CHAPTER 1 - TRAINING IN ORGANIZATION

TRAINING AND DEVELOPMENT

-Involves improving the effectiveness of

organization and the individuals and teams
within them.
Training
- Is the process to develop employee performance
on a presently held job or one related to it. If there
is transfer of knowledge there is learning.
DEVELOPMENT
-refers to learning opportunities intended to assist employers grow. Such
opportunities are not restricted to improving employees performance on their
current jobs.
Purpose

Is to organize and facilitate learning &

development. Expedite acquisition of
knowledge skills and abilities required for
effective job performance
Benefits of Training
1. Positive employee retention
2. Training future leaders
3. Employee Empowerment
4. Increase workforce motivation
5. Target soft skills
6. Personalize employee development
7. Create strategic Development plan
8. Better job satisfaction
9. Improves innovation in strategies and product
10. Lessens employee turnover
11. Creates better company image
12. Helps in Organizational Development

13. Promotes loyalty, faithfulness, sincerity and trust

14.Assist in promotion from within

15. Boosting productivity and work quality

16. Avoiding tension and conflict

17. Generates an environment for growth and good communication.

Soft skills
Are a combination of people skills, social skills,
communication skills, character, personality,
traits, attitudes, mindsets, social intelligence and
emotional intelligence
Hard skills
Are abilities that you tackle job specific duties
and responsibilities. These skills are usually
focus on specific task & processes such as the
use of tools equipment or software.
Role of Training & Development
- Is responsible for the organization’s staff,
training requirements, program and career
development needs. They supervise training
staffs plan and administer training seminars &
manage conflict resolution, team building &
skills evaluation.
OBJECTIVES OF TRAINING

1. Health and Safety

2. Equality and diversity
3. Staff Management
TRAINING CATEGORIES
1. REQUIRED AND REGULAR TRAINING

A. Sexual Harassment Training

These are trainings which comply with legal requirements and are
provided for all employees

B. Safety Compliance

Safety compliance training is critical where working with heavy

equipments, hazardous chemicals, repetitive activities Inc.
C. WAGE AND HOUR RULES
Wage and hour rules training is for managers and employees which requires
fundamental understanding of employer policies in order not to expose their organization
and showing new workers to major legal risk and liability.
D.EMPLOYEE ORIENTATION
-Includes introducing employees to the company. It’s products, culture & policies
E. BENEFITS ENROLLMENT
- This training i s for employees to learn more about employees benefits.
2. JOB TECHNICAL TRAINING
A. Computer skills
-are becoming necessity for conducting administrative and office tasks.
B. Customer Service
-Increased competition in today’s global marketplace makes it critical that
employees understand and meets customer needs.
C. Quality initiatives
-Initiatives such as Total Quality Management, Quality circles,
Benchmarking etc. requires basic training about quality concepts guidelines &
standards for quality.
4. Equipment Operations

-Training on equipment operations provides basic skills and knowledge to safety handles and
operate equipments.

5. Recordkeeping needs

-This training offers training on proper setting up the right and efifcient record keeping system.

6. Telecommunication

-Entails providing a concrete foundation in the details of telecommunications technology.

7. Product Details

-It involves knowing about the complete specifications of a product in order to fully explain to
customers the benefits of the product
3. DEVELOPMENTAL AND CAREER TRAINING
-It focuses on both operational & interpersonal troubles and endeavor to
enhance the working environment of the organization
A. Business Trends - provides info. on the latest changes in people, technology
and business environments.
B. Strategic Thinking- equips the trainee on how to think strategically everyday
in their roles as well as part of the business planning process.
C. Leadership - helps the leaders in the organization find out how to stir trust &
build credibility with their people.
. Change Management
D

-This training ensures that changes are systematically & effortlessly executed.

E. Career Planning

-Helps in thinking about the interests, values, skills, and preferences of an individual. It ensures
that the trainees work fits with his personal life and his environment.

F. Performance Management Training

-Creates both competence and growth for employees.

4. INTERPERSONAL & PROBLEM SOLVING TRAINING
A. Diversity - This training includes explanation about how people have
different perspectives and views and includes techniques to value diversity
B. Ethics - This has something to do with CSR. Focuses on values and morals at
the workplace
C. Human Relations- it pertains to resolving misunderstanding & conflicts. It
helps people to get along well in the workplace
D. Communications - In today’s workplace brings a wide variety of language
and customs. This training could assist in bridging the gap that they may
happen due to miscommunication.
E. Writing skills training - helps an individual assess his current writing skills
set goals for improvement and apply tools and techniques.

F. Team relations training- helps identify a number of ways to help create

harmonious relationship in order to create motivating and inspiring
environment.

