Training and Development

TRAINING & DEVELOPMENTTRAINING & DEVELOPMENT

PRESENTED BYPRESENTED BY

IJAZ NISARIJAZ NISAR

TRAINING DEFINEDTRAINING DEFINED

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

DEVELOPMENT DEFINEDDEVELOPMENT DEFINED

DEVELOPMENT,DEVELOPMENT, on the other hand, on the other hand, helps the individual handle future helps the individual handle future responsibilities, with less emphasis responsibilities, with less emphasis on present job duties.on present job duties.

Need and basic purposes of Need and basic purposes of trainingtraining

To Increase ProductivityTo Increase Productivity

To Improve QualityTo Improve Quality

To Help a Company Fulfil Its Future To Help a Company Fulfil Its Future Personnel NeedsPersonnel Needs

To Improve Organizational ClimateTo Improve Organizational Climate

To Improve Health and SafetyTo Improve Health and Safety

Obsolescence PreventionObsolescence Prevention

Personal GrowthPersonal Growth

The Benefits of TrainingThe Benefits of Training

How Training Benefits the OrganisationHow Training Benefits the Organisation Leads to improved profitability and/or more Leads to improved profitability and/or more

positive attitudes towards profit orientation. positive attitudes towards profit orientation. Improves the job knowledge and skills at all Improves the job knowledge and skills at all levels of the organization.levels of the organization. Improves the morale of the work force.Improves the morale of the work force. Helps people identify with organisational Helps people identify with organisational goals.goals. Helps create a better corporate image.Helps create a better corporate image.


Aids in organisational development.Aids in organisational development. Helps prepare guidelines for work.Helps prepare guidelines for work. Aids in understanding and carrying out Aids in understanding and carrying out organisational policies.organisational policies. Provides information for future needs in all Provides information for future needs in all areas of the organisation.areas of the organisation.Organization gets more effective decision Organization gets more effective decision making and problem solving.making and problem solving. Aids in developing leadership skills, motivation, Aids in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that loyalty, better attitudes, and other aspects that successful workers and managers usually display.successful workers and managers usually display.


Aids in increasing productivity and/or Aids in increasing productivity and/or quality of work.quality of work. Helps keep costs down in many areas, Helps keep costs down in many areas, e.g., production, personnel, administration, e.g., production, personnel, administration, etc.etc. Develops a sense of responsibility to the Develops a sense of responsibility to the organisation for being competent and organisation for being competent and knowledgeable.knowledgeable. Improves labour-management relations Improves labour-management relations and creates an appropriate climate for and creates an appropriate climate for growth, communication.growth, communication.

The Benefits of TrainingThe Benefits of TrainingReduces outside consulting costs by Reduces outside consulting costs by utilising competent internal consulting.utilising competent internal consulting. Stimulates preventive management Stimulates preventive management as opposed to putting out fires.as opposed to putting out fires. Eliminates sub-optimal behaviour.Eliminates sub-optimal behaviour. Helps employees adjust to change.Helps employees adjust to change.Aids in handling conflict, thereby Aids in handling conflict, thereby helping to prevent stress and tension.helping to prevent stress and tension.

Benefits to the IndividualBenefits to the Individual

Helps the individual in making better Helps the individual in making better decisions and effective problem solvingdecisions and effective problem solving

Through training and development, Through training and development, motivational variables of recognition, motivational variables of recognition, achievement, growth, responsibility and achievement, growth, responsibility and advancement are internalised and advancement are internalised and operationalised.operationalised.

Aids in encouraging and achieving Aids in encouraging and achieving self-development and self-confidence.self-development and self-confidence.


Helps a person handle stress, tension, Helps a person handle stress, tension, frustration and conflict.frustration and conflict. Provides information for improving Provides information for improving leadership knowledge, communication leadership knowledge, communication skills, and attitudes.skills, and attitudes. Increases job satisfaction and Increases job satisfaction and recognition.recognition. Moves a person towards personal goals Moves a person towards personal goals while improving interaction skills.while improving interaction skills. Satisfies personal needs of the trainee.Satisfies personal needs of the trainee.


