Training & Development.ppt-03

7/22/2019 Training & Development.ppt-03

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Training and Development

1Dr. Sarita Kumari,Professor,SIESCOMS,Navi Mumbai


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Methods of Shaping Behavior

Attempt to mold individuals by guiding their learning in graduated

steps.

Systematically reinforcing each successive step that moves an

individual closer to the desired response.

There are four ways to shape behavior such as:

(1) Positive Reinforcement

(2) Negative Reinforcement

(3) Punishment

(4) Extinction



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Methods of Shaping Behavior Cont

Positive Reinforcement:

Praising the employee for a job well done.

Schedules of ReinforcementReinforcement

Schedule

Nature of

Reinforcement

Effect on Behavior Example

Continuous Reward given after eachdesired behavior

Fast learning of new

behavior but rapid

extinction

Compliments

Fixed-Interval Reward given at fixedtime intervals

Average and irregular

performance with rapid

extinction

Weekly paychecks

Variable-Interval Reward given at variabletime intervals

Moderately high and

stable performance with

slow extinction

Pop quizzes

Fixed-Ratio Reward given at fixedamounts of output

High and stable

performance attained

quickly but also with

rapid extinction

Piece-rate pay

Variable-RatioReward given at variable

amounts of output

Very high performance

with slow extinction

Commissioned sales3


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Methods of Shaping Behavior Cont

Negative Reinforcement:

Following a response by the termination or withdrawal of something

unpleasant.

Punishment:

It is causing an unpleasant condition in an attempt to eliminate an

undesirable behavior.

Extinction:Eliminating any reinforcement that is maintaining a behavior.



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What is Training??????

-Training is the act of increasing the knowledge and skills of an

employee for performing a particular job. The major outcome of

training is learning.

-A process whereby people acquire capabilities to aid in the

achievement of organizational goals.

Includes both hard and soft skills

-Poorly trained employees may perform poorly and make costlymistakes.



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Features of Training

Features of Training:

Increase knowledge and skills for doing a particular job

It bridges the gap between job needs and employee skills,

knowledge and behaviors.

Focuses attention on the current job.

Concentrates on individual employees.

Tends to be more narrowly focused and oriented toward short-

term performance concerns.

Dr. Sarita Kumari,Professor,SIESCOMS,Navi Mumbai6


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Goals of Training

Some important goals of training are:

1. Training Validity- Did the trainees learn skills or acquire knowledge or abilities

during training?

2. Transfer Validity- Did the knowledge, skills or abilities learned in training lead to

improved performance on the job?

3. Intra Organizational Validity-Is the job performance of a new group of trainees in

the same organization that developed the program comparable to the job

performance of the original training group(s)?

4. Inter Organizational Validity-can a training program that has been validated in

the organization be used successfully in another firm?



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Linking Strategies and Training



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Distinctions Between Training and Development

Learning Dimension Training Development

Meant for Trainees Executives

Focus Current job Current and future job

Scope Individual employee Work group ororganization

Goal Fix current skill deficit Prepare for future work

Initiated by Management The individual

Content Specific job related

information

General knowledge

Time-frame Immediate Long term


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A Systematic Approach to Training

1.ASSESSMENT 2.IMPLEMENTATION 3. EVALUATION

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Dr. Sarita Kumari,Professor,SIESCOMS,Navi Mumbai

Determine

training needs

Identify training

objectives

Select training

approaches

Conduct

trainingCompare training

outcomes against

criteria

Measure training

outcomes


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Determining the Training Needs


Assessing Training Needs

Organizational

Analysis

Job/Task

Analysis

Individual/Person

Analysis


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Determining the Training Needs

Organizational Analysis Role Analysis Person Analysis

Analysis of

objectives

Resource

utilization analysis

Environmental

scanning

Organizational

climate analysis

Finding out how the various

roles have to be performedand what kind of skills,

knowledge, attitudes are

needed to meet the job needs

Data collection through

questionnaires, interviews,

reports , tests , observationetc.

Appropriate training

programme is prepared

paying attention to

1.Performance standards

required of employees2.The tasks they have to

discharge

3.The methods they will

employ on the job

4.How they have learned such

methods.

Whether performance is

satisfactory or training isrequired?

Whether the employee is

capable of being trained

and the specific areas in

which training is needed?

Whether poor performers

(who can improve with

requisite training inputs)

on the job need to bereplaced by those who can

do the job.



