25 Traning Development

8/4/2019 25 Traning Development

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TRAINING & DEVELOPMENT

PRESENTED BY

Pradeep jawalkote


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TRAINING DEFINED

TRAINING is a learning process thatinvolves the acquisition ofknowledge, sharpening of skills,concepts, rules, or changing ofattitudes and behaviours to enhancethe performance of employees.


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DEVELOPMENT DEFINED

DEVELOPMENT, on the other hand,helps the individual handle futureresponsibilities, with less emphasis

on present job duties.


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Need and basic purposes oftraining

To Increase Productivity

To Improve Quality

To Help a Company Fulfil Its Future

Personnel NeedsTo Improve Organizational Climate

To Improve Health and Safety

Obsolescence PreventionPersonal Growth


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The Benefits of Training

How Training Benefits the Organisation

v Leads to improved profitability and/or morepositive attitudes towards profit orientation.

v Improves the job knowledge and skills atall levels of the organization.

v Improves the morale of the work force.

v Helps people identify with organisationalgoals.

v Helps create a better corporate image.


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v Aids in organisational development.

v Helps prepare guidelines for work.

v Aids in understanding and carrying

out organisational policies.v Provides information for future needsin all areas of the organisation.

v Organization gets more effectivedecision making and problem solving.

Aids in developing leadership skills,motivation, loyalty, better attitudes,

and other aspects that successfulworkers and managers usually display.


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v Aids in increasing productivityand/or quality of work.

v

Helps keep costs down in manyareas, e.g., production, personnel,administration, etc.

v Develops a sense of responsibility to

the organisation for being competentand knowledgeable.

Improves labour-managementrelations and creates an appropriate

climate for growth, communication.


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v Reduces outside consulting costs byutilising competent internal consulting.

v Stimulates preventive management

as opposed to putting out fires.v Eliminates sub-optimal behaviour.

v Helps employees adjust to change.

Aids in handling conflict, thereby

helping to prevent stress and tension.


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Benefits to the Individual

v Helps the individual in making betterdecisions and effective problem solving

vThrough training and development,motivational variables of recognition,achievement, growth, responsibility andadvancement are internalised and

operationalised.Aids in encouraging and achieving

self-development and self-confidence.


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v Helps a person handle stress,tension, frustration and conflict.

v

Provides information forimproving leadership knowledge,communication skills, and attitudes.

v Increases job satisfaction and

recognition.v Moves a person towards personalgoals while improving interaction skills.

v Satisfies personal needs of the

trainee.


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v Provides trainee an avenue forgrowth and a say in his/her own

future.vDevelops a sense of growth inlearning.

v

Helps a person develop speakingand listening skills; also writingskills when exercises are required.

vHelps eliminate fear in

attempting new tasks.


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Benefits in Intra and Inter-

group Relations

Improves communication betweengroups and individuals.

Improves interpersonal skills.Makes organisation policies, rules andregulations viable.

Improves morale.

Builds cohesiveness in groups. Provides a good climate for learning,growth, and coordination.

Makes the organisation a better place towork.


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Training Concepts

Ability: The physical and mental capacityto perform a task.

Action learning:Training method that

involves giving teams or work groups aproblem, having them work on solving itand committing to an action plan, andthen holding them accountable forcarrying out the plan.

Action plan:A written document detailingsteps that a trainee and his manager willtake to ensure that training transfers tothe job


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Training Concepts

Action planning:An employees processof determining how he will achieve hisshort-and long-term career goals.

Assessment:The collecting ofinformation and providing of feedback toemployees about their behaviorcommunication style, or skills.

Assessment center:A process in whichmultiple rates or evaluators (also knownas assessors) evaluate employees,performances on a number of exercises.


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Training ConceptsAttitude:Combination of beliefs and feelingsthat predispose a person to behave in a certainway.

Attitude awareness and change program:

Program focusing on increasing employeesawareness of their attitudes toward differences incultural and ethic backgrounds, physicalcharacteristics (e.g., disabilities), and personalcharacteristics that influence behavior towards

others.Basic skills:Skills necessary for employees toperform their jobs and learn the content oftraining programs.


