Training

Nicolas Mallari
What is Training?

• Training. A planned effort to help employees learn job-related

knowledge, skills, and attitudes.
• Knowledge. Memory of facts and principles.
• Skills. Proficiency at performing a particular act.
• Attitudes. An evaluative reaction to particular categories of people,
issues, objects, or events.
• Learning. A change in knowledge, skill, or attitude that results from
experience.
• Informal learning methods. Natural learning that is neither planned
nor organized.
Importance of conducting formal training

• First, it can boost employees’ commitment and motivation.

Opportunities to learn new skills are important in today’s economy,
so employees appreciate learning opportunities offered by training.
• Second, training helps employees perform their work more
effectively and efficiently, so the organization is able to function
better on a day-to-day basis.
• The third way in which training benefits organizations is by helping
them to meet their strategic objectives. It does so by providing
employees with the specific knowledge, skills, and attitudes
necessary to make strategic initiatives a reality.
How Are Training Needs Determined?

• Needs assessment. A process for determining what training to

offer and who should be trained.
• Proactive needs assessment A systematic process for
determining and prioritizing the training programs to be
developed and delivered by an organization.
• Three distinct steps in Proactive needs assessment.
1. Organization analysis A process used to identify characteristics
of the organizational environment that will influence the
effectiveness of training
• Organizations that seek to differentiate themselves from their
competitors with excellent service, for example, are more likely to
benefit from service- related training courses than organizations with a
cost-reduction strategy.
2. Task analysis. A process used to describe the work activities of
employees, including the knowledge and skill required to complete those
activities.
2.1. Competency modeling is most frequently used with managerial jobs.
2.2. Cognitive task analysis examines the goals, decisions, and
judgments that employees make on the job.
2.3. Team task analysis involves examining the task and coordination
requirements of a group of individuals working together toward a
common goal.
• Person analysis. A process used to identify who needs training and what
characteristics of those individuals will influence the effectiveness of
training.
• First, person analysis should determine whether training is necessary by
determining whether employees’ knowledge and skill are relevant to
improving their performance. If employees lack knowledge and skill
required for performance, then training is appropriate.
• Second, if training is needed, it is necessary to determine who needs
training. A number of different methods can be employed to make this
determination. Two of the most common are examining employee
records and asking employees whether they think they need training.
• Third, HR professionals must determine if those who need to be trained
are ready for training. To do this, they should examine the general mental
abilities, basic skills, and motivations of the potential trainees.
Training Methods
Training Methods
Post-training performance method

• Post-training performance method. Evaluating training

programs based on how well employees can perform their jobs
after training.
• Pre–post-training performance method. Evaluating training
programs based on the difference in performance before and
after training.
• Pre–post-training performance with control group method.
Evaluating training by comparing pre- and post-training results
with individuals.