Training Programs

Training programs

Designing of management training programs

Clarifying the objectives of training programs in terms of orientation, appreciation, application and education

The learning process Psychology of learning

Designing a program

Model program Goal

• It should cover the general focus of the program Learning Objectives

• Details of knowledge and skills training that will be imparted Action Plan

• This should identify what the manager will do to achieve the objectives and the roles of other organizational members who will facilitate the learning

Resources• This outlines what is required in terms of time, help,

opportunities and other resources Learning outcomes

• This should specify the knowledge and skill behaviors required, how these should be demonstrated and how evidence will be collected to assess them

Training Program Development

Problem Identification and training needs assessment

Training program design Program implementation and monitoring Training evaluation and follow up Improving effectiveness of development

programs

Program Development

Problem Identification and training needs assessment Informal but immediate process

• Performance weakness resulting in being immediately recommended for a training program

Blank page process• How much guidance should be offered on

specifics of performance and skill?

Program Development

Simple appraisal form Current performance against objectives Reasons for current performance Steps necessary to improve performance Potential for promotion Reasons for prediction Development needs – current and future

Appraisal interview - issues Technique of appraisal interview Lack of commitment Lack of motivation Time pressure Feedback improper or inadequate Conflict of interest Discussion on Reward and Development creates

problem Improper design of appraisal form

• Lack of focus on skills more on performance

Program Development

Appraisal Interview Advantages

• Links assessment of future development with current performance

• Provides stronger role for line management in development

• Provides opportunity to individual to discuss his or her career intentions, concerns and views with superior

• It can become a vehicle for mentoring where individual is supported and provided with development opportunities

Disadvantages• Process becomes highly destructive and de-motivating if

conducted by untrained and uninterested appraisers• Assessment for reward can undermine the development

benefits• Lack of follow up makes the process irrelevant• Broad span of control and remote location make it difficult

for the appraiser to be well informed about appraisee• Implementation problems

Program Development

Interest Inventories It seeks to measure, not what a person is good at,

their abilities, but what a person is interested in, for the purpose of identifying in which direction that individual may want to go in term of their careers or occupation

These typically contain a wide sample of questions which might cover hobbies, school work and general life experiences

These are commonly used at the start of careers when a person

Program Development

Advantages Interest inventories are particularly useful at

the start of career. It really gives only broad indications of potential careers

Disadvantages They are less useful when n individual is

aware of the broad direction of his or her career path

Program Development

Design a training program Identify all needs and group them in terms of program

objectives ( Technical skills / Interpersonal skills) Select a group with similar needs

• Have a manageable group size (Around 20) Discuss and finalize the program content

• Of the job• On the job• Training methods

Decide on faculty• Internal• External

Number of days required for conducting the program Finalize Agenda

• Provide for suitable breaks Follow up plan

Program Development

Objectives of the program

Orientation New colleagues Familiarization with the people, policies, business and

organization Training Focus

Appreciation Performance Participants contribution to organization Program suitability

Education Learning's Benefits to participants

Application Implementation and follow-up plan

Program Implementation

Letter to invite participants, explain importance and business perspective

Provide reading material Provide sufficient time for preparations Choose appropriate venue, for motivation Select combination of methods for training Ensure everybody is able to arrange timely arrival at the

venue Make sure that boarding and lodging arrangements are

appropriate for participants Avoid creating class differentiation Arrange variety in food based on participants likes and

dislikes

Program Implementation

Program Implementation contd.. Make arrangements for audio, video equipments

• Mikes, Computers, Laptops, Screen, Speakers etc. Plan proper ambience at the venue Build-in some rewards and recognition Ensure medical care facility Provide for relaxation and entertainment Certificate of participation Arrange for photograph and recording of all important

events Arrange and distribute a group photograph Feedback from participants at the end of program

Program Implementation

Conducting the program Check all audio, video equipments are working properly All handouts for participants are available Faculty has reached the venue Check if all participants are comfortable with the

arrangements Assure and provide support if necessary Explain ground rules and provide information