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Training ConceptsBehavior based conflict:Conflict occurringwhen an employees behavior in work roles is notappropriate in non-work roles.

Behavior based program:Program focusing on

changing the organization policies and individualbehaviors that inhibit employees personal growthand productivity.

Behavior modeling:A training method inwhich trainees are presented with a model

who demonstrates key behaviors toreplicate and provides them with theopportunity to practice those key behaviors


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Training Concepts

Blended learning: Learning involving acombination of online learning, face-to-face instruction, and other methods.

Career:The pattern of work relatedexperiences that span the course of apersons life.

Career development:The process bywhich employees progress through aseries of stages, each characterized by adifferent set of developmental tasks,

activities, and relationships.


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Training Concepts

Career insight:The degree to whichemployees know about theirinterests as well as their skills

strengths and weaknesses, theawareness of how these perceptionsrelate to their career goals.


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Training ConceptsCareer management: The process throughwhich employees

Become aware of their interests, values,strengths, and weaknesses

Get information about job opportunities within acompany

Identify career goals

Establish action plans to achieve career goals

Career path:A sequence of job positionsinvolving similar types of work and skills thatemployees move through in company.


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Training Concepts

Case study: A description of howemployees or an organization dealt with asituation.

Change: The adoption of a new idea orbehavior by a company

Change management: The process ofensuring that new interventions such astraining practices are accepted and usedby employees and managers.


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Training Concepts

Coach: A peer or manager who workswith an employee to motivate him,develop skills, and provide reinforcementand feedback.

Cognitive ability: Outcomes used tomeasure what knowledge trainees learnedin a training program.

Competency: An area of personalcapability that enables an employee toperform his job.


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Training Concepts

Competencymodel:A model identifyingthe competencies necessary for each jobas well as the knowledge, skills, behavior,and personal characteristics underlyingeach competency.Competitive advantage: An upper handover other firms in an industry.

Competitiveness: A companys ability tomaintain and gain market share in anindustry.


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Training ConceptsComputer based training (CBT):An interactivetraining experience in which the computerprovides the learning stimulus, the trainee mustrespond, and the computer analyzes responses

and provides feedback to the trainee.Continuous learning: A learning system inwhich employees are required to understand theentire work system including the relationshipamong their jobs, their work units, and the

company. Also, employees are expected toacquire new skills and knowledge, apply them onthe job, and share this information with fellowworkers.


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Training Concepts

Cost benefit analysis: The process ofdetermining the economic benefits of atraining program using accountingmethods.

Course objectives (lesson objectives):The expected behaviors, content,conditions, and standards of a trainingcourse or lesson; more specific thanprogram objectives.Course parameters: General informationabout a training program including


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Training Concepts

Criterion deficiency: The failure tomeasure training outcomes that wereemphasized in training objectives.

Cross training: Training method in whichteam members understand and practiceeach others skills so that members areprepared to step in and take anothermembers place should he temporarily or

permanently leave the team. Also, moresimply, training employees to learn theskills of one or several additional jobs.


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Training Concepts

Culture:A set of assumptions groupmembers share about the world andhow it works as well as ideals worth

striving for.


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Training ConceptsDevelopment:Formal education, jobexperiences, relationships, and assessments ofpersonality and abilities that help employeesprepare for the future.

Distance learning: Training method in whichgeographically dispersed companies provideinformation about new products, policies, orprocedures as well as skills training and expertlectures to field locations.

E learning: Instruction and delivery of trainingby computer online through the Internet or Web.


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Training Concepts

Empowerment: Giving employeeresponsibility and authority tomake decisions regarding

product development orcustomer service


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Training Concepts

Evaluation design:Designation of whatinformation is to be collected, from whom,when, and how to determine trainingseffectiveness.

Feedback: Information employees receivewhile they are performing concerning howwell they are meeting objectives.

Formative evaluation: Evaluationconducted to improve the trainingprocess. Usually conducted beforeand during the training process


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Training Concepts

Glass ceiling:A barrier to advancementto an organizations higher levels.

Goal: What a company hopes to achieve

in the medium-to-long-term future.Goal orientation:A trainees goals in alearning situation.

Goal setting:An employees process ofdeveloping short-and long-term careerobjectives.