Provides trainee an avenue for Provides trainee an avenue for growth and a say in his/her own future.growth and a say in his/her own future.Develops a sense of growth in Develops a sense of growth in learning.learning. Helps a person develop speaking and Helps a person develop speaking and listening skills; also writing skills when listening skills; also writing skills when exercises are required.exercises are required.Helps eliminate fear in attempting Helps eliminate fear in attempting new tasks.new tasks.

Benefits in Intra and Inter-Benefits in Intra and Inter-group Relationsgroup Relations

Improves communication between groups Improves communication between groups and individuals.and individuals. Improves interpersonal skills.Improves interpersonal skills.Makes organisation policies, rules and Makes organisation policies, rules and regulations viable.regulations viable. Improves morale.Improves morale. Builds cohesiveness in groups.Builds cohesiveness in groups. Provides a good climate for learning, Provides a good climate for learning, growth, and coordinationgrowth, and coordination..Makes the organisation a better place to work.Makes the organisation a better place to work.

Training ConceptsTraining ConceptsAbilityAbility:: The physical and mental capacity to The physical and mental capacity to perform a task. perform a task. Action learning:Action learning: Training method that Training method that involves giving teams or work groups a involves giving teams or work groups a problem, having them work on solving it problem, having them work on solving it and committing to an action plan, and then and committing to an action plan, and then holding them accountable for carrying out holding them accountable for carrying out the plan.the plan.Action plan:Action plan: A written document detailing A written document detailing steps that a trainee and his manager will steps that a trainee and his manager will take to ensure that training transfers to the take to ensure that training transfers to the job job

Training ConceptsTraining ConceptsAction planning:Action planning: An employee’s process An employee’s process of determining how he will achieve his of determining how he will achieve his short-and long-term career goals.short-and long-term career goals.Assessment:Assessment: The collecting of The collecting of information and providing of feedback to information and providing of feedback to employees about their behavior employees about their behavior communication style, or skills.communication style, or skills.Assessment center:Assessment center: A process in which A process in which multiple rates or evaluators (also known as multiple rates or evaluators (also known as assessors) evaluate employees, assessors) evaluate employees, performances on a number of exercises.performances on a number of exercises.

Training ConceptsTraining ConceptsAttitude:Attitude: Combination of beliefs and feelings Combination of beliefs and feelings that predispose a person to behave in a certain that predispose a person to behave in a certain way.way.Attitude awareness and change program:Attitude awareness and change program: Program focusing on increasing employees’ Program focusing on increasing employees’ awareness of their attitudes toward differences in awareness of their attitudes toward differences in cultural and ethic backgrounds, physical cultural and ethic backgrounds, physical characteristics (e.g., disabilities), and personal characteristics (e.g., disabilities), and personal characteristics that influence behavior towards characteristics that influence behavior towards others.others.Basic skills:Basic skills: Skills necessary for employees to Skills necessary for employees to perform their jobs and learn the content of perform their jobs and learn the content of training programs.training programs.

Training ConceptsTraining ConceptsBehavior based conflict:Behavior based conflict: Conflict occurring Conflict occurring when an employee’s behavior in work roles is not when an employee’s behavior in work roles is not appropriate in non-work roles.appropriate in non-work roles.Behavior based program:Behavior based program: Program focusing on Program focusing on changing the organization policies and individual changing the organization policies and individual behaviors that inhibit employees’ personal growth behaviors that inhibit employees’ personal growth and productivity.and productivity.Behavior modeling:Behavior modeling: A training method in A training method in which trainees are presented with a model which trainees are presented with a model who demonstrates key behaviors to who demonstrates key behaviors to replicate and provides them with the replicate and provides them with the opportunity to practice those key behaviorsopportunity to practice those key behaviors

Training ConceptsTraining ConceptsBenchmarking:Benchmarking: The use of information The use of information about other companies’ training practices about other companies’ training practices to help determine the appropriate type, to help determine the appropriate type, level, and frequency gains from a training level, and frequency gains from a training program.program.

