Human Resource Management

Training

University of KhartoumDevelopmental Studies and Research Institute

June 2013

TEAMWORK Hwida Mustafa Mohammed Abdalla Masri Ahmed Sosal Fatima Abdalla Pawach Majwet Awu Intisar Mohammed

OUTLINES

training

1 -Training concept - the importance of training - the types, methods and means

of training

2 -Training Programmes: Steps,

Assessment, Identification and

Analysis

3- Evaluation of the training programs

OBJECTIVES

The main objective

Explains the role of training in raising the efficiency of the performance of employees in the organization.

The secondary objective

Clarification of the best modern available training methods and types and their importance for the sake of increasing of production and productivity.

The main objective

Explains the role of training in raising the efficiency of the performance of employees in the organization.

The secondary objective

Clarification of the best modern available training methods and types and their importance for the sake of increasing of production and productivity.

THE CONCEPT OF TRAININGTraining aims to

Improving one's capability, capacity and performance and

An attempt to improve current or future employee performance

Definition of training

Training is activity of teaching employees particular skill, type of behavior or specifically how to do a particular job more effectively and efficiently.

Training is planned process that modifies attitude, knowledge, skills and behavior through learning experiences to achieve effective performance in activity or range of activities.

THE IMPORTANCE OF TRAINING

McNamara (2001) lists the following as general benefits from employee training:

increased job satisfaction and morale increased motivation increased efficiencies in processes, resulting in financial

gain increased capacity to adopt new technologies and

methods increased innovation in strategies and products reduced employee turnover

TYPES OF TRAINING

Basic Training

Job training

In-Person Training

Refresher Training

Safety Training

Executive Training

Promotional training Training of existing employees to enable them to perform

higher level jobs. Employees with potential are selected and given training

before their promotion.

Cross-functional Job rotation Exchange personnel for a certain period.

Specialized Skills Training

Skills training

Diversity training

Team training

Informal Training

TRAINING METHODS

The methods in which the trainer plays the biggest role

Lecture

Conference

Unstructured discussion

Demonstration

The methods in which the partnership plays the biggest role

Brain storming

Open classroom

Workshop

The equal methods for trainer and partnership

Case study

Job rotation

Field trip

Group discussion

TRAINING PROGRAMMESSteps for Designing Training Programs

Preparing the information

Creating the class

Design your presentation

Trail Runs

Needs Assessment

Structure of Training Needs

Phase (1) Definition and buy- In

Phase (2) Design and methods

Phase (3) Analysis presentation of results

Steps in training process

Needs assessment diagnosis present problems and future challenges to be met through training and development?

How are training needs assessed?

Identification of Training Needs

System to Identify the Training Needs

Suggestions for improvementData Gathering

Module Design

Defining the deliverables

Training Need Validation

Training Need Prioritization

Training Need Prioritization Diagram

High Impact

High Cost

No

Priority 2Priority 1

Priority 3

Training Needs Analysis

A Training Needs Analysis should ideally be taken at three levels:

Organisational Team Individual

You can use a number of methods to carry out a Training Needs Analysis including:

Annual appraisals Regular progress meetings Online questionnaires Interviews Focus groups supported by an external facilitator

The training process

Steps in training process. Training techniques. D.L Kirpatrick's Model on evaluation of training program

Training cycle based on human resources development plan

EVALUATION OF TRAINING PROGRAMS

Criteria for Evaluation Guidelines

Measuring participant reaction (Level 1) Measuring learning (level 2) Measuring behavior or outcome (level 3) Measuring results or impact (level 4)

Criteria for Evaluation InstrumentsLevel 1 reaction evaluation instruments

Training questionnaires

Comment or reaction sheets

Notes from a third-party observer

Level 2 learning evaluation instruments

Interviews,

Course projects, or

Classroom exercises

Level 3 behaviour evaluation instrumentsfollow-up phone call interviews

Procedures for doing site visits to organizations

Level 4 impact evaluation instrumentsReorting

Evaluation Criteria diagram

Training Evaluation - Forms and Questionnaires

Daily Evaluation FormTraining Evaluation Form: Skills, Attitude, ComfortPost-Training Summary EvaluationTraining Observation InstrumentGroup Activity Observation FormInstructional Design & Materials Evaluation Form

References

Anonymous (Nov/Dec 1998), Top tips for finding and keeping good people, Nonprofit World, 16, 53Dowling, Ellen (n.d), Types of HR Training, Retrieved on July 2013 from:http://www.ehow.com/facts_5208069_types-hr-training.htmlJoshi, Manmohan, (2013), Human Resource Management, Venus Publishing ApSJudith Brown (2000), Training Needs Assessment : A Must for Developing an Effective Training ProgramMcClelland, Susan D. (2000). Training Needs Assessment  for the United Way of Dunn County Wisconsin; A Research Paper Master of Science Degree in Training and Development . The Graduate School University of Wisconsin-Stout.McNamara, C. (2001) Employee Training and Development: Reasons and Benefits, Retrieved on April 2001 from: http://www.mapnp.org/library/trng_dev/basics/reasons.htmRosner, R. (May 1999). Training is the Answer … but what was the question? Workforce, 78, 42-50.Saez, Alex (n.d.), Types of HR Training, Retrieved July 2013 from:http://yourbusiness.azcentral.com/types-hr-training-4844.htmlS.K.Bhatia. (2005) Training and Development – Concepts and Practices, Deep & Deep Publications Pvt. Ltd., New Delhi.Training and Development (n.d.), Methods of Training, Retrieved on July 2013 from:http://traininganddevelopment.naukrihub.com/methods-of-training/www.Opm.gov/wiki/training- transfer /history, aspxXlipm.in/articles/training- need- identification –ideal-method-vs-reality.html

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