7/30/2019 TD-3.pptx

1/25

7/30/2019 TD-3.pptx

2/25

Definition of Training: (1 of 3)

Many people think that training of any sort willbenefit the company. This assumption is just nottrue. When a training program is developedwithout using the training process, disaster

usually follows. Such a program is likely to beunrelated to the needs of the company, theemployees being trained, both. When training isnot designed to address a specific performance

improvement opportunity, employees tend todiscount its relevance and few change will seen intheir performance.

7/30/2019 TD-3.pptx

3/25

Definition of Training: (2of 3)

According to H.John Bernardin Training is anyattempt to improve employee performance ona currently held job or one related to it.

Taylor M.H., in his article Training of trainersdefined training as a means to bring about acontinuous improvement in the quality ofwork performed, it would equip them withnecessary knowledge, skill, abilities andattitude to perform their jobs.

7/30/2019 TD-3.pptx

4/25

Definitions of Training(3of 3)

Edwin Flippo, the purpose of training is to

achieve a change in the behaviour of those

trained and to enable them to do their jobsbetter

Knowledge

Skills

Attitude

2

7/30/2019 TD-3.pptx

5/25

Importance of Training

1. Results in an increase in output / productivity

2. Leads to Job Satisfaction / Improved Morale

3. Trained workers need less supervision

4. Make the organization competitive

5. Better cooperation and team-spirit

6. Lesser wastage of material and time

7. Reduces attrition

3

7/30/2019 TD-3.pptx

6/25

Objectives of Training

Benefits to Organization1. Higher Productivity

2. Better Organizational Climate

3. Lesser Supervision

4. Prevents Manpower Obsolescence

5. Economical Use of Material

6. Prevents Accidents

7. Improves Quality

8. Greater Loyalty to Organization

9. Fulfill Future Personnel Needs5

7/30/2019 TD-3.pptx

7/25

Objectives of Training

Benefits to Employees

1. Personal Growth

2. Development of New Skills

3. Higher Earning Capacity

4. Helps Cope with Changing Technology

5. Increases Safety

5

7/30/2019 TD-3.pptx

8/25

Definition of Education:

Education is typically differentiated from training

and development by the types of KSAs developed.

Training is generally focused on job-specific KSAs,

and education focuses on more general KSAs,

related to a persons career or job. This distinctionis satisfactory, but education should not be

thought of as something that is done only outside

the organization.

7/30/2019 TD-3.pptx

9/25

Teaching Vs Training

Teaching:

Is about educating people,

sharing wisdom, making

people more knowledgeable.

Training:

Is about development and

application of knowledge, skills

and attitudes for achieving specific objectives

7/30/2019 TD-3.pptx

10/25

TRAINING AND DEVELOPMENT

TRAINING : helps employees to do their currentjobs.

DEVELOPMENT: help the individual handle future

responsibilities.

7/30/2019 TD-3.pptx

11/25

Training, Development & Education

Training : Basic skill enhancement specific toa job or task with immediate or

short term application

Development : Linked to the overall improvementof the employees knowledge, skill

and attitude and the resultant

behaviour over a longer period

Education : Building the ability of the individualto interpret knowledge. Usually

linked to a formal qualification

7/30/2019 TD-3.pptx

12/25

What is high-leverage training?

Many companies have adopted this broaderperspective, which is known as high-leveragetraining. It:

is linked to strategic business goals and objectives.

uses an instructional design process to ensure thattraining is effective.

compares or benchmarks the company's trainingprograms against training programs in other

companies. creates working conditions that encourage

continuous learning.

7/30/2019 TD-3.pptx

13/25

Models of training-

Training is a transforming process that requires some input and it

turn it produce output in the form of knowledge, skills and

attitudes.