G. Coaching skills training- focuses on principles and practice of performance

coaching that will enable trainees to discover the power of coaching within
the organization. Trainees will develop important new skills, tools, and
behaviors, that are foundation in creating success in the organization.
H. Problem Analyses training- helps improve skills in identifying,
analyzing and solving work related problems as well as assist in
increasing management staff and customer commitment to their
decisions.
I. Conflict Resolution training- focuses on ways supervisors can work with
their employees to resolve conflict in the workplace
BASIC STEPS IN THE TRAINING PROCESS

STEP 1 TRAINING NEEDS ANALYSIS (TNA)

-Is a process of identifying the gap in employee training and related training
needs. By means of determining training needs an organization can choose what
specific knowledge, skills, and attitudes are required to get better employees
performance based on company standards.
The objective in setting up TNA is to discover the responses to the following
queries:

1. Why is training necessary

2. What kind of training is necessary
3. When is the training needed
4. Where the training is necessary
5. Who requires the training
6. Who will carry out the training
7. How will the training be executed
STEP 2 - TRAINING DESIGNS
-This step establishes the training designs appropriate depending on the
training objectives. The training must be designed in order to deal with the
evaluated specific needs. The effectiveness of the training relies on learning
concepts and the wide variety of approaches in training
STEP 3 TRAINING DELIVERY
-Once the training design has been decided this step can begin. One on one
training, On the Job training, Group Training, seminars and workshops are the
most popular training delivery
STEP 4 TRAINING EVALUATION
- This step will determine how effective the training program has become due
to cost and time expenditure. Evaluation methods could be in the form of pre
and post surveys through customer comments cards or increased customer
satisfaction.
CHAPTER 2 - ALIGNING TRAINING WITH STRATEGY
ORGANIZATIONAL COMPETITIVENESS AND TRAINING
-The knowledge, skills and abilities of the workforce are the key to
organizational success.

-Retention of talent, intellectual capital and knowledge management are very

important to support the companies VISION MISSION AND STRATEGIC GOALS

-The need to spend for human capital is brought about by globalization,

technology, outsourcing,,aging workforce, competition for talent

-Therefore to encourage competitiveness it is vital to identify, design, and

implement strategic training and development initiatives.
 -It is believed that training is a source of competitive advantage for
organizations.Training contributes to greater stability, flexibility and capacity for
growth in an organization.
-There are 2 ways how training adds to employee stability. A. Employees who
underwent training becomes efficient & plays a significant role to the firm. Growth
delivers stability to the workforce. Trained workforce rarely leaves the
organization. Career development is one of the reasons why employees choose to
remain in the company.
-Employees who are not trained in the latest innovation may fall behind and
the organization could be less competitive
 -Training helps achieve organizational strategies. Top management sees
training as a source of valuable intelligence on the essential basic skills. Training
could minimize accidents,scrap and damage to machineries & equipment. If
employees are trained well, customer dissatisfaction, complaints from
stakeholders, absenteeism, and turnover can be reduced..
Benefits of Strategic Training
１．Strategic training enables human resource and other professionals to get
closely engaged with the business, collaborate with operating managers in
solving problems and create vital inputs to organizational results

２ Strategic training mind set lessens the probability of viewing that only training
can resolve workforce or organizational problems

3. Strategic training can provide competitive advantage for the organization

 A strategic training plan would engage on expressing
these intended results and chemistry of several related
aspects which are the following:
1. Obviously expressed results.
2. Guide principles
3. Impact on the organizations mission and expectations
4. Sr. leaders and management involvement
5. Current state assessment
6. Measurement sustainability
7.End-user-input
8. Performance measures
9.Time frame
10. Development and planning
Organizational Development (OD)

OD - is the use of knowledge and techniques from the

behavioral sciences to examine an existing organizational
structure and implement changes in order to improve
overall organizational effectiveness and health.
Some issues of OD are organizational climate, information
sharing, communication, team building and collaborative
relationships
Organizations initiate training to guarantee that their employees
are familiar with the objectives & goals of the organization.
Training offers employees with the fundamentals skills and
competencies that are essential for the organization to begin
planned change.
Strategic Training and Development process

1. Identify business strategy

2. Strategic training and development initiatives that supports
strategy
3. Strategic training and development strategies
4. Metrics of training success.
CHAPTER 3 ORGANIZATIONAL LEARNING,
MOTIVATION AND PERFORMANCE

I. UNDERSTANDING LEARNING AND

ORGANIZATIONAL LEARNING
LEARNING- is the process of obtaining knowledge and
skills that engage in ones change of behaviors.
OUTCOMES OF LEARNING

1. VERBAL LEARNING - Facts, knowledge, principles of

information, known also as declarative knowledge.
2. INTELLECTUAL SKILLS- concepts, rules and procedures that
govern many activities in people’s daily lives like driving car,
shopping in the supermarket known also as procedural
knowledge.
3. COGNITIVE SKILLS - application of information and
techniques & understanding how and when to use knowledge
and information.
4.MOTOR SKILLS - Synchronization and carrying out of physical
movements that entails the use of muscles like learning how to
swim.
5.ATTITUDES - and internal states link with one’s beliefs and
feelings, attitudes are learned and can be changed
ORGANIZATIONAL LEARNING

Is the process of creating, sharing, diffusing and applying

knowledge. The focus of organizational learning is on the
systems that use to create and distribute new knowledge on
an organization wide basis. Therefore it is a dynamic process
of creating and sharing knowledge.
ELEMENTS OF LEARNING CYCLE

