Module 7 Dr.

Shweta Dani
 • Training – meaning
• The ADDIE Five Step Training
Module 7 – Process
Training • Types of Training
• e-Learning and Gamification of
Learning
Learning Outcome – Module 7

• The learner will understand various types of training and the new
techniques.
 Training means giving new or current employees the skills that
they need to perform their jobs

Training is a process that tries to improves knowledge and

skills or add to the existing level of knowledge so that

Training employee is better equipped to do his present job or to mould

him to benefit for a higher job involving higher
responsibilities.

Training is any process by which the attitudes, skills and

abilities of employees to perform specific jobs are improved.

Micahel J. Jucious
 Better Performance

Improved Quality

Less Supervision
Importance
of Training Less Learning Period

High Morale

Personal Growth

Favourable Organisational Climate

Conducting Training Need Analysis
• STRATEGIC TRAINING NEEDS ANALYSIS focuses on identifying the training
that employees will need to fill these new future jobs.
• CURRENT TRAINING NEEDS ANALYSIS to improve current performance
specifically training new employees, and those whose performance is
deficient.
• TASK ANALYSIS: ANALYZING NEW EMPLOYEES TRAINING NEEDS is a
detailed study of the job to determine what
specific skills like Java (in the case of a Web developer).
• TALENT MANAGEMENT: USING PROFILES AND COMPETENCY MODELS The
competency model consolidates, usually in one diagram, a precise
overview of the competencies (the knowledge, skills, and
behaviors)someone would need to do a job well.
• PERFORMANCE ANALYSIS: ANALYZING CURRENT EMPLOYEES
TRAINING NEEDS Verifying that there is a performance
deficiency and determining whether that deficiency should be
corrected through training or through some other means
• CAN’T DO/WON’T DO For example: The employees don’t know what
to do or what your standards are; there are obstacles in
the system such as lack of tools or supplies; there are no job aids you
have hired people who haven’t the
skills to do the job;or there is inadequate training.
Won’t-do problem. Here employees could do a
good job if they wanted to.
Designing the Training Program
Design means planning the overall training program including training
objectives, delivery methods, and program evaluation. It include
• Setting performance objectives
• creating a detailed training outline (all training program steps from
start to finish)
• choosing a program delivery method (such as lectures or Web)
• verifying the overall program design with management
• estimates a budget for the training program.
• SETTING LEARNING OBJECTIVES (were getting too many complaints from call
center callers/ or our sales is too low).
• CREATING A MOTIVATIONAL LEARNING ENVIRONMENT Learning requires
both ability and motivation, and the training programs learning environment
should take both into account. (Example Municipalities running drivers ed.
programs for traffic violators)
• MAKING THE LEARNING MEANINGFUL : Familiar Examples, Visual Aids
• MAKING SKILLS TRANSFER OBVIOUS AND EASY Make it easy to transfer new
skills and behaviors from the training site to the job site: (Adequate Practice,
let them learn at their own pace.
• REINFORCING THE LEARNING Make sure the learner gets plenty of feedback.
• ENSURING TRANSFER OF LEARNING TO THE JOB : Prior to training; During
training, After training
Developing the Program
• Assembling/creating the programs training content and materials.
• Choosing the actual content of the program
Designing/choosing the specific instructional methods (lectures,
cases,Web- based,etc.)
• Training equipment and materials include iPads, workbooks, lectures,
PowerPoint slides, Web- and computer-based activities
• course activities
• trainer resources (manuals,for instance),and support materials.
Implementing
On-the-Job Training
Training Programs
Off-the-Job Training

coaching or understudy method THE CASE STUDY METHOD

Job rotation MANAGEMENT GAMES
Special assignments OUTSIDE SEMINARS
Apprenticeship Training (Carpenter, Chef, Construction UNIVERSITY-RELATED PROGRAMS
craft laborer, Dental assistant)

Informal Learning ROLE PLAYING

Job Instruction Training BEHAVIOR MODELING
Lectures CORPORATE UNIVERSITIES
Programmed Learning (through textbook, PC, or the EXECUTIVE COACHES
Internet

Audiovisual-Based Training
Vestibule Training
Electronic Performance Support Systems (EPSS
Videoconferencing
Computer-Based Training (CB
Evaluation of Training

• Reaction. Evaluate trainees reactions to the

program. Did they like the program? Did they
think it worthwhile?

• Learning. Test the trainees to determine

whether they learned the principles, skills, and
facts they were supposed to learn.
• Behavior. Ask whether the trainees on-the-job
behavior changed because of the training
program. For example, are employees in the
stores complaint department more courteous
toward disgruntled customers?
• Results. Probably most important, ask, What
results did we achieve, in terms of the training
objectives previously set? For example, did the
number of customer complaints diminish?
ASSIGNMENT
• You are the supervisor of a group of employees whose task is to
assemble disk drives that go into computers. You find that quality is
not what it should be and that many of your group’s devices have to
be brought back and reworked ; your boss says, “ You’d better start
doing a better job of training your workers.”
a) What are some of the staffing factors that could be contributing to
this problems?
b) Explain how you would go about assessing whether it is in fact a
training problem.