TRAINING AND DEVELOPMENT

9.4.19
 Aligning Strategy and Training
• Alignment of the corporations learning needs
with the enterprises business strategy.
• Identify the employee behaviors the firm will
require to execute its strategy and from that
deduce what competencies employees will
need
 Importance of Trg

• Optimum utilization of Human resources

• Development of skills
• Increase productivity
• Enhance Employee motivation
• Increase team spirit
• For improvement of organization culture
• To improve quality, safety
• To increase profitability
• Improve the morale and corporate image
Training Vs Development

• Traditional approach • Modern Approach

• Meant for hard skills & • Meant for Executives
Operatives psychological/soft skills
• Reactive • Pro-active
• Short term • Long term
• Aim: meet present need • Aim: Meet future need
of employee & org. of employee n Org.
 ADDIE Five-Step Training Process
• Analyze the training need.
• Design the overall training program.
• Develop the course (actually
assembling/creating the training materials).
• Implement training, by actually training the
targeted employee group using methods
• such as on-the-job or online training.
• Evaluate the course s effectiveness
 1. TRAINING NEED ANALYSIS

The training needs analysis should address the

employer’s strategic/longer term training
needs and/or its current training needs.
a) strategic training needs analysis
b) current trg needs analysis
c) task analysis: analyzing new employees’ trg
needs
d) talent mgt: using profiles & competency models
e) performance analysis: analyzing current
employees trg needs
 2. DESIGNING TRAINING PROGRAM
• setting learning objectives
• creating a motivational learning envt.
• making the learning meaningful
• making skills transfer obvious & easy
• reinforcing the learning
• ensuring transfer of learning to job
 3. DEVELOPING THE PROGRAM

• Assembling/creating the programs training

content and materials.
• Designing/choosing the specific instructional
methods (lectures, cases, web-based, etc.)
• Trg equipment and materials include (eg.)
iPads, workbooks, lectures, PPT slides, Web-
and computer-based activities, course
activities, trainer resources (manuals e.g.),
and support materials
4. IMPLEMENTING TRG PROGRAMS
 KINDS OF TRAINING
LECTURES: quick and simple way to present knowledge
to large groups of trainees
ON-THE-JOB TRAINING (OJT) coaching or understudy
method, Job rotation, Special assignments. STEPS:
1.Prepare the Learner, 2.Present the Operation, 3.Do
a Tryout, 4. Follow-Up
APPRENTICESHIP TRAINING: combination of formal
learning and long-term on-the-job training,
learner/apprentice study under the tutelage of a
master craftsperson.
INFORMAL LEARNING performing their on a daily basis
with colleagues
JOB INSTRUCTION TRAINING sequence of steps
 Implementation of Trg..(cont.)
• PROGRAMMED LEARNING
Self-learning Step-by-step, Method . 3 parts:
1. Presenting questions, facts, or problems to the learner
2. Allowing the person to respond
3. Providing feedback on the accuracy of answers, with
instructions on what to do next
• VESTIBULE TRAINING trainees learn on the actual or
simulated equipment but are trained off the job, when
it s too costly or dangerous to train employees on the
job
• ELECTRONIC PERFORMANCE SUPPORT SYSTEMS
(EPSS) computerized tools -displays automate training,
documentation & phone support
• VIDEOCONFERENCING popular for training
geographically dispersed employees, delivers programs
via compressed audio-video signals over cable
broadband lines, the Internet, or satellite
• COMPUTER-BASED TRAINING (CBT) interactive and
realistic use of text, video, graphics, photos,
animation, sound to produce a complex training
environment with which the trainee interacts
SIMULATED LEARNING: puts the trainee in an artificial three-
dimensional envt. that simulates events and situations that
might be experienced on the job. Virtual reality-type
games, Step-by-step animated guide, Software training
including screenshots with interactive requests.
• Advantages:
1. reduce learning time by 50%,
2. instructional consistency(computers, unlike human trainers,
don’t have good or bad days),
3. mastery of learning (If trainee doesn’t learn it, he or she
generally cant move on to the next step)
4. increased retention
5.increased trainee motivation (resulting from responsive
feedback).