1.IDENTIFICATION OF LEARNING NEEDS - Process of

investigating current and future needs.
2.LEARNING DESIGN - The development of intervention
training job rotation to address the identified learning needs.
3.DELIVERY OF LEARNING PROGRAM - implementation of the
learning intervention at individuals, group or organizational
levels.
4.
LEARNING EVALUATION - Without evaluation, organizations
would not know if the investment had the desired results
CONDITIONS OF THE LEARNING ENVIRONMENT

A.WHOLE VS. PART LEARNING - Trainees must learn each part

separately from the simplest to the most difficult but they must be
shown the whole performance so that they know what their final goal
is.
B. MASSED VS. SPACED PRACTICE - space practice (practicing new
behavior and taking rest periods in between) is more effective than massed
practice (practicing new behavior without breaks) especially for motor skills,
spaced practiced is also more productive for long term retention and for
transfer of learning to the work setting than massed practiced.
C. OVERLEARNING - is practicing far beyond the point of
performing the task successfully which is vital in both acquisition
and transfer o gf knowledge and skills. However it increases
retention, makes the behavior more automatic and helps trainees
transfer what they have learned back to the job setting.
D. GOAL SETTING - this can aid employees improve their
performance by directing their attention to a particular behavior
that requires to be changed, specific and challenging goals
challenged individuals to reach higher levels of performance
E.KNOWLEDGE OF RESULTS - in order for trainees to improve their
performance they need timely and specific knowledge of results (feedback)
which serves both informational and motivational purposes.
F. ATTENTION - Training programs and materials must be designed by
trainers to make certain that trainers will focus their attention to them to
seek attention, training environment must be comfortable to trainees.(good
temperature, lighting, snacks) and free from distractions (phone calls,
interruptions from colleagues)
RETENTION
The retention ability is relevant to the effectiveness of the training
program. If materials presented is easy to understand and remember
there will be more retention on the part of the trainees: Methods to
ensure retention includes:

-Presenting the overall picture of what is to be learned

-Using examples, concepts & terms familiar to trainees

-Organize materials from simple to difficult

-Periodically make recall through test.

FACTORS THAT INFLUENCE MOTIVATION TO LEARN
FACTORS DESCRIPTION ACTIONS TO BE
IMPROVE

1.Self Efficacy Employees belief that -Show emp. Training

employees can success of their peers.
successfully learn - Communicate the
content of training purpose of training and
program not identify areas of
incompetence

2. Benefits of training Job related, personal, -Realistic

career, benefits of communication about
attending training short and long term
benefits from training
FACTORS THAT INFLUENCE MOTIVATION TO LEARN
3. Awareness of Training Knowledge of skills, -Communicate why they
Needs strengths, and were asked to attend the
weaknesses training program

4.Work Environment -Proper tools and -Give employees

equipment, materials, opportunities to practice
supplies, budget & time and apply skills to their
work

-Managers and peers -Encourage employees

willing to provide to provide feedback to
feedback & reinforce each other
use of training content
-Encourage trainees to
share training
experiences where use of
training content is
beneficial

-Acknowledge use of
training content in their
work.

-Provide resources
necessary for training
content to be used in
their work
5. Basic skills Cognitive ability -Ensure trainees have pre
Reading and writing requisite skills needed for
skills understanding and learning
training content
-Provide remedial training
-Use video or other visual
training methods
-Modify training programs to
meet trainers basic skills
levels.

-Create a learning goal

6. Goal Orientation Goals held by the orientation by
employees in a deemphasizing competition
learning environment bet. Trainees to make
errors and to experiment
 With new knowledge,
skills, behavior during
training and
experiments.
7. Conscientiousness Tendency to be reliable, Communicate need for
hardworking, self learning
disciplined and
persistent
SOCIAL LEARNING THEORY AND TRAINING

The cognitive processes that are part of the social learning

theory are:
1. MOTIVATION
2. ATTENTION
3. RETENTION
4. BEHAVIORAL REPRODUCTION
5. ADULT LEARNING THEORY
Albert Bandura & his associates developed the SOCIAL
LEARNING THEORY. That is the learner does not have to do
anything but observe what is going on around him. The
essential principle of social learning theory is that events and
consequences in the learning situation are cognitively sorted
out before they are learned or influence behavior. The sorting
out of info directs to learning and transformation.
 CHAPTER 4 - NEEDS ANALYSIS

Training Needs Analysis - is the first step of all training. It is

the process in which the company identifies training and
development needs of its employee so that they can do their
job effectively. It involves a complete analysis of training
needs required at various levels of the organization.
TRAINING NEEDS - is a shortage of skills and abilities
which could reduced or eliminated by means of of training
and development. Lack of skills knowledge and
understanding in the workplace could be the causes of
training needs.
Training needs analysis involves:

1. Examining current performance using techniques like

observation, interviews and questionnaires
2. Forecasting upcoming shortfalls or problems
3. Recognizing the type and level of training requisite and
exploring how this can be best granted
BENEFITS OF TRAINING NEEDS ANALYSIS

