Training and development
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Training & Development Krishantha Jayasundara BA (English, Psychology,Sociology) University of Peradeniya, PQHRM(IPM), NDTHRD(IPM)
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Transcript of Training and development
Training & Development
Krishantha JayasundaraBA (English, Psychology,Sociology) University of Peradeniya, PQHRM(IPM), NDTHRD(IPM)
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Why Training? Why Development?
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There are rapid changes in technology,
the working environment & expectations of customers
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Journey from Type Writers to Computers
Knowledge & Skills
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Rapid use of Internet in Office Environment
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Today is an era of Emails
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Replacement of OHP with Multimedia
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Lot of training is needed in the modern organizational enviroment
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Training
Training is the act of increasing the knowledge and skill of an employee for doing a particular job (Elippo)
Trainingis the process by which manpower is filled for the particular jobs it is to perform(Dale Yoder)
Training is the organised procedure by which people learn knowledge and skills for definite purpose(Beach)
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Development
Taking initiatives to prepare an individual
to take over the challenging opportunities
In future by inculcating necessary knowledge,
skills and attitudes.
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How do you distinguish between Training and Development?
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Training vs. Development
Training • Limited to the KAS
of Current Job
Development • Future Job Tasks
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Training vs. Development
Training • For Current Job
Development • Overall Growth
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Training vs. Development
Training • Temporary in
nature
Development • Permanent in
nature
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Training vs. Development
Training • Short Term
Development • Long term
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Training vs. Development
Training • Better performance
in current job.
Development • Better performance
in future jobs.
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Why is training so important for an organization?
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Improve Product Quality
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Increase Customer Satisfaction
Through the improvement of quality of service levels
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Increase Performance
Unleash the hidden potentials of people
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Increase Moral & Attitudes
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Career Progression
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Why is development so important for an organization?
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Importance of Development
Acts as a succession planning
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Importance of Development
Preparing the employees for challenging opportunities in future.
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Importance of Development
Tracking for long term HR Goals
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Training CycleSetting up of
Training Policy
Training Need
Analysis
Design & Develop training
Conduct the Training
Evaluate Training
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Let’s discuss each step in details
Setting up of a Training Policy
Training Needs Analysis
Design and Develop Training
Conduct the Training
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1-Setting up of a Training Policy
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2- Conduct Training Need Analysis
Typing Speed 40 WPM
Current Skill Level
Typing Speed 65 WPM
Required Skill Level
SKILL GAP
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Training Need is the gap between
current KAS Level and required KAS level
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Training Need Indicators
Staff Turnover
Drop in Productivity
Interpersonal Conflicts
Product Defects
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Training Need Indicators
Increasing rate of cost
Failure to meet
deadlines
Lack of motivation
High rate of wastages
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Levels of Training Need Analysis
Organizational Needs
Occupational Needs
Individual Needs
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Advantages of Training Need Analysis
• Identification of performance gaps
• Proper identification of the reasons for those gaps.
• Obtain the approval of top management to implement the training based on facts.
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3-Design & Develop the Training
Attention should be given to
Clarify training objectives
Identify target group
Programme content
Administration and costing
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4- Conducting the Training
Attention should be given to
Trainer’s Profile & skills
Learning Environment
Facilities and equipment available
Being prepared for
the unexpected
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5 – Evaluation of Training
Attention should be given to
Set objectives of the training
Feedback of the
participants
Performance of the
participants
Feedback of the customers
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Levels of Training Evaluation
Organizational Level
Job behavioural level
Participant learning level
Participant reaction level
Training development level
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Training Methods
Lecture Method
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Training Methods
On the job training
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Training Methods
Off the job training
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Training Methods
Role Plays
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Training Methods
Computer aided instructions
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Training Methods
Simulations
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Training Methods
Case study method
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Training Methods
Coaching
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Types of Learning
Cognitive Learning
Psychomotor Learning
Affective Learning
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Cognitive Learning
Cognition is your ability to process information, reason, remember, and relate.
• You are taught something, some new info• You think about it• You talk about it in your own words• You notice how this new info fits into other
things that you know
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Psychomotor Learning
• Psychomotor learning is the relationship between cognitive functions and physical movement.
• Psychomotor learning is demonstrated by physical skills such as movement, coordination, manipulation, dexterity, grace, strength and speed.
• Example-riving a car, throwing a ball, and playing a musical instrument.
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Affective Learning
• the acquisition of behaviors involved in expressing feelings in attitudes, appreciations, and values.
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Barriers to Learning
Trainee centered barriers
Trainer centered barriers
Environmental barriers
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Trainee centered barriers
• Language and speech barriers• Know it all syndrome• Negativity-lack of motivation• Shyness or aggression• Resistance to change• Status differences in the audience• Age constraints• Previous experiences
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Trainee centered barriers
• Unskilled trainer• In appropriate content• Wrong techniques used• Accent • Mannerism • Lack of subject knowledge
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Environmental Barriers
noise
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Environmental Barriers
Coldness
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Environmental Barriers
Heat
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Environmental Barriers
Lack of ventilation
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Environmental Barriers
Interuptions
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Environmental Barriers
Restriction on time
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