TRAINING AND

SAMUEL H. AQUINO JR. | AUGUST 2020

DEVELOPMENT
Talent Development
OBJECTIVES
-
At the end of the session, you will be
able to:
-
Describe how to conduct training
needs analysis
-
Describe different training methods
-
Explain effective ways to evaluate
training
INSTRUCTIONAL
DESIGN
-PROCESS
Training is the systematic acquisition
of skills, rules, concepts, or attitudes
that results in improved performance
- Under the umbrella of the “HRD”
[Human Resource Development]
Processes
- Often considered as “cost center” in the
HR
TRAINING NEEDS
ANALYSIS
-
TNA is the process of determining
the training needs of the organization
-
This is the process of identifying the
gaps in competence
KINDS OF
NEEDS
An examination of bottlenecks of
performance from different
ANALYSIS
levels of the organization
ORGANIZATIONAL
ANALYSIS
-
Goals and objectives
-
Economic analysis
-
Organizational climate
-
Employee readiness
-
Attitudes
-
Time
-
Commitment
-
Management support
-
Resource analysis
TASK ANALYSIS
- Job analysis identifies
- Tasks HOW THE TASK RELEVANT

-
TASK
IS LEARNED POSITIONS
Conditions under which tasks are
performed
- KSAOs needed to perform tasks under
those conditions
Basic computer
operations and
trouble-shooting
Computer Literacy
Training
All positions

- Task analysis identifies how tasks are

learned
-
Handling Difficult Customer Service
Frontliner positions
and Irate Customers Training
Expected at time-of-hire
- Easily taught on-the-job
- Current training program Designing and R&D Department,

-
Writing Project Proposal Writeshop HRD Department,
No training Proposals Heads
PERSON ANALYSIS
-
Performance appraisal scores
-
Surveys
-
Interviews
-
Skill and knowledge tests
-
Critical incidents
TRAINING DESIGN
-
STEP 1: Establishing the goals
and objectives
-
A learning objective answers
the question: What is it that
your trainees should be able to
do at the end of the training
session and course that they
could not do before?
ELEMENTS OF A
TRAINING
- OBJECTIVE
What the learners are expected
to do
-
The conditions under which they
are expected to do it
-
The level at which they are
expected to do it
-
A learning objective makes clear
the intended learning outcome
rather than what form the
instruction will take
EXAMPLES
TRAINING DESIGN
- STEP 2: Choosing the Best Training Method
- Things to Consider
- Title of the Training Programme
- Selection of Resource Persons
- Selection of Target Participants
- Approval of the Budget
- Duration of the Training Program
- Selection of the Venue
- Price, accessibility, logistics, equipment and
facilities, ventilation, moving space, toilets,
accommodations
- Sending of Invitations
- Training Materials