Training & Development

Term – 4, FMG-27/IMG-12/FM-1
Overview of Training in Organisations
 A Few Rules

 Punctuality (No attendance once roll call is over)

 Attendance (Placement, Seminar or any other function)
 Proxy
 Phone Use (Please refer to student manual)
 Case + Flipped Class
 Quiz – Best two
 Class participation:
 0/10 if case not read
 Case based quiz
 CP Break-up: attendance – 4, participation – 4, bonus - 2
 The Course

 Text Book – Chapters 1 to 6, 8, 9 and 11

 More practical than theoretical – Cases, Activities,
Instruments
 What is in this course for YOU?
 This is a learnable skill, conceptually and practically (Trainer,
Training Manager)
 A line or functional manager with training skills is a valued
resource – a distinct advantage. It is increasingly being seen as a
strategic function. Salesforce Training & Management
 A manager conceptually sound in training and development will
have an added advantage in Performance Management
 It is personally and professionally rewarding
 A few random terms

 Learning
 Training
 Strategy
 Open System
 Knowledge
 Skills
 Attitudes
 Abilities
 Competencies
 Term Meaning
Training A planned and systematic effort to modify or
develop KSA through a learning experience, to
achieve effective performance in an activity or
range of activities

Learning The process whereby individuals acquire KSAs

through experience, reflection, study or
instruction
Education A process and a series of activities which aim at
enabling an individual to assimilate and develop
Knowledge, skills, values and understanding that
are not simply related to a narrow field of
activities
Development The general enhancement and growth of an
individual’s skills and abilities through conscious
and unconscious learning
 Classification of Learning Outcome

Skill-Based Learning
Compilation
Automaticity

Learning

Cognitive Knowledge Attitudinal Learning

Declarative Knowledge Affect/Feelings
Procedural Knowledge
Strategic Knowledge
 General Open Systems Model

OPEN SYSTEM

INPUT PROCESS OUTPUT

Systems External Environment

Training as a Subsystem within the Organizational
System

TRAINING’S ORGANIZATIONAL ENVIRONMENT

Mission Strategy Structure Policies Procedures
Finances Resources People Products Technology

TRAINING SUBSYSTEM

INPUT PROCESS OUTPUT

Organizational Needs Analysis Knowledge

Employee Needs Design Skills
Budget Development Attitudes
Equipment Implementation Motivation
Staff Evaluation Job Performance
The Training Process (Open System) and
Systematic Approach to Training
Performance Gap
 ADDIE “Model”

Analysis Design

Evaluation Development

Implementation
11
 ADDIE Model

Analysis Design
• Needs Assessment
• Project Plan
• Goals

Evaluation Development

Implementation
12
 ADDIE Model

Analysis
Design
• Needs Assessment
• Audiences
• Project Plan
• Objectives
• Goals
• Task Analysis
• Strategy
• Prototypes

Evaluation Development

Implementation
13
 ADDIE Model

Analysis
Design
• Needs Assessment
• Audiences
• Project Plan
• Objectives
• Goals
• Task Analysis
• Strategy
• Prototypes

Evaluation Development

• Outline Content
• Select Delivery
• “Programming”

Implementation
14
 ADDIE Model

Analysis
Design
• Needs Assessment
• Audiences
• Project Plan
• Objectives
• Goals
• Task Analysis
• Strategy
• Prototypes

Evaluation Development

• Outline Content
• Select Delivery
• “Programming”
• Delivery
Implementation
• Integration
15
 ADDIE Model

Analysis
Design
• Needs Assessment
• Audiences
• Project Plan
• Objectives
• Goals
• Task Analysis
• Strategy
• Prototypes

Evaluation Development
• Evaluation Plan
• Outline Content
• Testing
• Select Delivery
• Reviews
• “Programming”
• Delivery
Implementation
• Integration
• LMS 16
 Training Processes Model or
Systematic Approach to Training (SAT)

Needs Analysis Phase

Input Process Output

Design Phase
Input Process Output

Development Phase
Triggering Input Process Output
Event

Implementation Phase
Process
Input Process Output
Evaluation Data
Outcome
Evaluation Evaluation Phase
Data Input Process Output
 Problem Solving

Identifying the Organizational problem areas (those in need

of improvement)
Determining the cause(s) of the problem
Identifying, selecting and implementing the best solution
Evaluating the effectiveness of the solution
Implementing a feedback loop