Benchmarks:Benchmarks: A research instrument A research instrument designed to measure important factors in designed to measure important factors in being a successful manager.being a successful manager.

Benefits:Benefits: What of value the company What of value the company gains from a training program.gains from a training program.

Training ConceptsTraining ConceptsBlended learning:Blended learning: Learning involving a Learning involving a combination of online learning, face-to-face combination of online learning, face-to-face instruction, and other methods.instruction, and other methods.

Career:Career: The pattern of work related The pattern of work related experiences that span the course of a experiences that span the course of a person’s life.person’s life.

Career development:Career development: The process by which The process by which employees’ progress through a series of employees’ progress through a series of stages, each characterized by a different set stages, each characterized by a different set of developmental tasks, activities, and of developmental tasks, activities, and relationships.relationships.

Training ConceptsTraining Concepts

Career insight:Career insight: The degree to The degree to which employees know about their which employees know about their interests as well as their skills interests as well as their skills strengths and weaknesses, the strengths and weaknesses, the awareness of how these perceptions awareness of how these perceptions relate to their career goals.relate to their career goals.

Training ConceptsTraining ConceptsCareer managementCareer management: : The process through The process through which employees which employees Become aware of their interests, values, Become aware of their interests, values, strengths, and weaknessesstrengths, and weaknessesGet information about job opportunities within a Get information about job opportunities within a companycompanyIdentify career goalsIdentify career goalsEstablish action plans to achieve career goalsEstablish action plans to achieve career goalsCareer path:Career path: A sequence of job positions A sequence of job positions involving similar types of work and skills that involving similar types of work and skills that employees move through in company.employees move through in company.

Training ConceptsTraining ConceptsCase studyCase study: : A description of how A description of how employees or an organization dealt with a employees or an organization dealt with a situation.situation.

ChangeChange: : The adoption of a new idea or The adoption of a new idea or behavior by a companybehavior by a company

Change managementChange management: : The process of The process of ensuring that new interventions such as ensuring that new interventions such as training practices are accepted and used training practices are accepted and used by employees and managers.by employees and managers.

Training ConceptsTraining ConceptsCoachCoach: : A peer or manager who works with A peer or manager who works with an employee to motivate him, develop an employee to motivate him, develop skills, and provide reinforcement and skills, and provide reinforcement and feedback.feedback.Cognitive abilityCognitive ability: : Outcomes used to Outcomes used to measure what knowledge trainees learned measure what knowledge trainees learned in a training program.in a training program.CompetencyCompetency: : An area of personal An area of personal capability that enables an employee to capability that enables an employee to perform his job.perform his job.

Training ConceptsTraining ConceptsCompetencyCompetency model:model: A model identifying A model identifying the competencies necessary for each job the competencies necessary for each job as well as the knowledge, skills, behavior, as well as the knowledge, skills, behavior, and personal characteristics underlying and personal characteristics underlying each competency.each competency.Competitive advantageCompetitive advantage: : An upper hand An upper hand over other firms in an industry.over other firms in an industry.CompetitivenessCompetitiveness: : A company’s ability to A company’s ability to maintain and gain market share in an maintain and gain market share in an industry.industry.

Training ConceptsTraining ConceptsComputer based training (CBT):Computer based training (CBT): An An interactive training experience in which the interactive training experience in which the computer provides the learning stimulus, the computer provides the learning stimulus, the trainee must respond, and the computer analyzes trainee must respond, and the computer analyzes responses and provides feedback to the trainee.responses and provides feedback to the trainee.Continuous learningContinuous learning: : A learning system in A learning system in which employees are required to understand the which employees are required to understand the entire work system including the relationship entire work system including the relationship among their jobs, their work units, and the among their jobs, their work units, and the company. Also, employees are expected to company. Also, employees are expected to acquire new skills and knowledge, apply them on acquire new skills and knowledge, apply them on the job, and share this information with fellow the job, and share this information with fellow workers.workers.

