Training & Development

Anatomy of Training

M R Jhalawad

10% learning get transferred to

job

40% Lost being training function

peripheral

40% Lost as program does

not build transfer to job

10% Lost due to trainer’s

inefficiency

Learning in classroom remain in classroom itself.

Anatomy of Failed Training Studies revealed in traditional training design:

Benefits not clear to

management

No plans & budget for

T&DSupervisor unable to

spare employees

Unsystematic & for short

term objectives

No linkage with strategic

planning

No appreciation /

reward for T&D activities

Disincentives for Training & Development

Consider time & resources as an investment in bank for individual growth & development.

Be prepared for each

class

Take responsibility to succeed

Honor time

scheduleSolicit

feedback throughout

class

View training as process not event

Have fun & enjoy training

Involve learners

Check logistic prior to class

Emphasize comprehensi

on over content

Show how to apply

training to job

Ten Commandments for Trainer

A System Model of TrainingNeed

AssessmentDevelopment Evaluation

Identify training needs by analyzing:• Organization• Task or job• Person

Design a learning environment by examining:• Learning principles• Characteristics of adult learning

Develop criteria to evaluate training:• Reactions• Learning• Behavior changes• Organizational results

Derive training objectives

Identify & developtraining material & methods

Conduct trainingConduct

evaluation & cost effectiveness of

training