1. Efficiency & Effectiveness
Two aspects of performance have been considered – efficiency and effectiveness.
Effectiveness is the foundation of success
Efficiency is a minimum condition for survival
After success has been achieved.
Efficiency is concerned with doing things right.
Effectiveness is doing the right things.
Efficiency and Effectiveness
“Traditionally, two aspects of performance have been considered – efficiency and effectiveness. These two terms have no universally accepted definitions.”
(p.5) Rothwell, Willaim J. and Kazanas, H.C. (1998)

2. Efficiency Efficiency can be posed simply Are we doing things right?
“doing things right” means
“without unnecessary expenditure of time, money or effort.”
Efficiency
“But efficiency is usually understood to mean the ratio between the resources needed to achieve results (inputs) and the value of results (outputs). Some have said that the central question of efficiency can be posed simply: Are we doing things right? In this question, the phrase “doing things right” means “without unnecessary expenditure of time, money or effort.”
(p.5) Rothwell, Willaim J. and Kazanas, H.C. (1998)

3. Effectiveness Its central question is this:
Are we doing the right things?
In this question, the phrase “right things” typically means
“what others expect or need from the organization, group, or individual.”
Effectiveness
“Effectiveness, on the other hand, usually means the match between results achieved and those needed or desired. Its central question is this: Are we doing the right things? In this question, the phrase “right things” typically means “what others expect or need from the organization, group, or individual.”
(p.5) Rothwell, Willaim J. and Kazanas, H.C. (1998)

4. A Systematic Approach to Training
Key Concepts in Preparing a Training Plan
Before you train and develop people identify what:
They must know - before they can perform job
They should know - to improve performance
Would be nice for them to know – but not necessary to perform duties.

5. Model of the Training Process
Assessment Stage
Training Stage
Evaluation Stage
Organizational Needs Assessment
Task Need Assessment
Development of Training Objectives
Design & Select Procedures
Measure Training Results
Development of
Criteria for Training Evaluation
Train
Compare Results to Criteria
Feedback

6. Nine Steps in the Training Process
Assessing training needs
Preparing training plan
Specifying training objectives
Designing the training program(s)
Selecting the instructional methods
Completing the training plan
Implementing the training program
Evaluating the training
Planning future training

7. Assessing Training Needs
Conduct a training needs analysis by either one, or both, of the following
External approach (Department & society)
Internal approach – using a staff opinion survey.

8. Preparing Training Plan
Consider whether to design a long or short term plan.
Ask your self “What are we going to achieve in the time period?”
Use a holistic approach by using a calendar for inputting your training activities.

9. Specifying Training Objectives
Training Objectives must be specific & measurable. Why? Very difficult to measure effectiveness after course is finished.
What should trainees be able to accomplish after participating in the training program?
What is the desired level of such accomplishment, according to industry or organizational standards?
Do you want to develop attitudes, skills, knowledge or some combination of these three?

10. Designing the Training Prog.
Program duration
Program structure
Instruction methods
Trainers qualification
Nature of trainees
Support resources – materials, OHP, classroom
Training location & environment
Criteria & methods for assessing participant learning and achievement
Criteria & methods for evaluating the program

11. Selecting Instructional Methods
On-the job-training (OJT)
learn while you’re working
Off -the job-training
In house, training or classroom
External, consultancies or attending external classes
Independent bodies, such as government talks
Distance learning, from books or notes
Computer-assisted learning
Interactive-video training
Video conferencing, same as classroom except teachers and students are in different locations.

12. Completing the Training Plan
Target group – assess your audience
Topic – task, skill or attitude ingredient
Method – direct (one way communication) or indirect (discussion, games, experimental exercises…). Important as evaluation of trainees usually lies on the perception on what they did in the training session
Time – length, period, breaks important to consider
Location – away from the office?

13. Implementing the Training Prog.
Besides trainers qualifications and experience:
Participant selection
Group comfort - physical & psychological
Trainer enthusiasm & skills
Effective communication
Feedback mechanism
The need to learn new training skills
Preparation by trainers

14. Evaluating the Training
Three Levels of Evaluation
Immediate Feedback
Survey or interview directly after training
Post-Training Test
Trainee applying learned tasks in workplace?
Post-Training Appraisals
Conducted by immediate supervisors of trainees

15. Planning Future Training
Last step in the training process
After taking all evaluated comments, trainers should modify the programs to keep good things and make suggested improvements
Remember, even with the same topic for different trainees, trainers should address many parts of the training process again and consider new approaches.

16. Training Management Information System TMIS
All activities pertaining to training were done manually,
Time and Resource consuming,
Prone to errors,
Delays in retrieval of specific information,
Lack of effective and timely monitoring & coordination.
To address above problems we switched to TMIS

17. Objective of TMIS To save time and resources,
To assure accuracy in training management,
To retrieve specific information quickly,
To establish better coordination,
To ensure effective monitoring and evaluation.
Training TMIS facilitates in planning training programs on the basis of available resources

18. Impact Ease in Preparation and re-scheduling of Training Calendar,
Ease in Preparation of course time table,
Ease in Creation of Faculty data base,
Ease in Monitoring and Evaluation,
Ease in Hostel Management.
Ensuring skilled human resources
Easy and quick retrieval of training information
Progressive rise in the number of programmes and trainees

19. Sustainability Ownership with the Academy,
Flexibility in customization, Attention is being paid to in-house capacity building
User friendly electronic archives for future reference and record
Level wise user protection
Every effort is being taken to ensure institutionalizing each step taken to streamline the activities with the help of robust TMIS

20. Lesson Learned
Change in work culture, Even a small team can deliver quantity and quality training with proper planning and networking
Periodic review of system should be done for course correction As and when required, up gradation of infrastructure should be ensured
Capacity building of personnel is prerequisite for success of Training TMIS
Though technology helps in exponential growth in terms of number of programmes and trainees, a trainer with passion for training and trainee centered approach is cardinal for effective training system. Continuous capacity development is essential.

21. New technologies have made it possible to:
reduce the costs associated with delivering training.
increase the effectiveness of the learning environment.
help training contribute to business goals.
Prior to the introduction of new technology:
Trainees played a passive role in learning.
Interaction among learners occurred primarily outside the training room and tended to be limited.
Due to technology, learning has become a more dynamic process.
Instructor is more of a coach and resource person.

22. Benefits of Technology
Employees can gain control over when and where they receive training.
Employees can access knowledge and expert systems on an as-needed basis.
The learning environment can look, feel, and sound just like the work environment.
Employees can choose the type of media they want to use in a training program.
Paperwork and time needed for administrative activities is reduced.
Employees’ accomplishments during training can be monitored.
Traditional training methods can be delivered to trainees rather than requiring them to come to a central training location.