1. Explores ways in which the competency, capability and potential of

organization can be enriched.
2. Obtain better outcomes with optimum utilization of resources
3. Establishes relevance of training for employees. Data obtained from
training needs analysis reveals training requirements.
4. Analysis relationship between training and job performance
5. Aligns organizational goals with training
6. Enlists standards that needs to be followed for ideal competency
levels.
7. Helps to work on areas in which employees needs skills development
TYPES OF NEEDS ANALYSIS

1. ORGANIZATIONAL ANALYSIS - Attempts to know the answer on the

question of where the training highlight must be placed in the
company and what factors may influence the outcome training. In
order to do this, there is a need to examine :
a. Organizational goals
b. Personnel inventories
c. Climate and efficiencies indices
3 Factors that must be considered in choosing training:

a.Support of managers and peers

b.Company strategy
c.Training resources - budget, time, and expertise for training
2. PERSON ANALYSIS - Helps in identifying who needs training.
Poor performance is reflected by customer complaints, low
performance rating, accidents or unsafe behavior
The ff. could help determine the need for training
1. The performance problem is vital and the possibility to cost the firm a
huge amount of money from lost productivity or customers
2. Employees do not know how to perform effectively with little or no
previous training at all or earlier training has been ineffective.
3. Correct knowledge or behavior cannot be shown by employees due to
frequent or never used training content
4. Employees may not be satisfied with extrinsic factors like compensation that
may encouraged them to slow down their work
5. Employees obtain timely, relevant. Accurate, constructive,and specific
feedback about their performance
6. Job re designing or transferring are 2 too expensive or not practical.
3. WORK ANALYSIS/TASK ANALYSIS

- Attempts to answer the question of what should be taught

in training so that the employee could do the job satisfactorily.
Both worker oriented approach and Task oriented approach must
be used in task analysis.
Work Oriented approach focuses on identifying behaviors and
competencies while Task oriented approach describes the work
activities to be performed
APPROACHES IN GATHERING INFORMATION

1. SURVEYS
2. OBSERVATIONS
3. INTERVIEWS
4. CUSTOMER FEEDBACK
5.
5. HR RECORDS
6. FOCUS GROUPS
7. SAMPLING
8. GROUP TESTS
BARRIERS THAT MAY OCCUR WHEN CONDUCTING TNA

1. CONFIDENTIAL INFO.
2. MANAGEMENT BUY-IN
3. UNWILLING EMPLOYEES/PARTICIPANTS
4. COST
5. INTERRUPTS WORK
TNA METHODS
1.ESTABLISHING THE OBJECTIVES

2.REVIEW CURRENT AND PAST TRAINING PROGRAM

3, ANALYZING JOB FUNCTIONS

4.CATEGORIZING TYPES OF TRAINING METHODS

5.DESIGN AND IMPLEMENTATION OF TRAINING NEEDS SURVEY

6.COMMUNICATING RESULTS TO HIGHER MANAGEMENT

CHAPTER 5 - TRAINING DESIGNS
TRAINING DESIGNS-is developing new training & educational sources & lessons
fro your existing employees. It roots out the gaps in training and fills them in with
new material for better performance.

3 TYPES OF TRAINING OBJECTIVES

1. KNOWLEDGE - Cognitive information and details

2. SKILL - Develop behavior modification on how jobs and various task
requirements are executed
3. ATTITUDE - Generates concern in and consciousness of the importance
of training
Objectives
Set to determine the success of training

When developing objectives remember that they should be:

1. SPECIFIC
2. MEASURABLE
3. ATTAINABLE
TRAINING DESIGN

Effective Training designs reflects on the learners, instructional strategies and how
best to transfer the training from class to workplace.

1. Learner characteristics
2. Instructional strategies
3. Transfer of learning
4. Content
5. Timeliness
6. Communication
7. Measures Effectiveness of training
Consideration in designing a Training program

1. Needs Assessment and learning Objective

2. Consideration of learning style
3. Delivery mode
4. Budget
5. Delivery style
6. Audience
TRAINING PROGRAM DESIGN MODEL
CHAPTER 6 TRADITIONAL TRAINING METHODS
There are plenty of methods & materials available to help train and furnish
employees to perform better. With many options, employing quite a few methods
for each training session may be the most useful way to assist employees
discover and preserve information.

One of the most effective approaches in training is the Traditional approach,

the training staff designs the objectives, contents, teaching techniques,
assignments, lesson plans, motivations, test, and evaluation. The focus of this
model intervention by the training staff.
Matching learning methods for better learning outcomes
Trainees have their own preference in learning. Therefore trainers have to tailor fit
their training programs and training methods to take full advantage of the training
outcome.
Learning Styles- is essentially approaches or ways of learning
4 TYPES OF LEARNERS
A.Visual Learners - are those who preferred for visual aids such as diagrams and
handouts and they like to reflect on pictures. They like to draw and scribble and
have a good sense of color matching.They are apt through lectures and
discussions.
B. Reading/Writing preference learners- favors the gathering of information from
printed words.

C. Kinesthetic learners - gain knowledge through experience. They love to

experiment and projects to discover.. They like physical exercises and breed ideas
while doing exercises.

