US 11665 Manage plans and processes for the training and development of individuals and groups (Level 6 Credits

10 Version 3) Assignment 2 cover sheet Date 26th October 2011 Location Auckland General instructions

Faculty Manish Tanna email id manish@nis.ac.nz

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[9999_HRM_Ass2] Printing on both sides Not more than 20% material to be directly quoted You will be tested on Element 2 & 3 Implement and maintain training and development plans and

processes. Assess the effectiveness of training and development plans and

processes.

P.C. Assessment Evidence 2.1 2.2 Task Q. 1 a Q. 1 b Preparation and implementation of Training Plan is demonstrated Importance of Communication at all levels for

Judgement

effective training is explained with at least 3 2.3 2.4 3.1 3.2 Q. 1 c Q. 1 d Q. 2 a Q. 2 b methods outlined Documents and processes necessary for

implementation are described (at least 3) Problems in implementation are identified Collection and evaluation of information about training (at least 3 tools are discussed) Conclusions and recommendations are made

Q. 1 Answer the following based on actual workplace as far as possible or take help of the material provided and class room lectures. a) b) How is a Training policy prepared? (150 words) A good training plan is possible only by direct communication with all

stakeholders. Identify the main people involved and how the communication can take place (at least three methods need to be explained) (300 words) c) A good training program has proper material provided such as Training

Manuals briefly describe a good training manual and at least two other documents useful in training. Fully explain the process of developing a training program. (400 words) d) Implementation depends on proper task analysis which in turn depends

on good source for collection of data identify four good sources for collecting data. (150 words) Q. 2 In your work place you may have been given some training. Based on that experience (or the material provided) briefly report on the following points -

a) b)

How is post training data collected (at least 3 tools 200 words) How are the programmes validated? (200-250 words)

Q1. How is a Training policy prepared? Ans: Steps in preparing a training policy:A training policy is a set of principles and more fixed and concise than a manual. Training policy is the very important part of Human Resource Management because training is the base of any business. As a training policy planning manager, you can be actively involved in planning the training program. This involves both educational and administrative components:

Setting overall course objectives Developing a general plan for training Writing objectives for each training session Determining the training approach, methodology, and techniques Developing training sessions plans Determining resource requirements Developing the budget for training activities Preparing the training program proposal

But supervise a training specialist instead of conducting the training himself, then his role is to oversee rather than to carry out these activities. All these steps will now be described in detail as following:Setting overall course objectives The first step is to formulate general training objectives, which are determined by the needs revealed in the needs assessment. The manager may collaborate with the training specialist in formulating the objectives, which outline the skills that the trainees should acquire by the end of the program. Developing a general plan for training A brief analysis of the general objectives of your training policy will reveal the content areas to be covered. Training in different skill areas requires different approaches. Staff development training is best organized into sessions, each covering a different topic Writing objectives for each training session

While planning the training policy, the training specialist should make up a list of specific training objectives for each training session. These objectives should flow from the general training objectives, which the manager has already established. Determining the training methodology and techniques Training policy whose purpose is to improve the task-related skills of staff members should be competency-based (teaching skills which are directly related to their jobs), and the trainees should be actively involved in the training process Developing the training plans When planning competency-based training, more time should be devoted and practice than to lecturing. Roughly 30 percent of the time should be spent on giving information and 70 percent on using the information and practicing the new skills A good training policy must have these all things in it for saving the time of organisation and money as well. We should always keep in mind that a good training policy is a very important for every business. Every good business based on the training policy.

b) A good training plan is possible only by direct communication with all stakeholders. Identify the main people involved and how the communication can take place (at least three methods need to be explained) Ans . Direct communication is very important for a very good training plan and implementation of it. Communication is a source of conveying idea and plans to other participants of business. Effective communication plays vital role in training plan and provides relevant information to all stakeholders, employees and all managers. The written below things will explain the importance of communication in training plan.

1 Formal documentation: a formal documentation can be a written document or graphic communication routed through the official channels. This is organized and managed information that is shared with relevant individuals in order to secure coordinated action throughout the organization. Formal communication channels are based on an individuals role in organization.

2. Staff newsletters-It is very common way of communication in

these days . It could be a print out or the form can be sent by email to employees. This method is very easy for employees..