Training ConceptsTraining ConceptsCost benefit analysisCost benefit analysis: : The process of The process of determining the economic benefits of a determining the economic benefits of a training program using accounting training program using accounting methods.methods.Course objectivesCourse objectives (lesson objectives): (lesson objectives): The expected behaviors, content, The expected behaviors, content, conditions, and standards of a training conditions, and standards of a training course or lesson; more specific than course or lesson; more specific than program objectives.program objectives.Course parametersCourse parameters: : General information General information about a training program including about a training program including

Training ConceptsTraining ConceptsCriterion deficiencyCriterion deficiency: : The failure to The failure to measure training outcomes that were measure training outcomes that were emphasized in training objectives.emphasized in training objectives.Cross trainingCross training: : Training method in which Training method in which team members understand and practice team members understand and practice each other’s skills so that members are each other’s skills so that members are prepared to step in and take another prepared to step in and take another member’s place should he temporarily or member’s place should he temporarily or permanently leave the team. Also, more permanently leave the team. Also, more simply, training employees to learn the simply, training employees to learn the skills of one or several additional jobs.skills of one or several additional jobs.


Culture:Culture: A set of assumptions group A set of assumptions group members share about the world and members share about the world and how it works as well as ideals worth how it works as well as ideals worth striving for.striving for.

Training ConceptsTraining ConceptsDevelopment:Development: Formal education, job Formal education, job experiences, relationships, and assessments of experiences, relationships, and assessments of personality and abilities that help employees personality and abilities that help employees prepare for the future.prepare for the future.Distance learningDistance learning: : Training method in which Training method in which geographically dispersed companies provide geographically dispersed companies provide information about new products, policies, or information about new products, policies, or procedures as well as skills training and expert procedures as well as skills training and expert lectures to field locations.lectures to field locations.E learningE learning: : Instruction and delivery of training Instruction and delivery of training by computer online through the Internet or Web.by computer online through the Internet or Web.


EmpowermentEmpowerment: : Giving employee Giving employee responsibility and authority to responsibility and authority to make decisions regarding make decisions regarding product development or product development or customer servicecustomer service

Training ConceptsTraining ConceptsEvaluation design:Evaluation design: Designation of what Designation of what information is to be collected, from whom, information is to be collected, from whom, when, and how to determine training’s when, and how to determine training’s effectiveness.effectiveness.FeedbackFeedback: : Information employees receive Information employees receive while they are performing concerning how while they are performing concerning how well they are meeting objectives.well they are meeting objectives.Formative evaluationFormative evaluation: : Evaluation Evaluation conducted to improve the training conducted to improve the training process. Usually conducted before process. Usually conducted before and during the training processand during the training process

Training ConceptsTraining ConceptsGlass ceiling:Glass ceiling: A barrier to advancement A barrier to advancement to an organization’s higher levels.to an organization’s higher levels.

GoalGoal: : What a company hopes to achieve What a company hopes to achieve in the medium-to-long-term future.in the medium-to-long-term future.

Goal orientation:Goal orientation: A trainee’s goals in a A trainee’s goals in a learning situationlearning situation..

Goal setting:Goal setting: An employee’s process of An employee’s process of developing short-and long-term career developing short-and long-term career objectives.objectives.