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Sources of Information for Training Needs Assessment



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Identifying Training Objectives

OBJECTIVES

INNOVATIVE

ANTICIPATING

PROBLEMS

BEFORE THEY

OCCUR

TEAM BUILDING

SESSIONS WITHTHE DEPENDENTS

PROBLEMS SOLVING

TRAINING CLERKS

TO REDUCE

COMPLAINTS

TRAININGSUPERVISORS IN

COMMUNICATIONS

TO REDUCE

GRIEVANCES

ORIENTATION

RECURRING

REGULAR

ORIENTATION

RECURRING

TRAINING OF

INTERVIEWERS

REFRESHER

COURSES ONSAFETY

PROCEDURES



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The Training and Conduct Phase


Training Approaches

Location Presentation Type


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Location Options

On-the-Job-Training

(It is provided when the workers

are taught relevant knowledge,skills, and abilities at the actual

workplace)

Job Instruction Training (JIT)

Coaching

Mentoring

Job Rotation

Apprenticeship Training

Committee Assignments

Off-the-Job-Training (Trainee is

separated from the job situation

and his attention is focused uponlearning the material related to

his future job performance)

Vestibule Training

Role Playing

Lecture Method

Conference/DiscussionApproach

Programmed Instruction

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Stages for On-the-Job Training



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Presentation Options

The most common presentation techniques used by trainers are:

1. Slides and Videotapes

2. Tele-training

3. Computers

4. Simulations5. Virtual Reality

6. Classroom instruction

7. Role plays



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Type Options

Skills Training

Refresher Training

Cross-Functional Training

Team Training

Creativity Training

Diversity Training (work force diversity)

Ethics Training

Customer Service Training



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Evaluation of a Training Programme

Evaluation helps in controlling and correcting the training programme.

Hamblin suggested five levels at which evaluation of training can takeplace , i.e.

1. Reactions-Participants reaction to the training at the time of

training.

2. Learning-Participants learning of the content of the training.

3. Job Behavior-Participants use of their new skills and knowledge

back on the job.

4. Organization-Participants use of training , learning and change in

the job behavior of the department/organization in the form of

increased productivity, quality, morale, sales turnover and the like.20



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Evaluation of a Training Programme



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Is It Worthy? The ROI of Training

Does it make a difference?

How effective is it?

What is the bottom line?

These questions are important when it comes to training and have

taken on increased importance given the current context of

economic uncertainty and tight budgets.

Investment in training may not be made without estimates that

substantiate positive returns on those investments.

Return on Investment(ROI) =(Training Benefits-Training Costs) * 100

Training Costs

= Net Training Benefits * 100

Training Costs22Dr. Sarita Kumari,Professor,SIESCOMS,Navi Mumbai


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Possible Costs and Benefits in Training



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Developing Human Resources

Development:

Efforts to improve employees abilities to handle a variety of

assignments and to cultivate employees capabilities beyond those

required by the current job.

Developing Specific Capabilities/Competencies:

Lifelong learning

Redevelopment



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Possible Development Focuses


For Managers For Technical Personnel

An action orientation

Quality decision-making skills

Ethical values

Technical skills

Team building

Developing subordinates

Direct others

Dealing with uncertainty

Ability to work under pressure

Ability to work independently

To solve problems quickly

To use past knowledge in a new

situation


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Management Development Program

Management Development Program/Executive DevelopmentProgram is a planned, systematic and continuous process of

learning and growth by which managers develop their conceptual

and analytical abilities to manage.

It is primarily concerned with improving the performance of

managers by giving them stimulating opportunities for growth and

development.



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Methods/Techniques of MDPs

MDPs help in acquiring and developing different types of

managerial skills and knowledge.

Different types of techniques are used to acquire and develop

various types of managerial skills and knowledge.



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Methods of Developing Managers

Types of Skills Types of MDPs

1.Decision-Making Skills (a) In-Basket Exercise

(b) Business Games

(c) Case Study

2.Interpersonal Skills (a) Role Play

(b) Sensitivity Training

(c) Behavior Modeling

3.Job Knowledge (a) On-the-job Experiences

(b) Coaching

(c) Understudy

4.Organizational Knowledge (a) Job Rotation

(b) Multiple Management

5.General Knowledge (a) Special Courses

(b) Special Meetings

(c) Special Readings

6.Specifi Individual Needs (a) Special Projects

(b) Committee Assignments 28


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Problems with Management Development Efforts


CommonProblems in

Management

Development

Failing to conduct an

adequate needs analysis

Trying out fad programs

or training methods

Substituting training

instead of selecting

qualified individuals

Failing to address

organizational factors that

result in encapsulated

development


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Training & Development.ppt-03