Employee Training

Lesson Objectives:
Define training
Explain the significance of training
Describe the training process/ cycle
 Definitions of Training
Training focus on learning the skills,
knowledge and attitudes required to
initially perform a job or task or improve
upon the performance of current job or
task.
Training is a systematic process of
altering the behavior, knowledge and
motivation of employees in a direction
to increase organizational goal
attainment.
Significance/ Benefits of Training

- Benefits to the organization

- Benefits to the trainee
Benefits of Training
• Improve individual, teams and corporate
performance
• Increased value of human capital
• To face business environmental changes including
globalization
• Customer service and quality enhance
• Minimize wastage and accidents
• Enhance employee motivation, commitment,
satisfaction and loyalty etc.
Activity
Discuss benefits of training and
classified them as benefits to the
organization and benefits to the
trainee
 Systematic approaches to training

Systematic approach refers to the relationship

between the sequential stages in the process of
• investigating training needs
• designing
• conducting and
• evaluating training
 4.Evaluating 1. Investigating
Effectiveness Training needs
Of training

2. Designing
3. Conducting
Training
Training
 Investigating T needs

• T need is any shortfall in employee

performance or potential which can be
overcome through an appropriate training.

• T need is a difference between what

employees know and what they are expected
to know.
What are the causes for training needs?
Who are the responsible parties to
identify training needs?
Training needs identification levels

1. Organizational level
2. Occupational level
3. Individual level
After identification of training needs
prioritization needs to be done.
 Training Objective
Training objective indicates what a training is
intended to achieve.
T objective should be present in SMART form.
Well written objectives will benefit training
 Clarify what is to be expected from both trainer
and trainee
 Help to determine suitable training method
 Provide a basis for evaluating the program.
 Designing Training
Following factors should be consider in designing
stage
Designing T

Location Time Content Budget Learning Method

Trainers Trainees
 Learning

Relatively permanent change in behavior

Learning principles
 Opportunity to repeatedly practice
 Relevance of material
 Ability to apply
 Reinforcement
 Motivation
 Training methods
 On the job training (JIT, coaching,
mentoring, job rotation, special assignment)
 Off the job training (lectures, discussion,
case study, role play, simulation, outbound
training, In- tray exercise,
E training Method
Blended methods
Conducting training program
Monitor
Compare plans and budgets
Evaluating the training program

Hamblin proposes four levels of

evaluation
1.The reaction level
2.The learning level
3.The job behavior level
4.The result level
1. Post measure
T

Measure performance
2. Pre post measure
MP

MP
 3.Controlled Experimental pre
post measure
Control group Experimental group
MP(50 w.p.m) MP(50 w.p.m.)

MP (55 w.p.m.) MP(100 w.p.m)

Challenges Faced by Training
professionals
• Difficult in measuring ROI
• Changes in technology
• Employee turnover
• Diversity of workforce