Training ConceptsTraining ConceptsGroup mentoring programGroup mentoring program: : Program in which a Program in which a successful senior employee is paired with a group successful senior employee is paired with a group of four to six less experienced protégés to help of four to six less experienced protégés to help them understand the organization, guide them in them understand the organization, guide them in analyzing their experiences, and help them clarify analyzing their experiences, and help them clarify career directions. career directions. Hands-on method:Hands-on method: Training method in which Training method in which the trainee is actively involved in learning.the trainee is actively involved in learning.High-leverage trainingHigh-leverage training: : Training that uses an Training that uses an instructional design process to ensure that instructional design process to ensure that it is effective and that compares or it is effective and that compares or benchmarks the company’s training benchmarks the company’s training programs against other companies’programs against other companies’

Training ConceptsTraining ConceptsHigh-potential employee:High-potential employee: An employee whom An employee whom the company believes is capable of succeeding in the company believes is capable of succeeding in a higher-level managerial position.a higher-level managerial position.Human resource management:Human resource management: The policies, The policies, practices, and systems that influence employees’ practices, and systems that influence employees’ behavior, attitudes, and performance.behavior, attitudes, and performance.Human resource managementHuman resource management (HRM) (HRM) practices: practices: Management activities relating to Management activities relating to investments in staffing, performance investments in staffing, performance management, training, and compensation and management, training, and compensation and benefits.benefits.

Training ConceptsTraining ConceptsHuman resource planning:Human resource planning: The identification, The identification, analysis, forecasting, and planning of changes analysis, forecasting, and planning of changes needed in a company’s human resources area.needed in a company’s human resources area.Intellectual capital:Intellectual capital: Cognitive knowledge, Cognitive knowledge, advanced skills, system understanding and advanced skills, system understanding and creativity, and self motivated creativity.creativity, and self motivated creativity.Intellectual skillsIntellectual skills: : Mastery of concepts and Mastery of concepts and rules.rules.Internet-based trainingInternet-based training: : Training delivered on Training delivered on public or private computer networks and public or private computer networks and displayed by a web browser.displayed by a web browser.Intranet based trainingIntranet based training: : Training delivered Training delivered using a company’s own computer network or using a company’s own computer network or server.server.

Training ConceptsTraining ConceptsJob:Job: A specific position requiring A specific position requiring completion of certain tasks.completion of certain tasks.Job analysis:Job analysis: The process of developing a The process of developing a description of the job (duties, tasks, and description of the job (duties, tasks, and responsibilities) and the specifications responsibilities) and the specifications (knowledge, skills and abilities) that an (knowledge, skills and abilities) that an employee must have to perform it.employee must have to perform it.Job enlargement:Job enlargement: The adding of The adding of challenges or new responsibilities to an challenges or new responsibilities to an employee’s current job.employee’s current job.

Training ConceptsTraining ConceptsJob experience:Job experience: The relationship, problems, The relationship, problems, demands, tasks, and other features that an demands, tasks, and other features that an employee faces on the job.employee faces on the job.Key behavior:Key behavior: One of a set of behaviors that is One of a set of behaviors that is necessary to complete a task. Important part of necessary to complete a task. Important part of behavior modeling training.behavior modeling training.Knowledge:Knowledge: Facts or procedures. What Facts or procedures. What individuals or teams of employees know or know individuals or teams of employees know or know how to do (human and social knowledge); also a how to do (human and social knowledge); also a company’s rules, processes, tools, and routines company’s rules, processes, tools, and routines (structured knowledge).(structured knowledge).

Training ConceptsTraining ConceptsKnowledge management:Knowledge management: The process of The process of enhancing company performance by designing enhancing company performance by designing and implementing tools, processes, systems, and implementing tools, processes, systems, structures, and cultures to improve the creating, structures, and cultures to improve the creating, sharing, and use of knowledge.sharing, and use of knowledge.Knowledge workers:Knowledge workers: Employees who own the Employees who own the means of producing a product or service. These means of producing a product or service. These employees have a specialized body of knowledge employees have a specialized body of knowledge or expertise, which they use to perform their jobs or expertise, which they use to perform their jobs and contribute to company effectiveness.and contribute to company effectiveness.

Training ConceptsTraining ConceptsLearning:Learning: A relatively permanent change A relatively permanent change in human capabilities that does not result in human capabilities that does not result from growth processes.from growth processes.

