3 Training Process - Unit - I I I

SUBJECT CODE
TYPE THE SUBJECT NAME HERE
UNIT III TRAINING & DEVELOPMENT

3. 3 TRAINIG PROCESS – TRAINING EFFECTIVENESS
I II
20 MBT 202
HUMAN RESOURCE MANAGEMENT
BUSINESS ADMINISTRATION 20MBT 202
HUMAN RESOURCES MANAGEMENT
PROCESS OF TRAINING / STEPS IN TRAINING PROCESS

Usually in the organization of training programs, the following steps are necessary:

1. IDENTIFICATION OF TRAINING NEEDS
Identification of training needs must contain three types of analyses
(a) Organizational Analysis:
Organizational analysis is a systematic effort to understand exactly where training effort

needs to be emphasized in an organization
(b) Operational Analysis:
Operational analysis involves a detailed examination of a job, its components, its various
operations and the conditions under which it has to be performed
(c) Man Analysis:
Man analysis focuses on the individual employee, his abilities, skills and the inputs
required for job performance, or individual growth and development
2. DEVELOPMENT OF TRAINING OBJECTIVES:
The next step is to determine the training objectives. Every programme has its own
objectives. However these objectives must be related to the assessed training
needs
3. SELECTION OF TRAINING TECHNIQUES:
Based on the training needs and goals the appropriate training methods must be
chosen to achieve desired goals. Several methods can be used such as on the job
and off the job training methods
4. IDENFIFYING THE TRAINER
The next important step is selecting the trainer. This is a critical step, because
whole success of the training depends on the trainer
5. IMPLEMENTATION OF THE TRAINING PROGRAMME
Preparation of the Learner:
The next step requires that the learner remains prepared for learning. It involves:
 Putting the learner at ease so that he does not feel nervous because of the fact that he
is on a new job;
 State the importance and ingredients of the job, and its relationship to work flow;
 Explain the learner reasons why he is being taught;

 Create interest and encourage questions to find out what the learner already knows
about his job or other jobs;
 Explain the ‘why’ of the whole job and relate it to some job the worker already knows;
 Place the learner as close to his normal working position as possible;
 Familiarize him with the equipment, materials, tools and trade terms.
PRESENTATION OF OPERATION AND KNOWLEDGE:
 The trainer should clearly tell, show, illustrate and question in order to put over the new
knowledge and operations.
 Mistakes are rectified, and if necessary, some complicated steps are done for the
trainee the first time.
6. PERFORMANCE TRY-OUT:
Under this step, the trainee is required to go through the job several times
slowly, explaining him each step. Mistakes are rectified, and if necessary, some
complicated steps are done for the trainee the first time.
7. FOLLOW-UP AND EVALUATION:
the evaluation is undertaken with a view to testing the effectiveness of training

efforts. this step can be accomplished by putting a trainee ‘on his own’
TRAINING EFFECTIVENESS
Training effectiveness is the evaluation of determining the level to which training

impacts the trainee’s knowledge, skills and behaviour.
It is a measure of the degree to which training enhances trainee’s performance,

such as how your employees improved, maximized their productivity, or
achieved business objectives
EVALUATION CRITERIA
It is the process of obtaining information on the effects of training programme and

assessing the value training in the light of that information. It involves the
Correcting and controlling the training programme
TRAINING EFFECTIVENESS CAN BE MEASURED THROUGH THE

FOLLOWING CRITERIA SHOWN BELOW
OTHER METHODS OF EVALUATION
• The opinions and judgements of trainers, superiors and peers
• Using a questionnaire to know the reactions of trainees‘
• Giving oral and written test trainees to ascertain how far they have learnt
• Comparing trainees performance of trainees before and after the training

• Measuring levels of productivity, wastage, costs, absenteeism and employee

turnover after training
• Trainees comments and reaction during the training period
• Cost benefit analysis the training programme
FEEDBACK
After evaluation, the situation should be analysed to identify the possible causes for
a difference between the expected outcomes and the actual outcomes…
Follow-up action is required to ensure implementation of evaluation report at every

stage
VIDEO LINKS
COST BENEFIT ANALYSIS OF TRAINING & DEVELOPMENT
What is Cost Benefit Analysis?
Cost benefit analysis for training and development is undertaken to determine whether
cost involved in training and development are offset by its benefits.
Cost benefit analysis involves determination of cost and benefits of training ad

development and making comparison between the two
COST BENEFIT ANALYSIS CAN BE DISCUSSED AS MENTIONED UNDER
( A) COST OF TRAINING AND DEVELOPMENT