- The responsibility of trainers to match the training methods.Producing better

learning outcomes is a gauge for successful training program.
INSTRUCTOR LED CLASSROOM INSTRUCTION

Instructor Led training is one of the most popular training techniques for
trainers. This method having the trainer lectures a group of people.
Traditional classroom instruction.

Types of Instructor led classroom instruction

1. Blackboard or whiteboard
2. Overhead Projector
3. Video presentation
4. Power Point presentation
5. Storytelling
ADVANTAGES OF INSTRUCTOR LED TRAINING
1. Instructor led classroom training is an efficient method for discussing a
large body of material for either large or small group of employees
2. It is a personal, face to face type of training as opposed to computer
based training and other methods
3. It guarantees that each person gets similar information at the same time
4. It is cost efficient, especially when guest speakers are not outsourced
5. Storytelling captures people’s interest
DISADVANTAGES OF INSTRUCTOR LED TRAINING
1. It is not interactive
2. The success of the training depends much on the effectiveness of the lecture
3. The arrangement classroom sessions for large numbers of trainees can be
complex particularly when trainees are at different locations.
AUDIOVISUAL TECHNIQUES
Audiovisual Training utilize sight and /or sound. They include video, films, laser
disc, overhead, compact disc and other technique that provides auditory
technique.

USE OF VIDEO

1. Trainers can review, slow down or speed up lessons w/c allows flexibility in
customizing the training session
2. Trainers can be exposed to equipment, problems and events that cannot be
simply shown like equipment , angry customers, or cases of emergencies.
3. Trainers can get constant instruction program content is not affected by the
interest and goals of a specific trainer

4. Videotaping trainees permit them to see and how their own performances with
no interpretation coming from the trainer.
ON THE JOB TRAINING
- The most common method of training is the ON-THE-JOB TRAINING
(OJT) which employs more experienced and skilled employees to train less skilled
and experienced employees. Included within OJT are the job instruction
technique, apprenticeships, coaching, and mentoring
JOB INSTRUCTION TECHNIQUE (JIT)
The JOB INSTRUCTION TECHNIQUE focuses on skill development

4 Steps in JIT

1. Prepare
2. Present
3. Try out
4. Follow up
APPRENTICESHIP TRAINING
- Apprenticeship programs are partnerships among labor unions, employers,
schools, and the government.They are frequently instituted in the skilled
trades and professional unions like boiler engineers, electrical workers,l pipe
fitters, and carpenters
- Apprenticeship program must be able to show expertise of all required skills
and knowledge before being permitted to graduate to journeymen status.
- Formal apprenticeship program are regulated by government agencies that
place standards and supply services.
COACHING
- Is a procedure of offering a one-on-one guidance and instruction to get better
work performance of the person being coached in a particular area. It is
intended for employees with performance deficiencies. Coaching can serve
as a motivational tool for those performing satisfactorily.
MENTORING
- Is a form of coaching in which continuing relationship is developed involving a
Senior and Junior employee This method center on offering the Junior
employee with supporting guidance and appreciation of how the organization
goes about its business. Mentoring is focus on improving the employees fit
within the organization than improving technical features of performance so it
differs from coaching
SIMULATED TRAINING
- It is a method for practice and learning that can be useful to many different
disciples and trainees
- Simulated training also known as vestibule learning may happen in a detach
room, with the same equipment the trainees will utilize on the job.
- Simulated training is essential when it’s too expensive or unsafe to train
employees on the job.
BUSINESS GAMES
-are the type of simulators that try to present the way an industry, company,
organization, consultancy or sub unit of a company function. It may be carried out
for various business trainings such as General Management, Finance,
Organizational behavior, human resource or the like.
BENEFITS
1. Improves leadership styles
2. Develops application of total quality principles
3. Improves skills in employing quality tools
4. Reinforces management skills
5. It makes obvious principles and concepts
6. It searches and answer intricate problems
CASE STUDIES
-are typed of problem based learning to stimulate strategic decision making
situations where a situation is presented that needs resolution.

USE OF CASE STUDIES

1. CS learn centers on why and how to apply skills or concept.

2. CS provides great team building opportunities.
3. CS construct problem solving skills mostly helpful when applied
4. CS can be applied to assess past problem solving.
CHAPTER 7 TECHNOLOGY BASED TRAINING METHODS

Technology Based Learning- constitute learning via electronic technology,

including the Internet, intranets, satellite broadcasts, audio and video
conferencing, bulletin boards, chat rooms, webcasts, and CD ROM. TBL also
encompasses related terms such as online learning and web based learning that
is restricted through the use of computers. E-learning is synonymous with TBL.