Learning organization:Learning organization: A company that A company that has an enhanced capacity to learn, adapt, has an enhanced capacity to learn, adapt, and change; an organization whose and change; an organization whose employees continuously attempt to learn employees continuously attempt to learn new things and then apply what they have new things and then apply what they have learned to improve product or service learned to improve product or service quality.quality.

Training ConceptsTraining ConceptsLecture:Lecture: Training method in which the Training method in which the trainer communicates through spoken trainer communicates through spoken words that trainees are supposed to learn. words that trainees are supposed to learn. Manager support:Manager support: Trainee’s managers.Trainee’s managers.Emphasizing the importance of attending Emphasizing the importance of attending training programstraining programsStressing the application of training Stressing the application of training content on the job.content on the job.Mentor:Mentor: An experienced, productive An experienced, productive senior employee who helps develop a less senior employee who helps develop a less experienced employee (a protégé).experienced employee (a protégé).

Training ConceptsTraining ConceptsMetacognition:Metacognition: A learning strategy A learning strategy whereby trainees direct their attention to whereby trainees direct their attention to their own learning process.their own learning process.Mission:Mission: A company’s long-term reason A company’s long-term reason for existing.for existing.Modeling:Modeling: Having employees who have Having employees who have mastered the desired learning outcomes mastered the desired learning outcomes demonstrate them for trainees.demonstrate them for trainees.Motivation to learn:Motivation to learn: A trainee’s desire to A trainee’s desire to learn the content of a training program.learn the content of a training program.

Training ConceptsTraining ConceptsMotor skills:Motor skills: Coordination of physical Coordination of physical movements.movements.Multimedia trainingMultimedia training: : Training that combines Training that combines audiovisual training methods with computer audiovisual training methods with computer based training.based training.Near transfer:Near transfer: A trainee’s ability to apply A trainee’s ability to apply learned capabilities exactly to the work situation.learned capabilities exactly to the work situation.Need:Need: A deficiency that a person is experiencing A deficiency that a person is experiencing at any point in times.at any point in times.Needs assessment:Needs assessment: The process used to The process used to determine if training is necessary. The first step determine if training is necessary. The first step in the instrumental system design model.in the instrumental system design model.

Training ConceptsTraining ConceptsNorms:Norms: Accepted standards of behavior for Accepted standards of behavior for workgroup members.workgroup members.Objective:Objective: The purpose and expected outcome The purpose and expected outcome of training activities.of training activities.Obsolescence:Obsolescence: A reduction in an employee’s A reduction in an employee’s competence resulting from a lack of knowledge of competence resulting from a lack of knowledge of new work processes, techniques, and new work processes, techniques, and technologies that have developed since he technologies that have developed since he completed his education.completed his education.On-the-job trainingOn-the-job training (OJT): (OJT): Training in which Training in which new or inexperienced employees learn through new or inexperienced employees learn through first observing peers or managers performing the first observing peers or managers performing the job and then trying to imitate their behavior.job and then trying to imitate their behavior.

Training ConceptsTraining ConceptsOpportunity to perform:Opportunity to perform: The chance to use The chance to use learned capabilities.learned capabilities.Organization development:Organization development: A planned, A planned, systematic change process that uses behavioral systematic change process that uses behavioral sciences knowledge and techniques to improve a sciences knowledge and techniques to improve a company’s effectiveness by improving company’s effectiveness by improving relationships and increasing learning and relationships and increasing learning and problems solving capabilities.problems solving capabilities.Organizational analysis:Organizational analysis: Training analysis Training analysis involving determining the appropriateness of involving determining the appropriateness of training, considering the context in which training training, considering the context in which training will occur.will occur.