The three models of training are-

1. The system model

2. Instructional system development model

3. Transitional model

7/30/2019 TD-3.pptx

14/25

The system model of training-

It consists of five phases which should be repeated on a regular

basis to make further improvements. the training should

achieve the purpose of helping the employeesto performtheir work to required standards. The steps are-

ANALYSE

DESIGN

DEVELOP

EVALUATE

EXECUTE

7/30/2019 TD-3.pptx

15/25

1. ANALYSE-Analyze and identify the training needs-what dothey need to learn.

2. DESIGN-It requires developing the objective of training,identifying the learning steps, sequencing and structuringthe contents.

3. DEVELOP-Listing the activities in the training program that

ll assist the participants to learn, examining trainingmaterial, selecting delivery method, validating informationto be imparted to.

4. EXECUTE-Its the hardest part of the system because onewrong step can lead to the failure of whole trainingprogram.

5. EVALUATE-Evaluating each phase to make sure it hasachieved its aim in terms of subsequent work performance.

7/30/2019 TD-3.pptx

16/25

Instructional system development model

This model was made to answer the

training problems. In it training

objectives are designed on the

basis of job responsibilities and

job description. And on the basis

of designed objective

,performance is measured. The

ISD model is a continuous process

that lasts throughout the training

program. This model comprises offive stages-

PLANNING

DEVELOPMENTEXECUTION

ANALYSIS

FEEDBACK

7/30/2019 TD-3.pptx

17/25

1. ANALYSIS-This phase consist of training need assesment,jobanalysis and target audience analysis.

2. Planning-This phase consist of setting goal of thelearning,outcome,types of training material, mediaselection, methods of evaluating the trainee, trainer andthe training program.

3. DEVELOPMENT-This phase translates design decisions into

training material. it consists of developing course material,including handouts,workbooks,visual aids etc.

4. EXECUTION-it focuses on logistical arrangements, such asarranging speakers,equipments,benches,podiums,food

facilities, cooling lighting ,parking and other trainingaccessories.

5. EVALUATION-evaluating whole process.

7/30/2019 TD-3.pptx

18/25

Transitional model of training

Transitional model focuses on the

organization as a whole. the other loop

describes the vision, mission and values

of the organization on the basis of whichtraining model i.e. inner lop is executed.

7/30/2019 TD-3.pptx

19/25

MISSION

VALUES

VISIONIMPLEMENT

PLAN

OBJECTIVE

EVALUATE

7/30/2019 TD-3.pptx

20/25

1. VISION-It focuses on the milestones that the organizationwould like to achieve after the defined point of time. Avision statement tell that where the organization sees itself

few years down the line.

2. MISSION-explain the reason of organizational existance.thereason of developing a mission statement is to motivate,

inspire and inform the employees regarding theorganization.

3. VALUES-vision is the translation of vision and mission intocommunicable ideals. it reflects the deeply hold values ofthe organization. foe example-social responsibility, excellentcustomer service

7/30/2019 TD-3.pptx

21/25

The Training and Development Process

Training

The process of teaching new employees the

basic skills they need to perform their jobs.

The strategic context of training

Performance management: the process

employers use to make sure employees are

working toward organizational goals.

21

7/30/2019 TD-3.pptx

22/25

Need

Assessment

Training &

Development

Objectives

Evaluation

Criteria

ProgramContent

LearningPrinciples

Evaluation

Actual

Program

Skills ,

Knowledge,

Ability of

workers

Preliminary steps in preparing a Training & Development Program

7/30/2019 TD-3.pptx

23/25

Training and Development ProcessNeeds analysis

Instructional design

Validation

Implement the program

Evaluation

7/30/2019 TD-3.pptx

24/25

The Training and Development Process

Needs analysis

Identify job performance skills needed, assess prospective traineesskills, and develop objectives.

Instructional design

Produce the training program content, including workbooks, exercises,and activities.

Validation

Presenting (trying out) the training to a small representative audience.

Implement the program

Actually training the targeted employee group.

Evaluation

Assesses the programs successes or failures.

24

7/30/2019 TD-3.pptx

25/25