• All mobiles to be switched off or kept on silent mode• Question, Answers when? Can the participants interrupt?• Biological breaks, emergencies• Evening assignments• Venue for lunch, dinner etc

Program Implementation

The program Invite top management personnel to inaugurate, give opening

remarks and share his expectations from the program Check if everybody received and read the reading material Reinforce the objectives of the program and resultant benefits

for the participants Highlight the importance of time management and

cooperation from the participants Invite the faculty and introduce to the participants with a focus

on his achievements and reputation in the industry Make sure faculty is provided with mike, pointer, clip-charts,

markers etc. Keep a watch on proceedings and provide assistance if

needed Use ice-breakers to break monotony

Program Implementation

11IceBreakers.ppt

Program Energizers

Monitoring the program Ensuring participation by all participants Make sure it is not dominated by an individual or a group of

participants Have a time keeper Check interest of the group and response to the faculty Ensure necessary clarifications are provided by the faculty

and provide support if necessary Encourage participants to speak and ask probing questions

to ensure learning with focus on a quiet individual or group Make sure outside interruptions are avoided Ensure timely refills for water, mints etc Close each day with thanks and appropriate remarks,

Program Monitoring

Training evaluation and follow up Ask every participant to provide feedback on the pre-

designed format at the end of the program Make sure it is easy and not time consuming Obtain ratings on 1-5 or 1-10 scale for each faculty /

session Ask for suggestions for improvement Announce and present rewards to good number of

participants Present certificate of participation and a memento to every

participant Provide a follow up plan for evaluation of implementation

and effectiveness Close with motivational comments fro senior management

personnel

Program Evaluation

Improving effectiveness of development programs Effectiveness depends on

• Quality of the faculty• Suitability with respect to skills of his or her job• Suitable matrix for measuring effectiveness• Opportunities to implement the program / skills• Follow up by the management on implementation• Feedback on the progress• Periodic review • Rewards and recognition• Management support

Program Effectiveness

The Learning Process Learning Process

The need to know• All adults need to be made aware of why they should learn

something The learners self-concept

• Most adults want to be self-directing rather than passive learners

Learners experiences• Everyone has his own experience and may require individual

learning strategy and at the same time may require unlearning past habits, biases and presuppositions

Readiness to learn• Timing of development is very important

Orientation to learning• Learning should not be subject centered but the context should

provide access to real life situations Motivation (WIIIFM)

• Better jobs, Promotion, Job satisfaction, Quality of life and self esteem

The Learning Process

Learning Principles The learner is committed to the process of learning The learner is in involved in active exploration of the

experience Reflects upon the experience in a critical and selective way The trainer imposes some structure on the learning process

so that learner is not left to discover it by chance There is a scope for the learner to achieve some

independence Learner must feel safe, supported and encouraged to value

their own experience The trainer must provide appropriate learning activities and

teaching methods to support different stages of trainees• The Activist• The Reflector• The Theorist• The Pragmatist

Psychology of learner

Psychology of learning (Positive) Organization cares It looks good and I will try it Had I learnt it earlier I want to learn more about it It will help me to grow in my career My performance will improve I have a support in case I come across a problem

while implementing I am thankful to my seniors for nominating me to this

program What else can I learn

Psychology of learning (Negative) Importance of context Is it real Is it possible to implement It does not apply to me Of no use How will it help me in my job Will it help me grow in my career I already know it I have tried it already and it does not help

Psychology of learner

Barriers to learning

Poor facilitation by trainer or line manager Lack of reflection on mistakes Inadequate space for personal transition Practical difficulties in remedying unbalanced learning

styles Skilled incompetence and organizational defenses Organizational performance and reward management

structures Organizational culture and subcultures

Peer pressure and group dynamics Climate of distrust Uncertainty and insecurity

Conclusion

Developing and implementing a good training program helps organization to achieve its goals

Positive attitude to learning helps the learners to contribute to organization and helps achieve his/her career aspirations

Organizers need to ensure learning process and learning principles are considered to achieve maximum benefits for both participants and organization