Training ConceptsTraining ConceptsOrganizational socialization:Organizational socialization: The process of The process of transforming new employees into effective transforming new employees into effective company members. Its phases are anticipatory company members. Its phases are anticipatory socialization, encounter, and settling in.socialization, encounter, and settling in.Organizing:Organizing: A learning strategy that requires A learning strategy that requires the learner to find similarities and themes in the the learner to find similarities and themes in the training materials.training materials.Outsourcing:Outsourcing: The use of external supplies to The use of external supplies to provide training services.provide training services.Perception:Perception: The ability to organize a message The ability to organize a message from the environment so that it can be processed from the environment so that it can be processed and acted upon.and acted upon.

Training ConceptsTraining ConceptsPerformance appraisal:Performance appraisal: The process of The process of measuring an employee’s performance.measuring an employee’s performance.Person analysis:Person analysis:Training analysis involvingTraining analysis involvingDetermining whether performance Determining whether performance deficiencies result from lack of knowledge, deficiencies result from lack of knowledge, skill, or ability or else from a motivational or skill, or ability or else from a motivational or work-design problem.work-design problem.Identifying who needs training, Identifying who needs training, Determining employees’ readiness for Determining employees’ readiness for trainingtraining

Training ConceptsTraining ConceptsPerson characteristics:Person characteristics: An employee’s An employee’s knowledge, skill, ability, behavior, or attitude.knowledge, skill, ability, behavior, or attitude.Practice:Practice: An employee’s demonstration of a An employee’s demonstration of a learned capability; the physical or mental learned capability; the physical or mental rehearsal of a task, knowledge, or skill to achieve rehearsal of a task, knowledge, or skill to achieve proficiency in performing the task or skill or proficiency in performing the task or skill or demonstrating the knowledge.demonstrating the knowledge.Pretest/posttest:Pretest/posttest: An evaluation design in which An evaluation design in which both pretraining and post training outcomes both pretraining and post training outcomes measures are collected.measures are collected.Pretraining measure:Pretraining measure: A baseline measure of A baseline measure of outcomes.outcomes.

Training ConceptsTraining ConceptsProgram design:Program design: The organization and The organization and coordination of the training program.coordination of the training program.Program Objectives:Program Objectives: Broad summary Broad summary statements of a program’s purpose.statements of a program’s purpose.Psychological success:Psychological success: A feeling of pride and A feeling of pride and accomplishment that comes from achieving life accomplishment that comes from achieving life goals.goals.Reaction outcomes:Reaction outcomes: A trainee’s perceptions of A trainee’s perceptions of a training program, including perceptions of the a training program, including perceptions of the facilities, trainers, and content.facilities, trainers, and content.Readability:Readability: Written materials’ level of difficulty.Written materials’ level of difficulty.

Training ConceptsTraining ConceptsReadiness for training:Readiness for training: The condition ofThe condition of Employees having the Employees having the personal personal characteristicscharacteristics necessary to learn program necessary to learn program content and apply it on the job and content and apply it on the job and The The work environmentwork environment facilitation learning facilitation learning and not interfering with performance.and not interfering with performance.Reengineering:Reengineering: A complete review and redesign A complete review and redesign of critical processes to make them more efficient and of critical processes to make them more efficient and able to deliver higher quality.able to deliver higher quality. Structure/Structure/ Process/Innovation Process/InnovationRe-Structuring / Re-inventing …Small/Better/DifferentRe-Structuring / Re-inventing …Small/Better/Different

Training ConceptsTraining ConceptsRehearsal:Rehearsal: A learning strategy focusing on A learning strategy focusing on learning through repetition (memorization).learning through repetition (memorization).

Self-Management:Self-Management: Person’s attempt to Person’s attempt to control certain aspects of his decision-control certain aspects of his decision-making and behavior.making and behavior.

Simulation:Simulation: A training method that A training method that represents a real life situation, with trainees’ represents a real life situation, with trainees’ decisions resulting in outcomes that mirror decisions resulting in outcomes that mirror what would happen if they were on the job.what would happen if they were on the job.

