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Training & Development Krishantha Jayasundara BA (English, Psychology,Sociology) University of Peradeniya, PQHRM(IPM), NDTHRD(IPM)
| Date post: | 12-Aug-2015 |
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Training & Development
Krishantha JayasundaraBA (English, Psychology,Sociology) University of Peradeniya, PQHRM(IPM), NDTHRD(IPM)
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Change
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Change
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Change
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Introduction
Change is inevitable
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Introduction
Change is inevitable
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Introduction
Change is inevitable
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Introduction
Change is inevitable
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Introduction
• Change is inevitable
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Introduction
• Change is inevitable
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Change is INEVITABLEChange is
UNAVOIDABLE
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Introduction
• The training & development play a major role in modern organizations due to the rapid change in technology & the working environment
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Introduction
• Globalization of markets & the increasing competitions are reasons for it.
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Introduction
• Multi-skilled workforce, efficiency, and adoptability are important.
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Training
• A systematic process of developing the following aspects in individuals.
• Knowledge • Skills
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Training
• A systematic process of developing the following aspects in individuals.
•Attitudes
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Training
• A systematic process of developing the following aspects in individuals.
• Technology• Needed to perform better in the present job
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Development
• Helping an individual to successfully meet more challenging job tasks in the future
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Training vs. Development
Training Current Job
KnowledgeSkills
Attitude
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Training vs. Development
Development
Future Job Tasks
KnowledgeSkills
Attitude
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Training vs. Development
Training focuses on current job
Development focuses on future job
tasks
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Training vs. Development
Training is limited to job related
KAS
Development is an overall growth
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Training vs. Development
Training is temporary in nature
Development is
permanent in nature
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Training vs. Development
Training is short term
Development is long
term
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Training vs. Development
Training is for better
performance in current
job
Development is for better performance
in future jobs
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Importance of Training
• Improve Product quality
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Importance of Training
• Improve quality of service levels- customer satisfaction
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Importance of Training
• Use hidden potentials of people
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Importance of Training
• Increase moral and attitudes
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Importance of Training
• Career progression
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Importance of Development
• Acts as a succession planning
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Importance of Development
• Preparing for future challenges
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Importance of Development
• Tracking for long term HR Goals
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Steps of Training
1. Training needsIt helps to save valuable
funds in organizations
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Steps of Training
1. Training needsThe needs of the following level
should be understoodI. Individual levelII. Occupational levelIII. Organizational level
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Steps of Training
2. Analyzing training needs• Finding the gap between the current
skill levels and the desired skill level
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Steps of Training
• These are the indications of training needs
Drop in productivity
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Steps of Training
• These are the indications of training needs
Conflicts
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Steps of Training
• These are the indications of training needs
Product defects
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Steps of Training
• These are the indications of training needs
Staff turnover
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Steps of Training
• These are the indications of training needs
Lack of interest
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Steps of Training
• These are the indications of training needs
Loss of market share
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Steps of Training
3. Planning and designing training programmes
• Objectives of the programme
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Steps of Training
3. Planning and designing training programmes
• Identify the target group (knowledge/Skills/ Age)
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Steps of Training
3. Planning and designing training programmes
• Programme content (should be suitable for the target group)
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Steps of Training
3. Planning and designing training programmes
• Administration and costing (fixed cost-fee of the lecturer/documents...est. /variable costs)
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Steps of Training
4.Conducting the training• This is called the delivery of training.
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Steps of Training
4.Conducting the training• Taking the attention of employees is
very important because the success of the training programme depends on it
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Steps of Training
4.Conducting the training• The trainer should have skills to
deliver (presentation skills/knowledge)
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Steps of Training
4.Conducting the training• There should be a learning
environment. (Facilities/equipments/visual aids…etc)
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Steps of Training
5. Training Evaluation• The success of the training can be
measured by evaluating it.
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Steps of Training
5. Training Evaluation• This is a very crucial step. But, most
of the organizations don’t do it
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Steps of Training
5. Training Evaluation
• The people are in darkness if the evaluation is not done
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Steps of Training
5. Training Evaluation• Training evaluation helps us
understand whether we have actually met our objectives.
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Steps of Training
5. Training Evaluation• The knowledge of the employees can
be measured to see whether they have succeeded
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Steps of Training
• Training can be evaluated at 5 levels
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Steps of Training
• Training development level
Evaluation
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Steps of Training
• Participant reaction level
Evaluation
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Steps of Training
• Participant learning (relatively permanent change in behavior) level
Evaluation
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Steps of Training
• Job behavioural level
Evaluation
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Steps of Training
• Organizational level
Evaluation
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Training Methods
• Lecture method
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Training Methods
• On the job training (OJT)
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Training Methods
• Off the job training
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Training Methods
• Role plays
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Training Methods
• Case study method
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Training Methods
• Computer aided instruction
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Learning Objectives
• Cognitive learningCognitive refers knowledge learning
(gather knowledge)
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Learning Objectives
• Cognitive learningHow to apply the knowledge
gathered
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Learning Objectives
• Cognitive learningThis type of learning can be gained
through lectures, role plays, & case studies.
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Learning Objectives
• Psychomotor LearningAcquiring physical skills to
successfully complete a job task
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Learning Objectives
• Affective Learning It means the development of
attitudes, values & interests.
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Learning Objectives
• Affective Learning This is the most difficult part in
training because usually it is hard to change or create the attitudes in people
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Learning Objectives
• Affective Learning The trainer should be highly
professional to handle this area of training.
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Barriers to Learning
Trainee Centered Barriers
Trainer Centered Barriers
Environmental Barriers
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Barriers to Learning
• Trainee centered barriersLanguage and speech barriers
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Barriers to Learning
• Trainee centered barriersKnow it all syndrome (trainee thinks
that he knows everything)
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Barriers to Learning
• Trainee centered barriersNegativity
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Barriers to Learning
• Trainee centered barriersShyness or aggression
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Barriers to Learning
• Trainee centered barriersResistance to change
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Barriers to Learning
• Barriers attributed to trainerUnskilled trainer
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Barriers to Learning
• Barriers attributed to trainerWrong techniques and approach
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Barriers to Learning
• Barriers attributed to trainerAccents
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Barriers to Learning
• Barriers attributed to trainerManner of delivery
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Barriers to Learning
• Barriers attributed to trainerLack of subject knowledge
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Barriers to Learning
• Environmental barriers Noise, cold, heat
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Barriers to Learning
• Environmental barriers lack of ventilation
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Barriers to Learning
• Environmental barriers Disturbances
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Barriers to Learning
• Environmental barriers Time constraints (limitations of time)
