Training Process

Training Need Assessment

• Organization: Organizational analysis is an examination of the internal

and external environment of the organization, its human resources and
the strategic objectives of the organization to identify areas within the
organization where training emphasis should be laid.

• Task: A gap in performance uncovered through the comparison of an

organization’s objectives with the current situation can draw attention
to certain jobs and positions within the company where training might
be necessary.

• Person: A gap in performance uncovered through the comparison of an

individual’s objective and their performance can identify the individual
training needs of employees.
Training Content

• Objectives of training

• Methods of training

• Designing of training content

Methods of Training
• Lecture method: Exposition of a given subject delivered before an audience
or a class, for the purpose of instruction.

• Case method: An account of a real or fictional, situation is given, and

students are asked to suggest answers to a number of practical and
theoretical issues raised by the account.

• Programmed learning: The subject-matter is broken down into small,

discrete steps and carefully organized into a logical sequence in which it can
be learned readily by the students. Each step builds upon the previous one.
Contd…
Methods of Training

• Business games: Classroom exercises where one, usually teams

compete against one another. The design of the games are such
that it represents real-life conditions.

• Role plays: Is a simulation in which trainees are required to act

out the role of an individual in a situation or in circumstances
that are relevant to the trainee.

• In-basket exercise: This is a simulation activity, where the

participants must sort and act on the content of a typical ‘mail
box ’ i.e., ‘in box’.

Contd…
Methods of Training
• Behaviour modeling: It is about learning ‘model behaviour’.

• T-Groups: There are around 8–15 participants who learn about themselves through their
interaction with one another.

• Job instruction: Trainees systematically acquire routine instruction in key processes from a
qualified instructor.
 Methods of Training
• Apprenticeship training: Trainees learn a craft or trade, and gain
hands-on-experience while working with a skilled worker.

• Coaching: It is a process that enables the development to occur and improve

performance. There are two types of coaching:
• Personal coaching: The former focuses on the improvement of life.
• Executive coaching: It is focused for business executives that are meant to
increase or enhance their performance.

Contd…
Methods of Training
• Mentoring: It refers to a personal developmental relationship in
which a more experienced or more knowledgeable person helps a
less experienced or less knowledgeable person.
 Management Development
• It includes all those activities by which executives learn to improve their behaviour and
level of performance.
• It focuses more on developing behavioral skills rather than job oriented skills

Objectives:
• To improve on performance of management
• To provide specialist overall view of the organization
• To identify person’s potential and prepare them for senior position
• To increase morale of the employee
• To create management succession
• To simulate creative thinking
 On-the-Job Programs Off-the-Job Programs

• Job Rotation • In Basket Games

• Coaching • Management Games
• Understudy • Role Playing
• Multiple Management • Case Study
• Sensitivity Training
Decision Making Skills

In – Basket Based on the background information provided to in form of

memos, messages, reports provided to trainee in a basket he or she
is asked to make decisions, priorities, interrelate

Management A teams of people compete with each other to achieve certain

Games common objectives. They are asked to make decision about
production, cost, R & D for a simulated organisation

Case Study Cases are given on basis of actual business situations that happened
in organisations.The trainees discuss the case and come up with
solutions, decisions

Job Knowledge

Understudy Person is trained to assume in future a position with full

responsibility which is currently held by his superior
Interpersonal Skills

Role Playing A problem situations is simulated by asking the

participants to assume the role of particular person in the
situations
Sensitivity It is a group experience designed to provide maximum
Training/T possible opportunity for the individuals to expose their
Group behavior, give and receive feedback and develop
awareness of self and others

Organisation Knowledge

Job Rotation Transferring of executives from job to job and from

department to department for short durations
Multiple Used for Junior Executives. A junior executive broad is
Management formed which analyze major organizational problems and
give recommendation to Board Members
Evaluation of Training Efforts
Reaction : to the program. Did • Questionnaires
they like program? Did they • Informal Feedback
think it worthwhile
• Tests
Learning : to determine
whether they learned the • Examinations
principles, skills and facts • Interview

Behaviour: Change in skill, • Performance Appraisals

attitude, on the job behaviour
• Observations
• Supervisors Feedback
Results: achievements of
goals, improvement • Productivity Measures
performance
• Reduction in Errors/Accidents