NATURE OF TECHNOLOGY-BASED TRAINING AND ITS COMPONENTS

Distance learning - occurs when trainers and trainees are in far flung
locations.Typically technology is used to broadcast a trainers lecture to many
trainees in different locations.
Advantages of E-learning
1. Reduce trainee learning time by allowing trainees to progress at their own
pace.
2. Reduce the cost of training, particularly by reducing costs associated with
travel to a training location.
3. Provide instructional consistency by offering the same training content to
employees worldwide
4. Allow trainees to learn at their own pace thereby reducing any boredom or
anxiety that may occur.
5. Provide a safe method for learning hazardous tasks with computer
simulations.
6. Increase access to training to learners in locations around the world.
BENEFITS OF E LEARNING IN TRAINING & DEVELOPMENT

1. Employees can gain control over when and where they receive training
2. Employees can access knowledge and expert systems on an as needed
basis.
3. Learning environment can look, feel and sound just like the work environment
4. Employees can choose the type of media they want in training.
5. Paperwork and time needed for administrative activities is reduced.
6. Employees accomplishment can be monitored
7. Traditional training methods can be delivered to trainees rather than requiring
them to come on a certain location.
DISTANCE LEARNING
Distance learning features 2 way communications bet individuals. There are 2
kinds of technology involved:

1. Teleconferencing-It is usually link via telephone so that trainees can see the
presentation and can call in questions and comments to the trainers
2. Webcasting Internet technology classroom instructions that are provided
online using live broadcasts.
MOBILE TECHNOLOGY
Mobile devices such as smart phones and tablets are being used to provide
training when and where it is needed.IPods and table computers permit training
and learning to happen naturally during the workday or at home. Typical user for
mobile learning includes employees who spends most of their time travelling and
visiting customers/clients and various companies.
BLENDED LEARNING
Blended learning - literally means a mix of online training and face to face
instruction led session. In this method various platforms and modes of delivery are
utilized. Introductory material like videos, case studies or articles is sent out to
participants in order to stimulate their interest. However, its success and future
depends on the capability of the organizations to:
1. Adapt to new and emerging technology
2. Understand and implement blended programs strategically
3. Inculcate self learning skills of participants
4. Obtain management support
5. Facilitate bandwidth
6. Provide engaging content
LEARNING MANAGEMENT SYSTEM (LMS)
LMS is a software application or Web-based technology used to plan, implement,
and assess a specific learning process. Typically a learning management system
that provides an instructor with a way to create and deliver content, monitor
trainee participation and assess trainee performance
BENEFITS OF LMS:
1. Manage and track staff training with an LMS
2. Facilitate E learning with an online learning platform
3. Consolidate all training information into one system
4. Reduce training costs with an LMS
5. Improve compliance with regulatory requirements.
TECHNOLOGY BASED TRAINING
Technology Based Training involves the use of a personal or networked computer for the
delivery and access of training programs. It can be Synchronous and Asynchronous as
well as online, web based, mobile and distance learning
ADVANTAGES OF TECHNOLOGY BASED TRAINING
1. Self paced training
2. Flexibility of schedules
3. Cost effectiveness with no cost
4. Reduced training time
5. Increased knowledge retention
6. Consistency of message
7. Measurability
8. Customization
Disadvantages of Technology Based training
1. Some people do not like it as much as they like having face to face training.
2. New employees in training would not get a warm introduction and as a result many
perceive the company as faceless and uncaring
3. Lack of human interaction
4. Less cost effective than a traditional training
5. Lack of review and remediation
6. Absence of feedback
7. Inability to determine what the worker has learned
8. Product quality, while knowing the programming aspects yet have no real expertise
in learning theory.
9. It’s effectiveness as compared to traditional classroom instruction.
CHAPTER 8 - DEVELOPMENT AND IMPLEMENTATION OF TRAINING

Developing an effective employee training program is very important to the Strategic

success of any business. Training programs has it’s benefits both the employee and the
employer, but only if they are vigilantly planned and appropriately implemented

COMPONENTS OF A SUCCESSFUL EMPLOYEE LEARNING EXPERIENCE

1. The goals of the employee training or development program are understandable.

2. Employees are involved in identifying the knowledge, skills and abilities to be
learned
3. Employees make themselves involved in activities during the learning process.
4.Work experience and knowledge that employees carry to each learning situation
are utilized as a resource.
5.A practical and problem centered approach from actual examples are employed.
6. New materials is linked to the employees past learning and work experience.
7. Employees are provided with an opportunity to strengthen what they learn by
practicing
8.Learning environment is comfortable. Safe and supportive
9. Individual employee is given respect.
10. Learning opportunity encourages positive self-esteem
REASONS FOR RUNNING A TRAINING PROGRAM
For New staff:
1. It shows them that the organization is serious about what it does and therefore
encourages them to be serious about it.
2. It makes them feel that the organization is supportive of them.
3. It boosts their confidence in their ability to do their jobs.
4. Helps to convenience in their ability to do their jobs.
5. It enlists them as regular in the organization by giving them and way of looking
at their work similar to those of others in the organizations.
6. Shortens time needed for them to become competent at their jobs.
7. It reduces their need to ask other staff for advisor information.
8. It reduces mistakes that cost the organization in prestige, public relations,
credibility, lawsuits or money.
For experienced staff: training program has numerous benefits.

