 1996 ASTD

Training Trends..

T ren d 9
C om panies w ill transform into C om panies w ill transform into learning organizations. learning organizations.

A ST D -- T he T op T en T rends A ST D T he T op T en T rends

C opyright 1996 A ST D C opyright 1996 A ST D

Towards being a Learning Organisation

S o m e C h a ra c te ris tic s o ff L e a rn in g S o m e C h a ra c te ris tic s o L e a rn in g O rg a n iz a tio n s O rg a n iz a tio n s
b e lie ff th a tt s y s te m s th in k in g is fu n d a m e n ta ll b e lie th a s y s te m s th in k in g is fu n d a m e n ta c lim a te th a tt e n c o u ra g e s ,, re w a rd s ,, a n d c lim a te th a e n c o u ra g e s re w a rd s a n d e n h a n c e s in d iv id u a ll a n d c o lle c tiv e le a rn in g e n h a n c e s in d iv id u a a n d c o lle c tiv e le a rn in g s u rp ris e s ,, m is ta k e s ,, a n d fa ilu re s v ie w e d a s s u rp ris e s m is ta k e s a n d fa ilu re s v ie w e d a s le a rn in g o p p o rtu n itie s le a rn in g o p p o rtu n itie s w id e ly a v a ila b le a c c e s s to in fo rm a tio n a n d w id e ly a v a ila b le a c c e s s to in fo rm a tio n a n d re s o u rc e s re s o u rc e s
c o n tin u e d .. .. .. c o n tin u e d
A S T D -- T h ee T o p T een T rreen d ss ASTD Th Top T n T nd C o p yyrig h tt 1 9 9 6 A S T D C o p rig h 1 9 9 6 A S T D

Towards being a Learning Organisation

S o m e C h aracteristics o ff L earn in g S o m e C h aracteristics o L earn in g O rg an izatio n s O rg an izatio n s
d esire fo rr co n tin u ou s im p ro v e m en tt an d d esire fo co n tin u ou s im p ro v e m en an d reso u rces reso u rces learn in g in tegrated w ith w o rk learn in g in tegrated w ith w o rk o p p o rtu n ities fo rr o pen d ialo g u e an d in qu iry o p p o rtu n ities fo o pen d ialo g u e an d in qu iry

A S T D -- T h ee T o p T een T re n d ss A S T D T h T o p T n T re n d

C o p yrig h tt 1 9 9 6 A S T D C o p yrig h 1 9 9 6 A S T D

Towards being a Learning Organisation

Actions to Support and Create a Actions to Support and Create a Learning Organization Learning Organization

Prom ote people who Prom ote people who dem onstrate dem onstrate capacity to learn capacity to learn

Create forum s to Create forum s to share learnings & share learnings & best practices best practices

Reward flexibility, Reward flexibility, new initiatives and new initiatives and risk taking risk taking

Change performance Change performance appraisals to assess appraisals to assess learning activities and learning activities and outcom es outcom es

Enable people to take Enable people to take responsibility for their own responsibility for their own learning budgets and learning budgets and opportunities opportunities

ASTD -- The Top Ten Trends ASTD The Top Ten Trends

Copyright 1996 ASTD Copyright 1996 ASTD

T rend 10
O rg a n iz a tio n a ll e m p h a s is o n O rg a n iz a tio n a e m p h a s is o n h u m a n p e rfo rm a n c e m a n a g e m e n tt h u m a n p e rfo rm a n c e m a n a g e m e n w ill a c c e le ra te .. w ill a c c e le ra te

A S T D -- T h ee T o p T een T re n d ss A S T D T h T o p T n T re n d

C o p yyrig h tt 1 9 9 6 A S T D C o p rig h 1 9 9 6 A S T D

Winning Organisations must move from being just Learning Organinsation to being a Teaching Organisation.
Leadership Engine, Noel Tichy