Training and Development Prof R K Singh AIMA CME

RKS/AIMA-CME 2 Introduction of Training & Development Introduction of Training & Development What is Training ? From corporate point of view, Training is concerned with the acquisition or development of those knowledge, skills, techniques, attitudes, and experiences which enable an individual to make his most effective contribution to the combined effort of the team of which he/she is a member.

RKS/AIMA-CME 3 Introduction of Training & Development Introduction of Training & Development What is Development? Development is an effort in the personnel area which is basically concerned with the development of human resources in the organization, improving the existing capabilities and acquiring new capability for achievement of corporate and individual goals.

RKS/AIMA-CME 4 The Training Process Training Strategy Aligning Training with Business Strategy: Customers Who are our customers and how do we work for them? Organization What is the nature of practices required to complete our mission?

RKS/AIMA-CME 5 The Training Process Training Strategy Products and Services: How do we ensure that our products and services meet strategic requirements? Research and Development How do we stay current in training and learning fields and use our knowledge in these areas? Business Systems: What are the processes, products, tools, and procedures required to achieve our goals?

RKS/AIMA-CME 6 The Training Process Training Strategy Continuous Learning: How do we recognize that learning is continuous, is conscious, and comes from many sources? Results: How do we obtain results according to our customers’ standards?

RKS/AIMA-CME 7 The Training Process Identification of Training Needs The context of Training Needs: 1. Organizational Analysis: Strategic Direction Support of Managers and Peers for Training Activities Training Resources

RKS/AIMA-CME 8 The Training Process Identification of Training Needs Issues in Organizational Analysis: What are the training implications of the organization’s strategy? How does this training programme fit in with the organisation’s future plans and goals? How are various units performing compared with expectations or goals? Can the organization afford this training? Which units should be trained first?

RKS/AIMA-CME 9 The Training Process Identification of Training Needs 2. Person Analysis Person Characteristics –Input –Output –Consequences –Feedback

RKS/AIMA-CME 10 The Training Process Identification of Training Needs 3. Task Analysis : Work Activity (Task) Knowledge, Skill, Ability, Personal Capability (Competency) Conditions under which tasks are performed

RKS/AIMA-CME 11 The Training Process Identification of Training Needs Methods/Techniques of Needs Assessment: 1. Observation 2. Interviews 3. Questionnaires 4. Technical Manuals and Records 5. Subject Matter Experts (Consultants)

RKS/AIMA-CME 12 Conducting Training Programmes Designing a Training Program Instructional Systems Design Approaches: 5 Steps 1. Analysis 2. Design 3. Development 4. Implementation 5. Evaluation

RKS/AIMA-CME 13 Conducting Training Programmes Designing a Training Program Training Design Process: 1. Conducting Needs Assessment -Organizational Analysis -Person Analysis -Task Analysis 2. Ensuring Employees’ Readiness for Training -Attitudes and Motivation Basic Skills

RKS/AIMA-CME 14 Conducting Training Programmes Designing a Training Program 3. Creating a Learning Environment -Learning Objectives -Meaningful Material -Practice -Feedback -Community of Learning -Modeling -Program Administration

RKS/AIMA-CME 15 Conducting Training Programmes Designing a Training Program 4. Ensuring Transfer of Training -Self-Management -Peer and Manager -Support 5. Developing an Evaluation Plan -Identify Learning Outcomes -Choose Evaluation Design -Plan Cost-Benefit Analysis

RKS/AIMA-CME 16 Conducting Training Programmes Designing a Training Program 6. Select Training Method -Traditional -E-learning 7. Monitor and Evaluate the Program -Conduct Evaluation -Make Changes to Improve the Program

RKS/AIMA-CME 17 Conducting Training Programmes Designing a Training Program : Assumptions 1. Training design is effective only if it helps employees reach instructional or training goals and objectives 2. Measurable learning objectives should be identified before training 3. Evaluation plays an important part in planning and choosing a training method, monitoring the training program, and suggesting changes to the training design process.

RKS/AIMA-CME 18 Evaluation of Training The Evaluation Process: 1. Conduct a Needs Analysis 2. Develop Measurable Learning Outcomes 3. Develop Outcome Measures 4. Choose an Evaluation Strategy 5. Plan and Execute the Evaluation