Training ConceptsTraining ConceptsSkill:Skill: Competency in performing a task.Competency in performing a task.Skill-based outcomes:Skill-based outcomes: Outcomes used to Outcomes used to assess the level of technical or motor skills or assess the level of technical or motor skills or behavior; include skill acquisition or learning and behavior; include skill acquisition or learning and on-the-job use of skills.on-the-job use of skills.Social learning theorySocial learning theory:: Theory emphasizing Theory emphasizing that people learn by observing other persons that people learn by observing other persons (models) who they believe are credible and (models) who they believe are credible and knowledgeable.knowledgeable.Social support:Social support: Feedback and reinforcement Feedback and reinforcement from managers and peers.from managers and peers.Socialization:Socialization: Sharing tacit knowledge by Sharing tacit knowledge by sharing experiences.sharing experiences.

Training ConceptsTraining ConceptsStakeholders:Stakeholders: The parties with an interest in a The parties with an interest in a company’s success (include shareholders, company’s success (include shareholders, employees, customers, and the community).employees, customers, and the community).Subject matter expert (SME):Subject matter expert (SME): Person who is Person who is knowledgeable of knowledgeable of Training issue, Training issue, Knowledge, skills, and abilities required for task Knowledge, skills, and abilities required for task performance,performance,Necessary equipment, andNecessary equipment, andConditions under which tasks have to be Conditions under which tasks have to be performedperformedSummative evaluation:Summative evaluation: Evaluation of the Evaluation of the extent that trainees have changed as -a result of extent that trainees have changed as -a result of participating in a training program.participating in a training program.

Training ConceptsTraining ConceptsSynchronous communication:Synchronous communication: Communication in which trainers, experts, Communication in which trainers, experts, and learners interact with each other live and learners interact with each other live and in real time in the same way as they and in real time in the same way as they would in face to face classroom instruction.would in face to face classroom instruction.Team leader training:Team leader training: Training that a Training that a team manager or facilitator receives.team manager or facilitator receives.Team training:Team training: Training method that Training method that involves coordinating the performances of involves coordinating the performances of individuals who work together to achieve a individuals who work together to achieve a common goal.common goal.

Training ConceptsTraining ConceptsTrainee characteristics:Trainee characteristics: The abilities and The abilities and motivation that affect learning.motivation that affect learning.Training:Training: A company’s planned effort to A company’s planned effort to facilitate employees’ learning of job-related facilitate employees’ learning of job-related competencies.competencies.Training administration:Training administration: Coordination of Coordination of activities before, during, and after a training activities before, during, and after a training program.program.Training context:Training context: The physical, intellectual, and The physical, intellectual, and emotional environment in which training occurs.emotional environment in which training occurs.Training design:Training design: Characteristics of the learning, Characteristics of the learning, and enabling environment.and enabling environment.

Training ConceptsTraining ConceptsTraining design process:Training design process: A systematic A systematic approach to development training approach to development training programs. Its six steps include conducting programs. Its six steps include conducting needs assessment, ensuring employees’ needs assessment, ensuring employees’ readiness for training, creating a learning readiness for training, creating a learning environment, ensuring transfer of training, environment, ensuring transfer of training, selecting training methods, and evaluating selecting training methods, and evaluating training programs.training programs.

Training effectiveness:Training effectiveness: Benefits that a Benefits that a company and its trainees receive from company and its trainees receive from training. training.

Training ConceptsTraining ConceptsTraining evaluation:Training evaluation: The process of collecting The process of collecting the outcomes needed to determine if training has the outcomes needed to determine if training has been effective.been effective.Training outcomesTraining outcomes (Criteria): (Criteria): Measures that a Measures that a company and its trainer use to evaluate training company and its trainer use to evaluate training programs.programs.Training site:Training site: The place where training is The place where training is conducted.conducted.Transfer of training:Transfer of training: Trainees’ applying learned Trainees’ applying learned capabilities gained in training to their jobs.capabilities gained in training to their jobs.Work environment:Work environment: On-the-job factors that On-the-job factors that influence transfer of training.influence transfer of training.

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Training and Development