3. Audio and video recordings The advantage of technology, the printed word is slowly giving way to the AV media which can be stored and retrieved easily even from smart phones. Global ventures have this kind of method of communicating as it makes it easy to add a face and a voice to the message, especially of inspiring persons like the CEO of the company. c) A good training program has proper material provided such as Training Manuals briefly describe a good training manual and at least two other documents useful in training. Fully explain the process of developing a training program. (400 words) Ans: - Training means it is the systematic process of increasing the knowledge and skills of an employee for doing a specified job by providing a learning experience. It helps "Training is the continuous, systematic development among all levels of employees of that knowledge and those skills and attitudes which contribute to their welfare and that of the company" Planty,Cord M.C and Efferson Importance of systematic approaches to training, development, induction and socialization; Training and development -- or "learning and development" as many refer to it now -- is one of the most important aspects to our lives and our work. In our culture, we highly value learning. Yet, despite our having attended many years of schooling, many of us have no idea how to carefully design an approach to training and development. This topic in the Library provides an extensive range of information about training and development, including to depict how the many aspects of training and development relate to each other. Also, this topic explains how training and development can be used, informally or formally, to meet the nature and needs of the reader. Skills Training Communication skills are very important in all aspects of our lives. However talented you are, people aren't going to realize unless you can tell them effectively. These skills form a key part of the transferable skills that Riat Waste Organization develops during employee training programs. Riat Waste Organization imparts training - through e learning and seminar presentations, for instance. Team work and Leadership

Loreal Organization employees work in teams, although it's not always obvious. Families, seminar groups, offices and workplaces, theatre groups they're all teams. Teams don't just happen when you put a group of people in a room and give them a job to do. They need a basic understanding of who is responsible for what, they need cooperation and sharing, and they need direction and leadership. In Loreal Organization employees often have opportunities to work in a team during any work assignments. A Group of employees will probably undertake a group project, in which they will work closely with fellow colleagues. Self Awareness The entire personal development process is dependent on employees awareness of their strengths and weaknesses, and how to go forward to improve their skills. employees own self-awareness is supported by the feedback that employees receive from others. Employees need to know how to make the most of feedback - an important part of Riat Waste Organization training skills program. Basic purpose of training Increasing productive Improving quality To fulfil future personnel needs Improve organizational climate Improve health & safety obsolescence prevention Personal growth

Need for training Increased use of technology Labour turnover Need for additional hands New employees Promotion, career development Increasing the employee morale Refresher training for old employees

 d) Implementation depends on proper task analysis which in turn depends on good source for collection of data identify four good sources for collecting data. (150 words) There are a variety of sources for collecting data for a task analysis: 1. Job description- A narrative statement of the major activities involved in performing the job and the conditions under which these activities are performed. If an accurate job description is not available or is out of date, one should be prepared using job analysis. 2. Review literature about the job- research the best practise from other companies, review professionals journals. 3. Ask the questions about the job- Of the incumbents, of the supervisor, of upper management. 4. Analysis of operating problems- Down time, waste, repairs, late deliveries, quality control Collecting Data: select, use, and defend appropriate methods of collecting data: 1 Designing and using surveys, interviews, experiments, research (using a range of media) 2 Sampling procedures (random/non-random, clustered, stratified) 3 Data acquisition (survey, observation, self-report, examination of official records) 4 Design of evaluation (pretest, post-test only) 5. Data collection schedule (fixed intervals between pre and posttest, at the beginning and end of participation, after each session,...) A ..How is post training data collected? Ans:-Data Collection is nothing more than planning for and obtaining useful information on key quality characteristics produced by your process. Every process improvement effort relies on data to provide a factual basis for making decisions throughout the Plan-Do-Check-Act cycle. Data Collection enables a team to formulate and test working assumptions about a process and develop information that will lead to the improvement of the key quality characteristics of the product or service. Data Collection improves your decision-making by helping you focus on objective information about what is happening in the process, rather than subjective opinions. when it ends are operationally defined, each data collector will observe and record data based on his or her own understanding of the situation. The Data Collection process will not be standardized or consistent. B How are the programmes validated?

Ans:- This is confirming that a service meets the needs of its users. The validation plan is a document that describes how and when the validation program will be executed in a facility The validation process consists of identifying and testing all aspects of a process that could affect the final test or product. The first is the reactionaries which seek the views, opinions, feelings etc. Of the learners about the programme. This is not at a happy sheet level nor a simple tick-list but one which allows realistic feelings to be stated and the next step is instrument, like the action plan, should be used at the end of every course if possible. This is the learning questionnaire (LQ), which can be a relatively simple instrument asking the learners what they have learned on the programme, what they have been usefully reminded of, and what was not included that they expected to be included, or would have liked to have been included. Training managers particularly should clarify measurement and evaluation expectations with senior management prior to the embarking on substantial new training activities, so that appropriate evaluation processes can be established when the programme itself is designed.