(B) BENEFITS OF TRAINING & DEVELOPMENT
(C) BREAK EVEN ANALYSIS FOR TRAINING & DEVELOPMENT

( A) COST OF TRAINING AND DEVELOPMENT
Training and development costs can be divided into one-time costs involved in
creating facilities for training and development
 such as classrooms laboratories offices,
 training devices and computer
 and personnel like managers office personnel
 consultants , evaluators and material used for training
The aforesaid cost is involved when an organization operates its own training and
development centre

BENEFITS OF TRAINING & DEVELOPMENT
Training and benefits offer several benefits. These can be expressed in terms of training
and development outcomes and operational outcomes
Training and development outcomes are
 Attitudinal change and skill development
 High morale and higher job satisfaction
 Higher motivation and increased organizational flexibility

BENEFITS OF TRAINING & DEVELOPMENT
Operational Outcomes are
 Increased productivity and increased sales volume
 Increased customer satisfaction
 Decreased turnover rate
 Decreased absenteeism and Decreased plant failure

BREAK EVEN ANALYSIS FOR TRAINING & DEVELOPMENT
Break even analysis for training and development shows the relationship between training
and development costs and its operational outcomes both measured in terms of money
per trained employee per annum.
Breakeven point in breakeven analysis shows that point at which per employee training
and development costs equal to per employee is value addition
CONCUSION
Ideally speaking, an organization should devise its training and development system in
such a way that it operates above the breakeven point or at least, at the breakeven point.
VIDEO LINKS

3 Training Process - Unit - I I I

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SUBJECT CODE

TYPE THE SUBJECT NAME HERE

UNIT III TRAINING & DEVELOPMENT

PROCESS OF TRAINING / STEPS IN TRAINING PROCESS

Identification of training needs must contain three types of analyses

(a) Organizational Analysis:

Organizational analysis is a systematic effort to understand exactly where training effort

(b) Operational Analysis:

(c) Man Analysis:

2. DEVELOPMENT OF TRAINING OBJECTIVES:

3. SELECTION OF TRAINING TECHNIQUES:

4. IDENFIFYING THE TRAINER

5. IMPLEMENTATION OF THE TRAINING PROGRAMME

Preparation of the Learner:

 Explain the learner reasons why he is being taught;

 Place the learner as close to his normal working position as possible;

PRESENTATION OF OPERATION AND KNOWLEDGE:

7. FOLLOW-UP AND EVALUATION:

the evaluation is undertaken with a view to testing the effectiveness of training

Training effectiveness is the evaluation of determining the level to which training

It is a measure of the degree to which training enhances trainee’s performance,

It is the process of obtaining information on the effects of training programme and

TRAINING EFFECTIVENESS CAN BE MEASURED THROUGH THE

OTHER METHODS OF EVALUATION

• The opinions and judgements of trainers, superiors and peers

• Using a questionnaire to know the reactions of trainees‘

• Comparing trainees performance of trainees before and after the training

• Measuring levels of productivity, wastage, costs, absenteeism and employee

• Trainees comments and reaction during the training period

• Cost benefit analysis the training programme

Follow-up action is required to ensure implementation of evaluation report at every

COST BENEFIT ANALYSIS OF TRAINING & DEVELOPMENT

What is Cost Benefit Analysis?

Cost benefit analysis involves determination of cost and benefits of training ad

COST BENEFIT ANALYSIS CAN BE DISCUSSED AS MENTIONED UNDER

( A) COST OF TRAINING AND DEVELOPMENT

(C) BREAK EVEN ANALYSIS FOR TRAINING & DEVELOPMENT

( A) COST OF TRAINING AND DEVELOPMENT

 such as classrooms laboratories offices,

 training devices and computer

 and personnel like managers office personnel

 consultants , evaluators and material used for training

BENEFITS OF TRAINING & DEVELOPMENT

Training and development outcomes are

 Attitudinal change and skill development

 High morale and higher job satisfaction

 Higher motivation and increased organizational flexibility

BENEFITS OF TRAINING & DEVELOPMENT

Operational Outcomes are

 Increased productivity and increased sales volume

 Increased customer satisfaction

 Decreased turnover rate

 Decreased absenteeism and Decreased plant failure

BREAK EVEN ANALYSIS FOR TRAINING & DEVELOPMENT

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