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Training ConceptsGroup mentoring program: Program in which asuccessful senior employee is paired with a groupof four to six less experienced protgs to helpthem understand the organization, guide them in

analyzing their experiences, and help them clarifycareer directions.

Hands-on method:Training method in whichthe trainee is actively involved in learning.

High-leverage training: Training that uses an

instructional design process to ensure thatit is effective and that compares orbenchmarks the companys trainingprograms against other companies


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Training ConceptsHigh-potential employee:An employee whomthe company believes is capable of succeeding ina higher-level managerial position.

Human resource management:The policies,

practices, and systems that influence employeesbehavior, attitudes, and performance.

Human resource management (HRM)practices: Management activities relating toinvestments in staffing, performance

management, training, and compensation andbenefits.


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Training ConceptsHuman resource planning:The identification,analysis, forecasting, and planning of changesneeded in a companys human resources area.Intellectual capital:Cognitive knowledge,advanced skills, system understanding and

creativity, and self motivated creativity.Intellectual skills: Mastery of concepts andrules.Internet-based training: Training delivered onpublic or private computer networks and

displayed by a web browser.Intranet based training: Training deliveredusing a companys own computer network orserver.


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Training Concepts

Job:A specific position requiringcompletion of certain tasks.

Job analysis:The process of developinga description of the job (duties, tasks, andresponsibilities) and the specifications(knowledge, skills and abilities) that anemployee must have to perform it.

Job enlargement:The adding ofchallenges or new responsibilities to anemployees current job.


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Training Concepts

Knowledge management:The process ofenhancing company performance by designingand implementing tools, processes, systems,structures, and cultures to improve the creating,

sharing, and use of knowledge.Knowledge workers:Employees who own themeans of producing a product or service. Theseemployees have a specialized body of knowledgeor expertise, which they use to perform their jobs

and contribute to company effectiveness.


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Training Concepts

Learning:A relatively permanent changein human capabilities that does not resultfrom growth processes.

Learning organization:A company thathas an enhanced capacity to learn, adapt,and change; an organization whoseemployees continuously attempt to learn

new things and then apply what they havelearned to improve product or servicequality.


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Training Concepts

Lecture:Training method in which thetrainer communicates through spokenwords that trainees are supposed to learn.Manager support:Trainees managers.

Emphasizing the importance of attendingtraining programsStressing the application of trainingcontent on the job.

Mentor:An experienced, productivesenior employee who helps develop a lessexperienced employee (a protg).


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Training Concepts

Metacognition:A learning strategywhereby trainees direct their attention totheir own learning process.

Mission:A companys long-term reasonfor existing.

Modeling:Having employees who havemastered the desired learning outcomesdemonstrate them for trainees.

Motivation to learn:A trainees desire tolearn the content of a training program.


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Training Concepts

Motor skills:Coordination of physicalmovements.

Multimedia training: Training that combinesaudiovisual training methods with computer

based training.Near transfer:A trainees ability to applylearned capabilities exactly to the work situation.

Need:A deficiency that a person is experiencingat any point in times.

Needs assessment:The process used todetermine if training is necessary. The first stepin the instrumental system design model.


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Training Concepts

Norms: Accepted standards of behavior forworkgroup members.Objective: The purpose and expected outcomeof training activities.Obsolescence: A reduction in an employeescompetence resulting from a lack of knowledge ofnew work processes, techniques, andtechnologies that have developed since hecompleted his education.On-the-job training (OJT): Training in which

new or inexperienced employees learn throughfirst observing peers or managers performing thejob and then trying to imitate their behavior.


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Training Concepts

Opportunity to perform:The chance to uselearned capabilities.

Organization development:A planned,systematic change process that uses behavioral

sciences knowledge and techniques to improve acompanys effectiveness by improvingrelationships and increasing learning andproblems solving capabilities.

Organizational analysis:Training analysis

involving determining the appropriateness oftraining, considering the context in which trainingwill occur.


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Training Concepts

Organizational socialization:The process oftransforming new employees into effectivecompany members. Its phases are anticipatorysocialization, encounter, and settling in.

Organizing: A learning strategy that requiresthe learner to find similarities and themes in thetraining materials.

