Training program

• It’s about learning program to increase employee knowledge, skill and

competencies to ensure the accomplishment of task in minimize defect,
efficient, able to monitor their own duty
• DUTY/RESPONSIBILITY/TASK – JOB DESCRIPTION
• KSA
 PROCESS OF IMPLEMENTING
TRAINING PROGRAM
• PRE TRAINING @ BEFORE TRAINING
• TRAINING NEED ASSESMENT
• COMPONENTS – ORGANIZATIONAL ANALYSIS, OPERATIONAL AND
PERSON ANALYSIS
1. ORGANIZATIONAL – O.R.I (ORGANIZATION ENVIRONMENT)
2. OPERATIONAL – CURRENT PERFORMANCE VS EXPECTED
PERFORMANCE (KSA) – DISCREPANCY (GAP)
3. PERSON – ACTUAL PERFORMANCE, THE PERSON AND DUTIES
 FAILURE TO CONDUCT TNA
• END UP WHAT HAPPEN TO THE ORGANISATION, PERSON, AND
THE OPERATIONAL/TASK
1. WRONG TRAINING PROGRAM – LOW PERFORMANCE,
STAGNANT PERFORMANCE, LOW PRODUCTIVTY
2. WASTAGE OF INVESTMENT
3. NO TRANSFER OF TRAINING TO THE EMPLOYEE – WE
WRONGLY SET THE TRAINING PROGRAM TO THE EMPLOYEES
 PROCESS OF IMPLEMENTING
TRAINING PROGRAM
• THE EVENT @ THE TRAINING PROGRAM
1. TRAINING TITLE
2. TRAINING OBJECTIVE
3. TRAINING ACTION PLAN
4. TRAINING CONTENT (BODY OF KNOWLEDGE)
5. TRAINING DESIGN (LESSON PLAN, ROOM SET-UP, ENVIRONMENT – WHAT WE
WANTED them TO LEARN)
6. TRAINING METHODOLY – i) traditional & ii) technology
7. TRAINING EVALUATION
 PROCESS OF IMPLEMENTING
TRAINING PROGRAM
• POST TRAINING @ TRAINING EVALUATION
• COMPONENTS – FORMATIVE & SUMMATIVE EVALUATION
• FORMATIVE – COVERED TNA & TRAINING EVENT
• SUMMATIVE – TRANSFER OF TRAINING @ END OF THE
TRAINING PROGRAM (CHANGES)
• EVALUATION COMPONENTS; REACTION, COGNITIVE, SKILLS,
AGGECTIVE OUTCOME, RESULTS, RETURN ON INVESTMENT
 ISSUES OF TRAINING EVALUATION
- EXPECT THE CHANGES
1. WRONG TRAINING PROGRAM
2. THE DISCRIMINATION – ORGANISATION SUPPORT TOWARDS
CHANGES
3. MANAGER & TRAINEES LACK OF EXPERIENCE
4. RESISTANCE TO CHANGE
 STRATEGIES TO ENSURE PEOPLE
CHANGE THROUGH TRAINING
Assume you are the managers
- Encouragement – explain
- Brainstorming – explain the reason why the people need to attend the training
- Understand their situation – what company expect from them
- Incentive – justify (money) – Training indirectly increase individual
performance, once they achieve expected performance indirectly able to be
promoted…… incentive.
 DEVELOPMENT
• CAREER DEVELOPMENT