WELCOME TO MY PRESENTATION

EMPLOYEE TRAINING AND

DEVELOPMENT
 Introduction
 Employee Training and Development is essential to the ongoing success of every organization. Although
technology and the internet have enable global collaboration and competition, people are the organization’s
competitive advantage. Employee Training and Development enables employees to develop skills and
competencies necessary to enhance bottom-line results for the organization.

 Employee training and development is a key ingredient in performance improvement. However, the first step
in designing an employee training and development program is to identity the training needs. The trainings
needs are based on what is needed to achieve the organization’s strategic objectives.
 Definition Of Training And Development
 Training refers to a planned effort by a company to facilitate learning of job related competencies,
knowledge, skills and behaviors by employees while development refers to training as well as formal
education, job experiences, relationship and assessments of personality, skills and abilities that help
employees prepare for future and jobs or positon. In addition, training and development formally refers to
training and development programs, courses and events that are developed and organized by the company.
 Why Training And Development
 A training program allows you to strengthen those skills that each employee needs to improve. A
development program brings all employees to a higher level so they all have similar skills and knowledge.
Following see some Key objectives of why training and development are needed for employees ;

Increased productivity and adherence to quality standards.

Increased innovation in new strategies and products .
Improved employee satisfaction and morale.
Enhances company reputation and profile .
Improved employee performance.
Reduced employee turnover.
Addressing weaknesses.
Consistency.
 Training Vs Development

Categories Training Development

Focus Current job. Current and future job.

Scope Individual employees. Work group or organization.

Time frame Immediate. Long-Term.

Goal Fixed current skill deficit. Prepare for future works demands.

Methods Technical. Theoretical.

 Steps In Training Process

3. 4.
1. 2. 6.
Create Select 5. Conduct 7. Evaluate
Training Ensure Ensure
learning training training training
needs employee transfer of
environ method &
assessment readin ess training
ment material
 System Model Of Training Process

Diagnosis Development Delivery Evaluation

Identify needs Develop

criteria

Ensure
Derive learning
objectives readiness &
environment

Develop material/ Conduct

models & choose
Conduct
methods training evaluation
 1. Training Needs Assessment
Training needs assessment are It is the process of identifying training needs in an
organization for the purpose of improving employee job performance. It determine required
training by
 New employees;
 Current employees.

 There are 3 systematic analysis of training needs assessment. They are;

 Organization Analysis: It is the process for determining appropriateness of training by

evaluating characteristics of the organization.
 Job/ Task Analysis: It is the process of identifying and analyzing tasks to be trained.

 Individual/ Person Analysis: It is the process for determining individuals’ needs readiness for
training.
 Person Analysis

 Person characteristics
 Performance appraisal data
Organizational Analysis  Feedback

 Company strategy & goal

 Training budget/ resources
 HRIS data on KASOCs
 Customer survey & records Task Analysis

 Select jobs
 Develop preliminary list of
tasks performed on the
selected jobs
 Identify the knowledge,
skills, & abilities required to
successfully perform each
task
 Planning The Training Program
Planning begins with establishing objectives for the training program.
 Based on those objectives, the planner decides:
 Who will provide the training?
 What topics the training will cover?
 What training methods to use?
 How to evaluate the training?
 2. Ensure Employee Readiness
Review basic principles of how individuals learn & integrate in design;
 Address issues to maximize transfer of learning;

 Design program to meet adult learning.

Conditions for learning
 Trainability
 Ability to learn;
 Desire/Motivation to learn.

 Support of trainees & others

 Understand the value of training (intrinsic & extrinsic benefits);
 Opportunities for practice in work environment;
 Awareness of training needs, career interests & goals.
 3. Create Learning Environment
Learning requires effective practice sessions:
 Provide sufficient practice time;
 Distribute practice sessions over multiple days;
 Allow time for overlearning.

Conditions for learning environment

 Whole vs Part learning
 Break down complex task;
 Combine part learning with whole learning.
 Massed vs Spaced practice
 Provide feedback to correct mistakes.
 Over-learning
 Increases retention & makes behavior & skills more automatic.
 4. Training methods
Training methods are Two categories;

 Informational Methods
 Experiential Methods

Informational methods Experiential Methods

Transmittal in nature. Interactional in nature.
Uses one way communication. Uses two way communication.
Lecture; Audio Visual; Self directed On the job training (OJT) such as;
learning; Independent study; e-Learning. Coaching, mentoring, job rotation,
apprenticeship ,Computer based training
(CBT) , Distance learning program.
 5. Conduct Training
Types Of Training
 Threshold/ Orientation training.
 Continuing or Refresher training.
 Remedial training.
 Upgrading training.
 Retraining.
 Cross training/ upscaling training.
 Re-entry training.
 6. Ensure Transfer Of Learning
On-the-job use of knowledge, skills, and behaviors learned in training.
 Consider climate for transfer situations before, during and after training.

 Can be measured by asking employees three questions about specific training tasks.

 Do you perform the task?

 How many times do you perform the task?

 To what extent do you perform difficult and challenging learned tasks?

 7. Evaluation of training
 Measuring individual and group performance: Measuring individual and group performance is appraisal process for
traning evaluation.

 Plenty of methods to evaluate: Plenty of methods advice guides,

and further information to assist you in planning the evaluation of
public engagement project.
 Costly to measure: Measuring costs is a key component for Human
Resource Planning.
Kirkpatrick’s four levels

Result
Behavior

Learning

Reaction
 Conclusion
• Finally we understand that employee training and development are essential to the ongoing
success of every organization. Because When training is used in a planned and purposeful
manner can be an extremely effective management tool as they increase the knowledge and
skills of workers and thereby increasing the productivity and wealth of the organization.