Outsourcing:The use of external supplies toprovide training services.

Perception:The ability to organize a messagefrom the environment so that it can be processedand acted upon.


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Training Concepts

Performance appraisal:The process ofmeasuring an employees performance.

Person analysis:

Training analysis involvingDetermining whether performancedeficiencies result from lack of knowledge,skill, or ability or else from a motivational

or work-design problem.Identifying who needs training,

Determining employees readiness fortraining


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Training Concepts

Person characteristics:An employeesknowledge, skill, ability, behavior, or attitude.

Practice:An employees demonstration of alearned capability; the physical or mental

rehearsal of a task, knowledge, or skill to achieveproficiency in performing the task or skill ordemonstrating the knowledge.

Pretest/posttest:An evaluation design in whichboth pretraining and post training outcomes

measures are collected.Pretraining measure: A baseline measure ofoutcomes.


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Training Concepts

Program design:The organization andcoordination of the training program.

Program Objectives:Broad summarystatements of a programs purpose.

Psychological success: A feeling of pride andaccomplishment that comes from achieving lifegoals.

Reaction outcomes:A trainees perceptions of atraining program, including perceptions of the

facilities, trainers, and content.Readability:Written materials level of difficulty.


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Training Concepts

Readiness for training:The condition ofEmployees having the personalcharacteristics necessary to learn programcontent and apply it on the job and

The work environment facilitation learningand not interfering with performance.

Reengineering: A complete review and redesignof critical processes to make them more efficient andable to deliver higher quality.Structure/ Process/Innovation

Re-Structuring / Re-inventing Small/Better/Different


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Training Concepts

Rehearsal:A learning strategy focusingon learning through repetition(memorization).

Self-Management:Persons attempt tocontrol certain aspects of his decision-making and behavior.

Simulation:A training method that

represents a real life situation, withtrainees decisions resulting in outcomesthat mirror what would happen if theywere on the job.


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Training Concepts

Skill:Competency in performing a task.Skill-based outcomes:Outcomes used toassess the level of technical or motor skills orbehavior; include skill acquisition or learning and

on-the-job use of skills.Social learning theory: Theory emphasizingthat people learn by observing other persons(models) who they believe are credible andknowledgeable.

Social support:Feedback and reinforcementfrom managers and peers.

Socialization:Sharing tacit knowledge bysharing experiences.


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Training Concepts

Stakeholders:The parties with an interest in acompanys success (include shareholders,employees, customers, and the community).Subject matter expert (SME):Person who isknowledgeable of

Training issue,Knowledge, skills, and abilities required for taskperformance,Necessary equipment, and

Conditions under which tasks have to beperformedSummative evaluation:Evaluation of theextent that trainees have changed as -a result ofparticipating in a training program.


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Training Concepts

Synchronous communication:Communication in which trainers, experts,and learners interact with each other liveand in real time in the same way as they

would in face to face classroominstruction.

Team leader training:Training that ateam manager or facilitator receives.

Team training:Training method thatinvolves coordinating the performances ofindividuals who work together to achieve acommon goal.


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Training Concepts

Trainee characteristics:The abilities andmotivation that affect learning.

Training:A companys planned effort to facilitateemployees learning of job-related competencies.

Training administration:Coordination ofactivities before, during, and after a trainingprogram.

Training context:The physical, intellectual, andemotional environment in which training occurs.

Training design:Characteristics of the learning,and enabling environment.


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Training Concepts

Training design process:A systematicapproach to development trainingprograms. Its six steps include conducting

needs assessment, ensuring employeesreadiness for training, creating a learningenvironment, ensuring transfer of training,selecting training methods, and evaluating

training programs.Training effectiveness:Benefits that acompany and its trainees receive fromtraining.


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Training Concepts

Training evaluation:The process of collectingthe outcomes needed to determine if training hasbeen effective.

Training outcomes (Criteria): Measures that a

company and its trainer use to evaluate trainingprograms.

Training site:The place where training isconducted.

Transfer of training:Trainees applying learned

capabilities gained in training to their jobs.Work environment:On-the-job factors thatinfluence transfer of training.

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25 Traning Development

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