GOT6 TRAINING AND DEVELOPMENT

ACTIVITY
 WHAT IS TRAINING?
The process of developing skills.

Goal of training:
To perform the employee's job with greater skill and
effectiveness.

WHAT IS DEVELOPMENT?
Designed to produce growth or change over time.
 PURPOSE OF TRAINING
& DEVELOPMENT
Enhanced employee's performance.
Bridging the gap between planning and
implementation.
Greater worker satisfaction.
Increase profits.
 CHALLENGES OF TRAINING
Schedule & DEVELOPMENT
Rapid changes
Age, gender, and professional status
Individual barriers to learning
 NEEDS ASSESSMENT

SETTING OBJECTIVES

DESIGNING

Comprises of a series of steps that

needs to be followed systematically to
IMPLEMENTATION
have an efficient training program.

TRAINING PROCESS EVALUATION

I. Needs Assessment

Asses the need for training the employees.

The need could be identified through a diagnosis of
present and future challenges through a gap between the
employee's actual performance and he standard
performance.
The need assessment can be studied from two
perspectives:
INDIVIDUAL TRAINING
GROUP TRAINING
II. Deriving Instructional Objectives

The objectives could be based on the gaps seen in the

training programs conducted earlier and the skills sets
developed by the employees.
III. Designing Training Program

Every training program encompasses certain issues such

as:
Who are the trainees?
Who are the trainers?
What methods are to be used for training?
What will be the level of training?
Includes the training content, material, learning, theories,
instructional design, and other training requisites.
IV. Implementation of the Training Program

Putting design into action.

Location and time will be decided.
Trainees are monitored continuously throughout the
training program to see if its effective and is able to retain
employees interest.
IV. Evaluation of the Training Program

Employees are asked to give their feedback, wether they

felt useful or not.
Through feedback, an organization can determine the
weak spots if any, and rectify in the next session.
This step is important because companies invest huge
amounts in these sessions.
TRAINING NEEDS
ANALYSIS &
ASSESSMENT
Needs Assessment is to evaluate what
is lacking.

Conducting a training needs

assessment.
- process of identifying what learners do
not know yet or the necessary skills that
they cant perform yet.
DOMAINS OF LEARNING
1. Cognitive Domain
Remembering facts, knowledge, principles and
theories.

2. Affective Domain
Changing attitudes and feelings, and enhancing
motivation.

3. Psychomotor Domain
Teaching people behaviour or skills.
HOW TO CONDUCT A NEED ASSESSMENT?

PESTLE SWOT
ANALYSIS ANALYSIS
Assessing Individual Trainee Needs

According to Karen Lawson, there are 5 steps in

conducting individual needs assessment:
1. Identify general nature of problem/need
2. Determine what method use to gather data
3. Collect all data
4. Analyze data to identify what skills are needed
5. Summarize the findings
Methods of Conducting a
Needs Assessment

1. Survey
2. Interviews
3. Observation
4. Assessment Center
TRAINING DESIGN AND MATERIALS DEVELOPMENT
A training design is basically an outline of all
the what, where, who, when and how details of the training for
use by coordinators, curriculum developers, and trainers
 LEARNING OUTCOMES

TRAINING MATERIALS

TRAINERS & CONTENT

EXPERTS
5 PRIMARY TRAINING METHODS
COMPONENTS OF A
TRAINING DESIGN LOGISTICS
COURSE DESIGN PROCESS
Identifying appropriate goals
Choosing content thats consistent with the goals
Selecting ways to achieve the goals
Assessing participant learning in relation to the goals
 Complete this training worksheet to help
you begin designing
your training.

1. General theme or topic

2. Goals and objectives
3. Essential questions
4. Summary of participant activities
5. Resources
6. Assessment activities
7. Evaluation of the training and the training
process
DEVELOPMENT Involves writing materials,
creating learning
exercises, and working with
content experts and trainers

It is
the most time-
consuming phase of
training;
If the design phase of training is
like creating a blueprint for a
house, the development phase
is the actual hammer-and-nails
construction.
 a. background and
developin descriptive
g material information.

b. directions on c. course planning

how to use the forms and
curricula. checklists.
d. guidance on tailoring
each particular workshop e. specific,
so it matches measurable, and
the needs or wants of realistic learning
participants, or fits a objectives.
programs needs.

f. clear and g. integrated

complete course evaluation
content plan/tools.
 TRAINING
TECHNIQUES
LECTURING
is key to getting the main ideas
and concepts across.
 Advantages of Lecturing:
- Lecturing is economical
- Lecturing is controllable
- Lecturing is Flexible
Disadvantages of Lecturing:
- It can encourage passive
learning
- Can bore trainees
- It can be trainer centered

ADVANTAGES & DISADVANTAGES OF LECTURING

CONDUCTING
EXPERIENTIAL ACTIVITIES
experiential activities are
important for engaging trainees
in behaviors.
Advantages: Disadvantages:
Activities can engage all Activities may be
trainees underdeveloped
It can increase trainee self Can be gimmicky - It can be
confidence artificial
It can also increase May be perceived as
trainees ability to transfer threatening
content

ADVANTAGES & DISADVANTAGES OF

CONDUCTING EXPERIENTIAL ACTIVITIES
FACILITATING GROUP
DISCUSSION
this can be very useful for the trainer,
especially when trainees lack desire or
enthusiasm for the program.
Advantages:
It encourage group members
to share and participate
Encourages group members
to learn from each other
It can be safe environment for
sharing honest opinions.
ADVANTAGES & DISADVANTAGES OF
FACILITATING GROUP DISCUSSION
Disadvantages:
Can easily lose their focus
Can be dominated by one
outspoken trainee
Can become emotional and
destructive if they get out of
hand.
 TRAINING
EVALUATION

Process if examining a training program

Used to check whether training is effective
Walgreen Company wanted to determine if the time, money, and effort devoted to
training technicians made a difference.
 REASON FOR TRAINING EVALUATION
Companies have made a huge investment in
training programs and education. They expect
the outcomes to be measurable
Different methods of training evaluation

Observation
Questionnaire
Interview
Self diaries
Self recording of specific incidents
Types of Evaluation

Formative on going feedback

Process information about what occurs
during training
Outcome results (achieved or not)
Impact how the results of the training
affect the strategic goal
 . . .

GOT6
Gutierrez, Fernandez, Pama, Sevilla, Velasco, A, Umali