Employee Training & Development 11/17/2018 Employee Training & Development

Why training & development? Key challenges for organizations: Compete Improve quality & customer service Cost reduction Enhance productivity Adaptation to technology

Training vs Development Job related abilities, application driven and help improve performance on currently held job Immediately useful Short term periodic process Help person to grow and enhance future responsibilities and performance Individual, job and career enhancement Long term ongoing process

Steps in training process 1. Training needs assess-ment 2. Ensure employee readiness 3. Create learning environ-ment 4. Select training method & material 5, Conduct training 6. Ensure transfer of training 7. Evaluate training

1. Training needs assessment Determine required training New employees Current employees Organization Analysis Job/ Task Analysis Individual/ Person Analysis

1. Training needs assessment Organizational analysis Company strategy & goal Training budget/ resources HRIS data on KASOCs Customer survey & records Person analysis Person characteristics Performance appraisal data Feedback Task analysis Select jobs Develop preliminary list of tasks performed on the selected jobs Identify the knowledge, skills, & abilities required to successfully perform each task 6

2. Ensure employee readiness Review basic principles of how individuals learn & integrate in design Address issues to maximize transfer of learning Design program to meet adult learning Conditions for learning Trainability Ability to learn Desire/Motivation to learn Support of trainees & others Understand the value of training (intrinsic & extrinsic benefits) Opportunities for practice in work environment Awareness of training needs, career interests & goals 7 7

3. Create learning environment Learning requires effective practice sessions Provide sufficient practice time Distribute practice sessions over multiple days Allow time for overlearning Conditions for learning environment Whole vs Part learning Break down complex task Combine part learning with whole learning Massed vs Spaced practice Provide feedback to correct mistakes Over-learning Increases retention & makes behavior & skills more automatic 8

4. Select Training methods Two categories Informational Transmittal in nature Uses one way communication Experiential Interactional in nature Uses two way communication 9

4. Select Training methods Informational Lecture Audio Visual Self directed learning Independent study E-Learning Experiential On the job training (OJT) Coaching, mentoring, job rotation, apprenticeship Computer based training (CBT) Distance learning program 10

5. Conduct training Types of training Threshold/ Orientation training Continuing or Refresher training Remedial training Upgrading training Retraining Cross training Re-entry training

6. Ensure transfer of learning On-the-job use of knowledge, skills, and behaviors learned in training Consider climate for transfer situations before, during and after training 12

7. Evaluation of training Training evaluation enables you to identify ways in which you can improve your training. Training evaluation enables you to determine that you’re training is aligned with business objectives. Training evaluation enables you to demonstrate the value that training is adding to the companies bottom line etc.

Kirkpatrick’s four levels of Training evaluation Reaction Learning Behaviour Results