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

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

3. 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

4. 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

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

6. 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

7. 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

8. 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

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

10. 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

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

12. 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

13. 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.

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