Training and DevelopmentTraining and Development

Prof R K Singh

AIMA CME

RKS/AIMA-CME2

Introduction of Training & Development Introduction of Training & Development What is Training ?From corporate point of view,Training is concerned with the acquisition

or development of those knowledge, skills, techniques, attitudes, and experiences which enable an individual to make his most effective contribution to the combined effort of the team of which he/she is a member.

RKS/AIMA-CME3

Introduction of Training & DevelopmentIntroduction of Training & Development

What is Development?Development is an effort in the personnel

area which is basically concerned with the development of human resources in the organization, improving the existing capabilities and acquiring new capability for achievement of corporate and individual goals.

RKS/AIMA-CME4

The Training ProcessThe Training Process Training Strategy Training Strategy

Aligning Training with Business Strategy:Customers

Who are our customers and how do we work for them?

OrganizationWhat is the nature of practices required to

complete our mission?

RKS/AIMA-CME5

The Training ProcessThe Training Process Training Strategy Training Strategy

Products and Services:How do we ensure that our products and services

meet strategic requirements? Research and DevelopmentHow do we stay current in training and learning

fields and use our knowledge in these areas? Business Systems:What are the processes, products, tools, and

procedures required to achieve our goals?

RKS/AIMA-CME6

The Training ProcessThe Training Process Training Strategy Training Strategy

Continuous Learning:How do we recognize that learning is

continuous, is conscious, and comes from many sources?

Results:How do we obtain results according to our

customers’ standards?

RKS/AIMA-CME7

The Training ProcessThe Training Process Identification of Training Needs Identification of Training Needs

The context of Training Needs:1. Organizational Analysis: Strategic Direction Support of Managers and Peers for

Training Activities Training Resources

RKS/AIMA-CME8

The Training ProcessThe Training Process Identification of Training Needs Identification of Training Needs

Issues in Organizational Analysis: What are the training implications of the

organization’s strategy? How does this training programme fit in with the

organisation’s future plans and goals? How are various units performing compared with

expectations or goals? Can the organization afford this training? Which units should be trained first?

RKS/AIMA-CME9

The Training ProcessThe Training Process Identification of Training Needs Identification of Training Needs

2. Person Analysis Person Characteristics

– Input– Output– Consequences– Feedback

RKS/AIMA-CME10

The Training ProcessThe Training Process Identification of Training Needs Identification of Training Needs

3. Task Analysis : Work Activity (Task) Knowledge, Skill, Ability, Personal

Capability (Competency) Conditions under which tasks are

performed

RKS/AIMA-CME11

The Training ProcessThe Training Process Identification of Training Needs Identification of Training Needs

Methods/Techniques of Needs Assessment:1. Observation2. Interviews3. Questionnaires4. Technical Manuals and Records5. Subject Matter Experts (Consultants)

RKS/AIMA-CME12

Conducting Training ProgrammesConducting Training Programmes Designing a Training Program Designing a Training Program

Instructional Systems Design Approaches: 5 Steps

1. Analysis2. Design3. Development4. Implementation5. Evaluation

RKS/AIMA-CME13

Conducting Training ProgrammesConducting Training Programmes Designing a Training Program Designing a Training Program

Training Design Process:1. Conducting Needs Assessment

-Organizational Analysis-Person Analysis-Task Analysis

2. Ensuring Employees’ Readiness for Training-Attitudes and Motivation Basic Skills

RKS/AIMA-CME14

Conducting Training ProgrammesConducting Training Programmes Designing a Training ProgramDesigning a Training Program

3. Creating a Learning Environment-Learning Objectives-Meaningful Material-Practice-Feedback-Community of Learning-Modeling-Program Administration

RKS/AIMA-CME15

Conducting Training ProgrammesConducting Training Programmes Designing a Training ProgramDesigning a Training Program

4. Ensuring Transfer of Training-Self-Management-Peer and Manager-Support

5. Developing an Evaluation Plan-Identify Learning Outcomes-Choose Evaluation Design-Plan Cost-Benefit Analysis

RKS/AIMA-CME16

Conducting Training ProgrammesConducting Training Programmes Designing a Training ProgramDesigning a Training Program

6. Select Training Method-Traditional-E-learning

7. Monitor and Evaluate the Program-Conduct Evaluation-Make Changes to Improve the Program

RKS/AIMA-CME17

Conducting Training ProgrammesConducting Training Programmes Designing a Training ProgramDesigning a Training Program : : AssumptionsAssumptions1. Training design is effective only if it helps

employees reach instructional or training goals and objectives

2. Measurable learning objectives should be identified before training

3. Evaluation plays an important part in planning and choosing a training method, monitoring the training program, and suggesting changes to the training design process.

RKS/AIMA-CME18

Evaluation of TrainingEvaluation of Training

The Evaluation Process:1. Conduct a Needs Analysis2. Develop Measurable Learning Outcomes3. Develop Outcome Measures4. Choose an Evaluation Strategy5. Plan and Execute the Evaluation