Training

?
Training is the process
which help to enhance our skill,
knowledge and attitude. It
fills the gap in us. It adds The Skills
skills,
whateverknowledge and attitudes we
Skills needed
gap
require for the fulfilment of our Skills
goal making our selves the best currently
version of ours. have
 Training Design

Training Design refers to a

systematic approach for developing
training programmes.
It is a detailed sketch for what will
be done, why it is being done, and the
best ways to reach the training objectives.
7 steps of Training Design Process
1 2 3 4
Conducting needs Ensuring Employees’ Ensuring Transfer
Creating a learning
of Assessments readiness for of
environment
 Organizational training Trainin
 Analysis  Learning Objectives g
 Personal Analysis
 Attitudes and Motivation  Meaningful Material
 Basic Skills  Self-
 Task Analysis  Practice
Manage
 Feedback
ment
 Peer and Manger Sup
5 6 port
Developing an
Selecting
7 Monitoring and
Evaluation Evaluating the
Training Method
Plan Program

 Identify  Conduct Evaluation

 Traditional
Learning  Make Changes to Improve
Outcomes
 E-Learning the Program
 Choose
Evaluation
1. Conducting need assessment:
A needs assessment is a systematic process for determining and addressing needs, or "gaps"
between current conditions and desired conditions or "wants". The discrepancy between the curr ent condition
and wanted condition must be measured to appropriately identify the need. The need can be a desire to improve
current performance or to correct a deficiency.
 Organisational Analysis
Organizational analysis is the process of
evaluating systematically an organization’s capabilities
which can give it a competitive advantage in the market
.
Also known as internal analysis, company
analysis.
 Personal Analysis
The individual analysis identifies who within the organization requires training an
d what kind of training is needed.
 Task Analysis
Task Analysis is the examination of each step involved in completing a task or
job.
2. Ensuring Employees’ readiness for training.
Employee readiness is defined as the extent to which employees are ready or willing to
attend and participate in training

 Attitude & Motivation

Motivation to learn is the desire of the trainee

to learn the content of the training program.

 Basic skills
3. Creating a learning environment
‘Learning environment refers to the diverse physical locations, contexts, and cultures
in which trainee learn. We should create a good and quality learning environment.

 Learning Objectives :  Meaningful Material 

Practice

 Feedback
4. Ensuring Transfer of Training

Transfer of training is
applying knowledge and
skil ls acquired during
training to a targeted job or
role
 Self-Management  Peer and Manager Support
5. Developing an Evaluation Plan

An evaluation plan is a written document that describes how

you will monitor and evaluate training program.

 Identify Learning Outcomes

 Choose Evaluation Design  Plan Cost-Benefit Analysis

6. Selecting Training Method

Training Method Selection is use

d to guide the process of selecting the mos
t appropriate training method. For this proc
ess, use documentation, such as the trainin
g requirements deliverable, and recommen
dations made during the Human Resource
Development training design activities.

 Traditional
 E-learning
 7. Monitoring and Evaluating the Program

Monitoring is checking progress against plans. The data acquired through monitori ng is
used for evaluation. Evaluation is assessing, as systematically and objectively as possible, a completed
programme (or programme that has been completed).

 Conduct Evaluation  Make Changes to Improve the Program

 Reference:

1. https://www.slideshare.net/preeti52/training-development-157749081
2. https://studylib.net/doc/9858618/ensuring-employee-readiness-for-traini
ng
3. https://www.go2itech.org/wp-content/uploads/2017/07/Evaluation-Desig n-
and-Methods.pdf
Thank you