Training Choices and Training Choices and DynamicsDynamics

Training Choices and Training Choices and DynamicsDynamics

UNIT-IUNIT-I

WHAT IS TRAINING?

Definitions

            

Training refers to a planned effort by a company to facilitate employees learning of job-related competencies.

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.

    Organized activity aimed at imparting information and/or instructions to improve the recipient's performance or to help him or her attain a required level of knowledge or skill.

Objectives of Training• Object to make trainees more efficient. • Structured according to task. • Focused, specialized and result oriented. • Identify the gaps in expertise and to fill

gaps to raise level of expertise. • Indispensable on threshold. • Object to improve skills, common

knowledge and attitude. • Need for quality control in any Training

Programme.

Evolution of Training’s Role

Performance Result

Business Need

TrainingEvent

Learning Emphasis

Create &Share Knowledge

Organizational Characteristics that Influence Training

1. Role of Employees and ManagersManage individual performanceDevelop employeesPlan and allocate resourcesCoordinate interdependent groupsManage group performanceMonitor the business performanceRepresent one’s work unit

2. Top Management Support

@A clear direction for learning@Encouragement, resources, and commitment for strategic learning

@Developing new learning programs for the company

@Serving as a role model for learning for the entire company and demonstrating willingness to constantly learn

3. Integration of Business Units4. Global Presence5. Business Conditions6. Other Human Resource

Management Practices7. Human Resource Planning8. Extent of Unionization9. Staff Involvement in Training and

Development

Designing the programDesigning the programDesigning the programDesigning the program

UNIT- IIUNIT- II

How to Design a Training Program

•Step One: Determine what training is needed.

•organizational analysis, •a task analysis, •and a person analysis

Step Two: Determine what training approach to

use.

Seminars Programmed instruction Case studies Simulation Role-playing Apprentice

Step Three: Putting together your own training program.

Training objectives the skill how training is to be conducted, and

what proficiency the employee needs to attain by the end of the training process.

Training materials the skill title when it is to be performed, who is to perform it what supplies are needed and where

they can be found step-by-step instructions what to do with the end product

Evaluation materials evaluation procedures evaluation form for employees evaluation form for the

employer response (rebuttal) form

Out-of-house materials purchase order for educational

services expense forms approval forms evaluation forms

•Step Four: Training employees.

•Step Five: Evaluating your program.

Action Through Training

Understand why managing your time is critical to achieving goals.

Enthusiastically support those who demand “time control.”

Become more productive and less reactive.

Training Strategy• Training and development in an

organization requires implementation to achieve success. Therefore, the strategy will require vision, focus, direction and an action planning document.

• A training strategy is a mechanism that establishes what competencies an organization requires in the future and a means to achieve it.

What are a Training Strategy's Components? Employee Training and Train-the-

Trainer needs, Team Building and Team

Development, Leadership Development, Executive Coaching, Competency Requirements and

Skills Profiling, Objectives and Action Plans, Vision .

Training Process

o Conducting a thorough need assessment of the organization so as to capture the details of the training requirement.

o Compiling the corresponding research information to ensure that the training program hits the bulls eye.

o Customizing the training program as per the client’s needs so as to deliver maximum benefit to them

Getting the course contents & methodology signed off by the clients

Assessing the participants through scientific interviewing tools and preparing an in depth pre-training assessment report ( as and when required by the training program / client)

Training Delivery

Measure Participants learning and feedback during training

Conduct Training evaluation 2-3 months after training date ( Through interviews, projects or assignments) to measure progress and submit a detailed report to the client ( if required by client)