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TRAINING AND

DEVELOPMENT OF
EMPLOYEES
Barcenas, Rose Bineta B.
Durol, Jessa Mae B.
Estole, John Lenard N.

Employee Orientation
O This is the procedure for providing

new employees with some basic


background information about the
firm, its culture and the job.
O SOCIALIZATION-is a process when a
new employee learns the
norms,values,goals,work procedures
and patterns of behavior that are
expected by the organization.

Two Levels of
Orientation
1.Organizational /Overview
Orientation
2.Departmental and Job
Orientation
The HR Department and the new
employees immediate supervisor
normally share the responsibility for
the orientation.

TRAINING
> It is a learning process that
involves the acquisition of knowledge,
sharpening of skills, concepts, rules or
changing of attitude and behaviors to
enhance the performance of
employees.

Objectives of Training and


Development
O Improve productivity and the quality

and quantity of output.


O Effectiveness in the present job.
O Create more favorable attitudes such
as loyalty and cooperation.
O Help employees in their personal
development and advancement by
helping them acquire additional
qualifications for a better job.

O Help organization respond to

dynamic market conditions and


changing customer demands.
O Satisfy human resource planning
requirements.

Using Training to Deal with


Competitive Challenges
1. Global Challenge
2. Quality Challenge
3. High Performance Work

System Challenge

The Training Process


1) Training Needs Analysis (TNA)/
2)
3)
4)
5)

Needs Assessment
Designing the Training Programs/
Training Objectives
Validation
Implementation of the Training
Program
Training Evaluation

The Training Process


1. Training Needs Analysis

(TNA)/ Needs Assessment


- this refers to the process
used to determine if
training is necessary.

5 Methods Used to Gather


Needs Assessment Information
Interviews
Survey Questionnaire
Observation
Focus Groups
Documentation Examination

Needs Assessment Process


Organizational Analysis
Person/Performance

Analysis
Task Analysis

2. Designing the Training Programs/


Training Objectives
a) Instructional Objectives
b) Organizational and

Departmental Objectives
c) Individual and Growth
Objectives

Importance Of Training
Objectives
O It provides the clear guidelines and

develops the training program in less


time because objective focus
specifically on needs. It helps
adhering to a plan.
O It tells the trainee what is expected
out of him/her at the end of the
training program.
O Is an Important tool to judge the
performance of participants.

Training Design
A good training design requires
close scrutiny of the trainees and their
profiles.
Important factors that affect Training
Design :
Age
Experience
Needs
Expectation of the trainees

3. Validation
O Introduce and Validate the

training before a representative


audience. When clearly defined
objectives are lacking it is
impossible to evaluate a
training program efficiently.

4. Implementation of the
Training Program
O Once the staff, course, content,

equipment and topics are ready, the


training is implemented.
Implementation phase requires
continual adjusting, redesigning and
refining.

Factors that should remember


while implementing a Training
Program
The Trainer should be prepared
Physical Setup good physical setup
Establishing Rapport with Participants

*greeting participants in a simplest way


*encouraging informal conversation
*remembering their first name
*pairing up the learners and have them
get
familiarized with one another.

*listening carefully to trainees


comments and opinions
*telling the learners by what name the
trainer wants to be addressed
*getting to class before the arrival of
learners
*starting the class promptly at the
scheduled time
*use familiar examples
*varying the instructional techniques
*use alternative approach if one seems
to bog down

5. Training Evaluation
O Training evaluation ensures that

candidates are able to


implement their learning in
their respective workplaces, or
to the regular work routines.

Purposes of Training
Evaluation
Feedback Helps the candidates

define the objectives and link


them to learning outcomes.
Research Helps in ascertaining
the relationship between acquired
knowledge, transfer of knowledge
at the workplace, and training .

Process of Training
Evaluation

Before the Training


- the learners skills and knowledge
are assessed.
During the Training
- instruction is started.
After the Training
- determining whether training given
had the desired effect at individual
departments and organizational levels.

Measure the success of the


Training Program according to:
a. Reaction of the learner
b. Learning level
c. Behavior of the learner
d. Results

Training Options
1. Outsourcing
2. Internal Training
3. Product-related Training
4. Interdependent Professionals

Prospective Benefits of
Outsourcing Training
O To save training costs
O Gain access to practical and

technical proficiency
O Concentrate on core
competencies
O Offer an overall enhanced
training to their employees.

Training Methods
A. Cognitive Method dwell on giving
theoretical training to trainees.
1. Lecture/Discussion method
transmitting large amount of factual
information to a large member of
people at a given time.
2. Demonstrations/Hands-on Method
requires the trainee to be actively
involved in learning.

3. Computer-based Training (CBT) an

interactive training experience in


which the computer provides the
learning stimulus where the trainee
must respond.
4. Virtual Reality is a method that
puts the participant in a 3-D
environment.

Training Methods
B. Behavioral Method more of giving
practical training to trainees (skill
development)

1. Games and Simulations stimulates

learning because participants are


actively involved and they mimic the
competitive nature of business.
2. Case Studies and Role Playing
participants assume specific
characterization and act out a
particular situation or problem.

3. On-The-Job Training (OJT) a person

learn a job by actually performing


it.

Advantages of OJT
. No special space or equipment

required
. Provides immediate transfer of
training
. Allows employee to practice what
they are expected to do after the
training ends

Techniques for On-TheJob Development


Coaching/ Mentoring involves
coaching the employee through the
use of periodical reviews of
performance.
II. Job Rotation movement from one
position to another.
III. Job Instruction Technique (JIT) uses a
strategy with focus on knowledge
(factual and procedural), skills and
attitude development.
I.