Professional Documents
Culture Documents
6) Training Development - Student
6) Training Development - Student
MANAGEMENT (HRM)
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FOR HR GROUP PROJECT
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TRAINING
Training is a well designed program that
provides employees with the necessary
• knowledge
• skills
• abilities
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WHAT IS TRAINING & DEVELOPMENT ?
Training Development
_____-term, ______-term,
Current job Future job
WHY TRAINING & DEVELOPMENT?
Examples :
Ageing workforce,
Housewives,
Foreign workers.
(4) To improve
performance,
productivity & quality
Example:
Reduce high reject rates
To provide better
customer service.
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THE TRAINING CYCLE
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STEP 1. DEVELOPING NEEDS ASSESSMENT
- ANALYSIS AND UNDERSTAND THE NEEDS
Organisational
Individual
Tasks &
Behaviour
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What are the
different methods to
assess
training
needs?
How do we get
the info???
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STEP 1. DEVELOPING NEEDS ASSESSMENT
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STEP 1. DEVELOPING NEEDS ASSESSMENT
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THE TRAINING CYCLE
Step 1. Develop and Conduct Needs Assessment
Step 2. Identify Training Objectives
Step 3. Establish Training Criteria
Step 4. Select Trainees
Step 5. Pre-Test Trainees
Step 6. Choose Training Methods
Step 7. Implement Training
Step 8. Evaluate Training Program
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STEP 2 IDENTIFY TRAINING OBJECTIVES
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STEP 2 IDENTIFY TRAINING OBJECTIVES
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THE TRAINING CYCLE
Step 1. Develop and Conduct Needs Assessment
Step 2. Identify Training Objectives
Step 3. Establish Training Criteria
Step 4. Select Trainees
Step 5. Pre-Test Trainees
Step 6. Choose Training Methods
Step 7. Implement Training
Step 8. Evaluate Training Program
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STEP 3. ESTABLISH TRAINING CRITERIA
e.g. During a session devoted to food service training, knowing how to set and
serve a table efficiently was established as a criterion for success. So to
measure, trainees are expected to perform these tasks within a specific time
frame independently
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THE TRAINING CYCLE
Step 1. Develop and Conduct Needs Assessment
Step 2. Identify Training Objectives
Step 3. Establish Training Criteria
Step 4. Select Trainees
Step 5. Pre-Test Trainees
Step 6. Choose Training Methods
Step 7. Implement Training
Step 8. Evaluate Training Program
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STEP 4. SELECT TRAINEES
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THE TRAINING CYCLE
Step 1. Develop and Conduct Needs Assessment
Step 2. Identify Training Objectives
Step 3. Establish Training Criteria
Step 4. Select Trainees
Step 5. Pre-Test Trainees
Step 6. Choose Training Methods
Step 7. Implement Training
Step 8. Evaluate Training Program
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STEP 5. PRE-TEST TRAINEES
We need to identify and see what is the baseline BEFORE training
then we can establish if training prgramme was useful by testing the
trainees AFTER the training and comparing their performances
before and after.
E.g. “mystery shopping BEFORE -> scored 65%” KPI: Hit 85% AFTER
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THE TRAINING CYCLE
Step 1. Develop and Conduct Needs Assessment
Step 2. Identify Training Objectives
Step 3. Establish Training Criteria
Step 4. Select Trainees
Step 5. Pre-Test Trainees
Step 6. Choose Training Methods
Step 7. Implement Training
Step 8. Evaluate Training Program
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STEP 6. CHOOSING TRAINING METHODS
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ON-THE-JOB TRAINING (OJT) OFF-THE-JOB TRAINING
Systematic coaching of employees (OffJT)
by direct supervisors _____ Usually conducted ________the
workplace through actual work. workplace by trainers in a
classroom.
Better in smaller group
Useful for transferring general
knowledge to a large group.
Usually cost lesser
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STEP 6 CHOOSING TRAINING METHODS
Examples: Non-Managers
• On-The-Job Training (OJT) – teach another desired skill
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STEP 6 : CHOOSING TRAINING METHODS
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THE TRAINING CYCLE
Step 1. Develop and Conduct Needs Assessment
Step 2. Identify Training Objectives
Step 3. Establish Training Criteria
Step 4. Select Trainees
Step 5. Pre-Test Trainees
Step 6. Choose Training Methods
Step 7. Implement Training
Step 8. Evaluate Training Program
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STEP 7. IMPLEMENT TRAINING
Anticipate resistance to change – due to negative experience or
fear of lost employment
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STEP 1 : PREPARATION
Trainer
Use training guidelines & notes
Must be able to perform task to be taught
Choose appropriate medium of instruction
Understand company “jargon”
Decide is OffJT necessary to supplement OJT?
Choosing appropriate time to coach employees &
duration of coaching session.
STEP 1 : PREPARATION
Trainee
Inform him/her of date/time/place of training
Put trainee at ease, e.g. : engage in friendly talk
before the start of training
Advise employee of what he will be learning, eg :
explain briefly the task and how it relates to the
job
Point out to employee the safety procedures, eg :
put on safety gear
STEP 1 : PREPARATION
Machines/Tools/Equipment/Materials
Position
Tasks
Explain the task and how it fits into the job
Explain what to do in the task
Show how the task is performed - step-by-step at
normal speed
Explain why the task is done
Emphasise key points
Repeat action & explanation
but at a slower pace
STEP 3 : SKILLS PRACTICE
Practice
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STEP 8. EVALUATE TRAINING PROGRAM
Measure Change (were the four objectives met?)
• Reaction – how trainees _____ about training
• Learning – how trainees ______ from training : pre and post test
• On-the-Job Behaviors – measures whether trainees ________ in
performance
• Results – did training yield ___________for organisation eg: ______
Identify the Cause – need to established if the “new behaviour” was due to
the training, so need to create Pretest -posttest training control group (as
mentioned earlier at slide 27, step 5)
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addressed, wrong training method or site was chosen, training objectives or
criteria unsuitable.
CAREER DEVELOPMENT
Training devoted to developing managers is generally called either career
development, management development or career planning.
Managers typically progress through development stages:
➢ Reality shock – at this stage the manager realises his life and career,
and may be suffering from mid-life or middle-career crisis. Company can
focus on promoting responsibility & growth to reassure managers there
is a place for them in organisation and to overcome boredom with new
challenges. New skills may be learnt.
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CAREER DEVELOPMENT
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FOR HR GROUP PROJECT
(ii) Develop a suitable Training Program for either the exempt OR non-exempt
position mentioned in B. The training programme should cover the
objectives, activities, schedule, trainer, venue etc. You should include an
evaluation form that can be used to evaluate the effectiveness of your
training program. You may use a pre-existing form with proper citation.
(6 marks)
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LEARNING OBJECTIVES
o
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