Training Design

Session - 9
Training & Development and other HR
Functions
Availability of training Recruitment
can
aid in recruitment
Training may permit Selection Effective selection may
hiring reduce training needs
less-qualified applicants
Training aids in the Performance A basis for assessing
achievement of Appraisal training needs and results
performance

Training and Compensation A basis for determining

development Management employee’s rate of pay
may lead to higher pay
Labor Union cooperation can
Relations facilitate training

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 When is Training a Good Intervention

• Training might be appropriate when the performance

issue is a “can’t do” issue:
• Poor performance (resulting from a knowledge or skill
deficiency).
• Lack of basic skills (reading, writing, technology, math
skills).
• New technology.
• A customer request for new products or services.
• Higher performance standards.

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 When Is Training NOT the Best Intervention?
• Training is not the best intervention when the performance
issue is a result of:
• Recruitment, selection or compensation problems.
• Insufficient tools, equipment or resources.
• Physical setting problems.
• A lack of motivation (job-person fit; person-org fit); a “won’t do” issue.
 What is Training Need Analysis

Process to determine whether training can

address a performance gap.
 Think About It
• Your sales director complains that her representatives are not
making their monthly quotas. She is convinced they need more
sales training to address this issue and asks you to design
something by the end of the week.

• What would you do?

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 TNA Framework Components
• Organizational Analysis
• To align training with business strategy and to ensure there are resources and
managerial support for training.
• Task Analysis
• To identify the important work-related tasks and knowledge, skills, behaviors,
abilities (KSBAs);
• determine if the content and activities are consistent with trainee on-the-job
experience; and
• to develop measurable and relevant content, objectives and methods.
• Person Analysis
• To ensure that trainees have the basic skills, motivation, prerequisite skills or
confidence.

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Needs Assessment Analysis

Organizatio Task Organizational

n Analysis Analysis Demands

Performance Gap

Person
Employee Capability
Analysis
 Organization Analysis
An Organization Analysis involves determining :
• Appropriateness of training given the organization’s
strategy.
• Resources (financial and development) available for
training and transfer after training.
• Where is training needed in the organization?
 Gather data mainly from senior and mid-level managers. Why?

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 Task Analysis
Task Analysis involves:
• Identifying the important work-related tasks and knowledge, skills,
behaviors and abilities (KSBAs)
• How often and when tasks are performed
• Quantity & Quality of performance required

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 Individual/Learner Analysis
The person/learner analysis involves:
• Determining whether performance deficiencies result from a lack of
knowledge, skill, behavior or ability (a training issue) or from a
motivational or work design problem.
• Identifying who needs the training; who has a KSBA deficiency.
• Determining readiness for training: basic skills, motivation, self-
efficacy.

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 TNA Data Collection Methods
• Survey
• Interviews
• Observations
• Focus Groups
• Advisory Committees

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 Airport Scene
Why have the three Airlines i.e. Indian Airlines, Air Sahara and Jet
Airways responded differently on the issue of Fog related delay and
cancellation of flights?
Preparedness at what level is missing?

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IIMs, Foreign varsities line up to educate SHOs
At what levels the “Training Needs” has been identified?

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