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EFFECTIVENESS OF TRAINING Group 5. Effectiveness of Training What is “effectiveness of...

Date post:11-Jan-2016
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  • Effectiveness of TrainingWhat is effectiveness of training?Effectiveness means producing an intended result. Training is the systematic development of the knowledge, skills and abilities required by an individual to perform adequately a given task or job.It is the evaluation of how well a training program instills the K.S.A.s an employee needs to perform job oriented tasks.http://vimeo.com/5168056

  • Basic overview of Training ApproachesAnalyze (Needs Assessment)DesignImplementEvaluate

  • Analyze (Needs Assessment)Training Needs can be assessed by analyzing three major human resource areas:1. The organization as a whole- Organizational Analysis2. The job characteristics-Job Analysis3. The individual- Person Analysis

  • Analyze (Needs Assessment)Organizational Analysis- consists of environmental trends, organizational goals, and current resources: technology, financial, and human. This analysis will provide some benchmarks against which the effectiveness of a training program can be evaluated.

  • Analyze (Needs Assessment)

  • Analyze (Needs Assessment)Job analysis is where training begins. To be able to effectively train an employee the trainer must understand what the employees task and working conditions. These are separated into job context and job content. Job Context: contacts, and working conditions, physical and personal demands. Job content: What a worker does, purpose of action, tools and equipment used in process, expected performance levels, training needed.

  • Person AnalysisWhen training-needs analysis focuses on the individual, it is called person analysis.Training needs here emphasize who needs training. (typically conducted through performance appraisal)

  • DESIGNING THE TRAINING PROGRAMOnce training needs have been determined, the next step is designing the learning environment. Four related areas are particularly important:

    1. Instructional Objectives

    2. Trainee Readiness and Motivation

    3. Principles of Learning

    4.Characteristics of Instructors

  • Implementing the ProgramA major consideration in choosing among various training methods is determining which ones are appropriate for the KSAs to be learned.A wide variety of methods are available for training personnel at all levels.

  • Training MethodsOn-the-job trainingOff-the-job trainingOrientationsLecturesRole Playing/ SimulationAudiovisual Methods

    Job RotationApprenticeshipsInternships/ AssistantshipsProgrammed LearningLaboratory Training

  • On-the-Job Training

  • On the Job Training

  • On-the-Job TrainingDemonstrate how to complete a task.Review important points. Demonstrate task again. Let workers perform easier parts of the task. Help workers perform the entire task. Allow workers to perform the entire task, while being monitored. Allow workers to perform the task on their own. The training may not be rigorous, efficient or systematicTrainees may be given boring and repetitive tasks Some workers may not be good at teaching their own skills; they may pass on bad work practices as well as good onesThe needs of the trainee may be subordinated to other priorities Untrained workers can make mistakes and create hazards.BenefitsDetriments

  • Effective on the job training Lists all the info/skills the trainees need to learn to perform.Sets learning Objectives.Ensures trainee has observed a competent worker .Has been informed the purpose of job related duties and tasks.Gives the trainee opportunity to perform the tasks and give feedback.

  • Orientation Orientation effectively integrates the new employee into your organization and assists with retention, motivation, job satisfaction, and quickly enabling each individual to become contributing members of the work team.

    New employee orientation is usually performed by the Human Resourcesdepartment

  • Orientation

    Company HistoryCore Values and BeliefsVision

    Company StructureMissionBenefits

    Job Orientation Includes:


  • Evaluation

  • The Kirkpatrick Model

  • Kirkpatrick Model Continued

  • Phillips Model

  • Results of Ineffective TrainingPoor job performanceLow job satisfaction Safety hazards and injuriesLower customer satisfaction Legal repercussionsWaste of ResourcesHigh Cost Low Return

  • Advantages of Effective Training

    Improved Quality of Work Better Team Performance Increased Productivity Increased Sales Improved Employee Health Improved Safety Record Increased Customer Retention Increased Employee Morale and Retention


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