1. It helps them to become more competent at what they do.

2. Increase their knowledge of the field by introducing them to the latest
research & theory
3. It helps them to maintain interest in and enthusiasm at their work
4. It can expose them to other practitioners with different better methods
5. It gives them one or more reason to stay with the organization
6. It keeps the organization as a whole dynamic thinking, growing and
changing
WHEN TO RUN A TRAINING PROGRAM
1. Training for new staff should be conducted as soon as possible after
they are being hired. You call it orientation.
2. Staff development should be scheduled regularly at least once a
month as part of the normal operation of the organization
3. Professional development. This requires money for the organization.
Some organizations don’t have money to pay for staff members or to
afford conference fees.
DEVELOPING A TRAINING PROGRAM

1. DEFINE NEEDS AND GOALS

a. Define the needs of the company by identifying weak areas where
training would prove beneficial weak areas where training would prove
beneficial. Ex: How to use machinery,office equipment, Time
management etc.
b. Define short and long term goals of the company and identity possible
training to meet those gols. Ex: Increasing productivity, enhancing
customerservice or Improving employee relations.
c. Develop individual training modules based on the defined needs and
goals
2. IDENTIFYING EMPLOYEES AND PLANNING

a. Plan training by identifying individuals or groups likely to benefit. Training

modules such as those covering company policie the s should be given to
all employees.
b. Create a spreadsheet, this is called training matrix. With each employees
name on the left column, and individual training modules across the top
row. Use color coded boxes next to the employee names under the
training modules the employee is required to take. As the training takes
place, the trainer will place a date in the colored boxes indicating that the
employee has fulfilled the training requirement.
C. Plan a regular training schedule that will satisfy training needs within a specified
time frame.
3. IMPLEMENTATION
a. Implement training modules in the order of importance. If customer service or
time management are major issues roll out those training first.
b. Use a professional trainer or experienced employee whenever possible.
c. Use Multi media tools
d. Create an employee feedback fom to rate the trainings and collect comments
and opinions. To perceived effectiveness
e. Make training apart of every new employees orientation going forward.
TWO (2) SEGMENTS OF IMPLEMENTING THE TRAINING PROGRAM

1. PRACTICAL ADMINISTRATIVE ARRANGEMENTS

2. CARRYING OUT THE TRAINING
At the beginning of the the training program, the trainer reviews the
objectives and solicits from the participants their expectations. It would
be good to give an overview of the program and ground rules that
should include the ff:
1. Topics to be covered
2. Kinds of training activities
3. Time schedules

4. Setting group norms

5. Housekeeping arrangements

6.Flow of the program

7. How questions will be encouraged and responded

 Establishing rapport with the participants is important. There are various ways
to establish rapport.
1. Greeting participants and giving some ice breakers.
2. Encouraging informal conversations
3. Calling them by their first names
4. Listening carefully to trainees comments and opinions
5. Starting the sessions promptly at the scheduled time
6. Using familiar examples
7. Varying instructional techniques
8. Using alternative approaches if one seems to log down
CHAPTER 9 EVALUATION OF TRAINING

The training process does not end when training is completed. It’s
effectiveness must be evaluated against it’s outcomes. The outcomes
must be related to the objectives of the training program, facilities and the
trainers.
RATIONALE/REASONS FOR TRAINING EVALUATION
1.Evaluation is important when the organization is not aware of the possibles
outcome of the training.
2. Justify the expenditures on future training programs.
3. Measure effectiveness of approaches and techniques.
4. Motivational for learners as they know that they can give their opinions and can
be used for performance evaluation & decisions regarding compensation &
promotion.
5. Evaluation provides feedback to trainers.
6. It measures the degree of objectives achieved.
FOUR KINDS OF STANDARD TRAINING

Evaluating the training program addresses how one determines whether the goals
or objectives were met and what impact the training had on actual performance on
the job.
1. FORMATIVE EVALUATION - is defined as any combination of measurements
obtained and judgements made before or during implementation of materials,
methods of program, performance or delivery
2. PROCESS EVALUATION- provides information about what occurs during
training. This includes giving and receiving feedback.
3. OUTCOME EVALUATION- determines whether or not the desired results of
applying new skills were achieved.
DIVERSITY TRAINING
Is an ongoing process to educate employees on the proper way to treat
people of different backgrounds. The main goal of a successful diversity training
program is to create positive work environment

PURPOSE

- The purpose is to increase participant’s cultural awareness, knowledge, and

communication.

BENEFITS

- It can benefit an organization

4. IMPACT EVALUATION- Determines how the results of the training affects the
strategic goal.

CRITERIA FOR EVALUATION OF TRAINING

1. Determine what to measure

2. Establish a base line
3. Isolate variables
4. Measure attitudes
5. Measure performance
DATA COLLECTION METHODS TO EVALUATE TRAINING

1. Questionnaires
2. Observation
3. Knowledge Review
CHAPTER 10 -KEY AREAS OF ORGANIZATIONAL TRAINING

ORIENTATION TRAINING
- Provides new employees with basic background information about the firm,
it’s culture and the job. Giving the employee right direction.
2 LEVELS OF ORIENTATION
1. ORGANIZATIONAL / OVERVIEW ORIENTATION
-Topics discussed are: Overview of the company, Key policies and
procedures, compensation, benefits, safety and accident prevention,
employees union relation and physical facilities
2. DEPARTMENTAL AND JOB SPECIFIC ORIENTATION

- Topics discussed are: Department’s functions,duties and responsibilities

of the newly hired employees, policies, procedures, rules and regulations, tour of
the department and introduction to department employees.

