Training & Development Towards Building a Learning Organization Kagathara Rajesh

Training & Development

Towards Building a Learning Organization

Kagathara Rajesh

Its All About Playing An ….

Integrative and Transformational Role.

Training & Development defined Training Current Jobs

Development Future Jobs

Objectives• Improving Organization Performance• Enhance Knowledge & Skill levels

Training & Development

Direct link to business strategy

Cost or Investment?

Training Investment Leaders

@ 3.2% of Payroll

Motorola –1% of annual salesHP – 5% of annual revenue

Focus Areas

• Leadership Development • Customer Awareness• Employee involvement /Motivation• Innovation • Process improvement • Change management. • Cross cultural awareness

Who is responsible?

Training…A Process

Pre-Training

Training

Post Training

‘Training to be effective must be a continuous process’

The Process Flow….

Training Need Identification(BTNI, MPDP)

Validate Training Needs

A,B,C Analysis

Classify Training

Identify & Understand

Coverage

The Process Flow….contd…

Expectations from Participants

Pre-Training material

Deliver TrainingFeedbackPost Training

Activity

Select the Trainer, Discuss

Methodology

Pre-training Phase

To determine the relevance of training to the employee’s job

To ascertain training will make a difference

To link improved job performance to Organizational goals

Training Delivery…

• Design an Induction Training Program for new entrants

• What are the 3areas you would suggest are mandatory coverage

• Objective – Familiarization to the organization• Duration?

Training Techniques

• Informational Presentation

• Simulation Method –Case Studies/Role Plays/Games/In-basket exercise

• On the job training

• Sensitivity Training

• Multimedia Training/E-Learning

• Assessment Centers/Development Centers

• 360 Degree feedback/Multi-rater process

Measuring Training Effectiveness –ROI of Training

ROI is a comparison of benefits to cost expressed as a percentage of the original

investment.

It is a way of finding if the training met its goals to an extent that justified its cost

• Link to business imperatives: Net sales per employee, Gross profit per employee

• Clearly set objectives & continuous monitoring

Post Training –Kirk Patrick Model

Training Workplace

1 2 3 4 5

Reaction & Learning Behavior & Results

Percentage of Courses Evaluated at Each of Kirkpatrick’s Four Levels

Level 1 Level 2 Level 3 Level 4

Source: “Restructuring: Results From the 1996 Benchmarking Forum ” (ASTD, 1996)

Percentage of Courses Evaluated at Each of Kirkpatrick’s Four Levels

Level 1 Level 2 Level 3 Level 4

Source: “Restructuring: Results From the 1996 Benchmarking Forum ” (ASTD, 1996)

Post Training –Kirkpatrick Model

Training Trends….

Trend 5

Advances in technology will revolutionize the way training is

delivered.

Trend 5

Advances in technology will revolutionize the way training is

delivered.

Training Time By Delivery System

Traditional ClassroomOther Self-paced

Traditional CBT

AT/Interactive ClassroomInteractive/multimedia CBT

Televised distance learningOther alternative

delivery systems

Internet/networkdistance learning

Source: “Restructuring: Results From the 1996 Benchmarking Forum” (ASTD, 1996)

Training Time By Delivery System

Traditional ClassroomOther Self-paced

Traditional CBT

AT/Interactive ClassroomInteractive/multimedia CBT

Televised distance learningOther alternative

delivery systems

Internet/networkdistance learning

Source: “Restructuring: Results From the 1996 Benchmarking Forum” (ASTD, 1996)

Training Trends….

Trend 6

Training departments will find new ways to deliver services.

Trend 6

Training departments will find new ways to deliver services.

Training Trends….

Competencies For The Future

Industry or corporation awareness

Leadership skills

Interpersonal-relationship skills

Technological literacy

Problem-solving skillscontinued . . .

Industry or corporation awareness

Leadership skills

Interpersonal-relationship skills

Technological literacy

Problem-solving skillscontinued . . .

Training Trends….

Organization understanding

Contracting skills

Buy-in and advocacy skills

Coping skills

Ability to see the big picture

Source: ASTD Models for Human Performance Improvement: Roles, Competencies, and Outputs (ASTD, 1996)

Organization understanding

Contracting skills

Buy-in and advocacy skills

Coping skills

Ability to see the big picture

Source: ASTD Models for Human Performance Improvement: Roles, Competencies, and Outputs (ASTD, 1996)

Training Trends….

Trend 7

Training professionals will focus more on interventions in

performance improvement.

Trend 7

Training professionals will focus more on interventions in

performance improvement.

Training Trends….

Trend 9

Companies will transform into learning organizations.

Trend 9

Companies will transform into learning organizations.

Training Trends..

Some Characteristics of Learning Organizations

belief that systems thinking is fundamental

climate that encourages, rewards, and enhances individual and collective learning

surprises, mistakes, and failures viewed as learning opportunities

widely available access to information and resources

continued . . .

belief that systems thinking is fundamental

climate that encourages, rewards, and enhances individual and collective learning

surprises, mistakes, and failures viewed as learning opportunities

widely available access to information and resources

continued . . .

Towards being a Learning Organisation

desire for continuous improvement and resources

learning integrated with work

opportunities for open dialogue and inquiry

desire for continuous improvement and resources

learning integrated with work

opportunities for open dialogue and inquiry

A c t i o n s t o S u p p o r t a n d C r e a t e a

L e a r n i n g O r g a n i z a t i o n

P r o m o t e p e o p l e w h o d e m o n s t r a t e

c a p a c i t y t o l e a r n

C r e a t e f o r u m s t o s h a r e l e a r n i n g s &

b e s t p r a c t i c e s

R e w a r d f l e x i b i l i t y , n e w i n i t i a t i v e s a n d

r i s k t a k i n g

C h a n g e p e r f o r m a n c e a p p r a i s a l s t o a s s e s s

l e a r n i n g a c t i v i t i e s a n d o u t c o m e s

E n a b l e p e o p l e t o t a k e r e s p o n s i b i l i t y f o r t h e i r o w n

l e a r n i n g b u d g e t s a n d o p p o r t u n i t i e s

A c t i o n s t o S u p p o r t a n d C r e a t e a

L e a r n i n g O r g a n i z a t i o n

P r o m o t e p e o p l e w h o d e m o n s t r a t e

c a p a c i t y t o l e a r n

C r e a t e f o r u m s t o s h a r e l e a r n i n g s &

b e s t p r a c t i c e s

R e w a r d f l e x i b i l i t y , n e w i n i t i a t i v e s a n d

r i s k t a k i n g

C h a n g e p e r f o r m a n c e a p p r a i s a l s t o a s s e s s

l e a r n i n g a c t i v i t i e s a n d o u t c o m e s

E n a b l e p e o p l e t o t a k e r e s p o n s i b i l i t y f o r t h e i r o w n

l e a r n i n g b u d g e t s a n d o p p o r t u n i t i e s

Trend 10

Organizational emphasis on human performance management

will accelerate.

Trend 10

Organizational emphasis on human performance management

will accelerate.

Winning Organisations must move from being just

Learning Organinsation to being a

Teaching Organisation….

Leadership Engine, Noel Tichy

Training & Development Towards Building a Learning Organization Kagathara Rajesh

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