BY

WAN HIZAM BIN WAN HASSAN

BUSINESS MANAGEMENT LECTURER
 Introduction to Training and Development
 Explain factors that influencing training and
development
 Explain training and development process
 Determine training and development needs
 Explain training and development methods
 Explain Training and Development Delivery
Systems
 Theterm ‘Training’ is often used casually to
describe any effort initiated by an
organization to faster learning among its
members.
 Training
 Isactivities designed to provide learners with
the knowledge and skill needed for their
present job. (Mondy)

 Development
 Learning purposely to prepare for future
work demands and has a more long term
focus
 It prepares employees to keep pace with the
organization as it changes and grows.
 Training  Development
 Provide knowledge  Provide knowledge
and skills needed for and skills needed for
current job future job
 Short term focus  Long term focus
 The scope of training  The scope of training
is by individual is by workgroup/team
 As improvement
opportunities
 Hasbecome increasingly important to the
success of an organization

 Rapid
changing technologies require
employees to continuously sharpen their
knowledge, skills and abilities to cope with
new process and systems.
 Jobs that require little skill are now rapidly
being replaced by jobs that require
technical, interpersonal and problem solving
skills.

 Mostemployees need some type of training

on an ongoing basis to maintain effective
performance or to adjust to new ways of
work.
 Asa result of this training, employees may
be even more effective on the job and may
be able to perform other jobs in other area
or at a higher levels.
 To improve performance
 A new employees just hired may not posses the skills
and abilities required
 To update employee skills
 Technological advances will make organizations
functions more effectively
 Avoid managerial obsolescence
 Failure to keep pace with new methods and processes
will make organization remain effective
 Solve organizational problems
 Reduce personal conflicts, scheduling delays, high
levels of absenteeism and turnover, inventory
shortages etc.
 Orient new employees
 Orientation is a part training which will help to reduce
the difficulties encountered by new employees
 Preparefor promotion and managerial
succession
 Helps an employee to acquire the skills needed for
promotion
 Satisfy personal growth needs
 Will result in greater organizational effectiveness and
increased personal growth for all employees
 Top Shortage of
Global
Management skilled
complexity
Support workers

Technological Learning
advances style
 The most effective way to achieve success is
for the top management themselves to take
an active part in the training and provide the
needed resources.

 Resources include enough budget for

training, well equip facilities and other
incentive and benefits for employees who
finishes their training.
 Partof the problem in finding qualified
people for manufacturing jobs is that there is
a generation of young people for which
manufacturing has not been an attractive job
prospect because they have seen many jobs
outsourced and they question the long-term
future in these jobs
 Technology has played a huge role in
changing the way knowledge is delivered to
employees.
 Change is occurring at an amazing speed,
with knowledge doubling every year.
 As technology becomes capable of handling
more and more tasks, employers combine
jobs and confer broader responsibilities on
remaining workers.
 Theworld is simply getting more complex,
and this has had an impact on how an
organization operates.

 To
sustain competitive advantage companies
must provide their employees with leading-
edge skills, and encourage employees to
apply their skills proficiently.
 Learning style supports the concept that
people have a natural preference, based on
their dominant sense, in how they choose to
learn and process information. It may be
visual, hearing, or touching.

 Learning never stop

 • Determine specific Training & Development needs
1

• Establish specific Training & Development objectives

2

• Select Training & Development methods

3

• Implement Training & Development programs

4

• Evaluate Training & Development program

5
 The first step in the T&D process is to
determine specific T&D needs.
 Helps companies determine whether training
is necessary.
 It may be determined by conducting analyses
on three levels, which include organization
analysis, task analysis and person analysis.
 Establishing
T&D objective so that manager
can determine whether T&D has been
effective.

 T&D must have clear and concise objectives

and be developed to achieve organizational
goals. Without them, designing meaningful
T&D programs would not be possible.
 Management can determine the appropriate
methods and the delivery system to be used
such as classroom method, e-learning, case
study, behavior modelling, role playing,
training games, in basket training, on the job
training, apprenticeship training and team
training.
 The most suitable method should be
implementing.
 Participants must believe that the program
has value and will help them achieve their
personal and professional goals.
 It is important to maintain training records,
including how well employees perform during
training and later on the job.
 There are four criteria was developed for
evaluating training and development.
 i. Reactions Training
 ❑ Evaluation criterion focused on the extent
to which trainees liked the training program
related to its usefulness, and quality of
conduct.
 ii. Learning
 ❑ The extent to which an employee
understands and retains principles, facts,
and techniques.
 iii.Behavior Change
 ❑ Change in job-related behaviors or
performance that can be attributed to
training.
 iv. Organizational Results
 ❑ Typically, training outcomes such as
enhanced productivity, lower costs, and
higher product or service quality.
 Determining the T&D can be done by several
analysis:
 Organizational analysis
Analysis on overall organizational perspectives, the firm’s
strategic mission and goal
 Task analysis
Analysis on tasks to determine which task is required to
achieve the firm’s purpose
 Person analysis
Analysis on personnel to determine who needs to be
trained
What kind of knowledge, skills, and abilities (KSAs) do
employees need?
 Classroom method
 Instructor physically stands in front of students.
 E-learning
 Online instruction using technology based
method.
 Case study
 Trainees are expected to study the information
provided in the case.
 Behavior modelling
 Method that permits a person to learn by copying
behaviors of others.
 Role playing
 Participants are acting out real world situations
 Training games
 Enhance employees’ knowledge and skills
 In basket training
 Participants need to handle number of business
papers, email messages, memoranda reports and
telephone messages.
 On the job training
 Permits an employee to learn job tasks by
actually performing them.
 Apprenticeship training
 Combines classroom instruction with on the job
training.
 Team training
 Focused on teaching knowledge and skills to
individuals who are expected to work collectively
toward meeting a common objective.
 Corporate universities
 Company training, employee development and
adult learning
 Colleges and universities
 Primary delivery systems for training
professional, technical and management
employees
 Community colleges
 Deliver vocational training and associate degree
programme
 Online higher education
 Education that deliver either entirely or partially
via the internet
 Vestibule system
 Training ceter where the trainees receive
instruction in their use
 Video media
 DVDs continues to be a popular delivery systems
 Simulators
 The use of devices or programs that replicate
actual job demands
 Social networking
 Mobile and geographically dispersed workforces
are becoming the norm
A good and quality training is very important
and it will benefits organizations in various
ways, improving performance, updating
employee performance, solving problems,
preparing for promotion and orienting new
employees.