DIVERSITY TRAINING

- is an ongoing process to educate employees on the proper way to treat

people of different backgrounds. Goal of a successful diversity training program is
to create positive working environment.
PURPOSE
Is to increase participants cultural awareness, knowledge & communication.

BENEFITS

- It can help to prevent civil rights violation, increasing the inclusion of different
identity groups and promoting better teamwork.

SEXUAL HARASSMENT TRAINING

Is any unwelcome and sexual advance or conduct on the job that
creates an intimidating, hostile, offensive working environment
Examples of Sexual Harassment

1. That employees must sleep with the Supervisors to keep the job
2. Demeaning comments about female customers to hi co-workers
3. Explicit sexually jokes
4. Pinches and fondles a co-worker against his/her will
5. Sending emails to co-workers sexually language and jokes

OBJECTIVES FOR SEXUAL HARASSMENT TRAINING

1. Identify sexual harassment behavior and issues and stop them
2. Identify sexual harassmment from discrimination
3. Identify boundaries
4. Minimize conflicts and maximize effectiveness of person handling
sexual harassment complaints
TEAM TRAINING
Is a group of people with full set of complimentary skills to complete a task,
job or project. Team members

1. Operate with high degree of interdependence

2. Shares authority and responsibility for self management
3. Accountable for the collective
4. Works towards common goal
CROSS CULTURAL TRAINING
- Refers to a variety of different training courses. It aims to develop awareness
between people where a common cultural framework does not exist.

TWO APPROACHES IN CROSS CULTURAL TRAINING

1.Cross Cultural Awareness
2. Culture Specific Training
CHAPTER 11 -EMPLOYEE AND MANAGEMENT DEVELOPMENT

-This refers to formal education, job experiences, relationships and

assessments of personalities and abilities that employees prepares for the future.

MANAGEMENT & LEADERSHIP DEVELOPMENT ACTIVITIES

1. Encourage growth & development of employees

2. Improve skills and knowledge
3. Increase motivation and job satisfaction
4. For problem solving and support
5. Promotes communication and planning
FACTORS THAT CONTRIBUTE TO THE FAILURE OF MANAGEMENT
DEVELOPMENT PROGRAM
1. Program is designed purely from the organizations point of view with
no thought to what’s in it for individual
2. Programis totally prescriptive and makes no allowance for flexibility
3. Programs make unrealistic time demands
4. Program has developed theoretical content but provides little
guidance and support to apply them in the workplace.
5. The program context is derived from what trainers wants to teach
rather than from any real understanding of what managers need to
know
FACTORS FOR BEST MANAGEMENT DEVELOPMENT
PROGRAM

1. FLEXIBILITY
2. PRACTICALITY
3. INTEGRATION
4. ONGOING SUPPORT
ROLES OF A MANAGER
1. Develop, implement and monitor training programs
2. Supervise technical training for staff
3. Conduct orientation sessions
4. Create brochures and training materials
5. Develop multimedia visual aids and presentations
6. Create testing and evaluation process
7. Prepare and implement training budget
8. Evaluate needs of a company & training programs
9. Conduct performance evaluation
10. Manage staff with classroom facilitators
11. Provides performance feedback

12.Provide leadership training

13. Plan the implementation & facilitation of activities and events, budget
spending, material production & distribution and other resources to ensure that
operations are managed within authorized budget.

14. Assist in the development of strategic plans.

CHARACTERISTICS OF A GOOD MANAGER
1. A philosophical and a strategic leader and provides guidance
2. Committed , willing to do whatever it takes to make the organization
successful
3. Highly principled, uncompromising & flexible
4. Keeps opinions open when possible
5. Collaborative and open to suggestions, works together with others.
6. High level of self knowledge, unafraid to ask help if needed
7. Use positive interactions with others to create powerful teams
8. Enables subordinates and others to do their best, promotes people, products,
and humanity in general
MANAGEMENT CHARACTERISTICS
1. Management is goal oriented process
2. Management is all pervasive
3. Management is multi dimensional
4. Management is a continuous process
5. Management is group activity
6. Management is a dynamic function
7. Management is an intangible force
8. Management is a composite process
9. Management is balancing effectiveness & efficiency
MANAGEMENT DEVELOPMENT IMPLICATIONS
1. Shortage of trained managers
2. Complexity of management jobs
3. Technological and social changes
4. Social responsibility of management
5. Unending process
SOURCES OF KNOWLEDGE / SKILLS ACQUISITION
1. Customers
a.Knowledge for customer
b. knowledge from customer
2. Suppliers - Here are the classification for supplier knowledge based on th

a. Knowledge for suppliers

b. Knowledge about suppliers
c. Knowledge about suppliers

3. Competitors - simply involves collecting,organizing, and presenting the data,

information and knowledge that the firm has acquired in such a way that one can
search, retrieve, and analyze it.
4.Partners/Alliance

5. Mergers and acquisition

6.Other expertise