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Some
Some Facts
Facts about
about Training
Training ……
……

The training these days is just

so high tech but still inefficient!
Training budget is minimal & inequitable share b/n
managers and first line employees.
When times get tough, training is the first expenditure
cut.
“Not more than 6 - 10 % of expenditures in training
actually result in transfer to the job.”

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 Distinction between Training and Development

Training may be defined as a planned program designed to improve

performance and to bring about measurable changes in knowledge,
skills, attitude and social behavior of employees for doing a particular
job.
Training provides employees with specific, identifiable knowledge
and skills for use on their present jobs.
Training is a short-term process utilizing a systematic and organized
procedure by which workers acquire technical knowledge and skills
for a definite purpose
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 Development on the other is the systematic process of education,
training and growing by which a person learns and applies
information, knowledge, skills, attitudes and perceptions.
Development being broader in scope and focusing on individuals
gaining new capabilities useful for both present and future jobs.
It is often the result of experience and the maturity that comes with
it.
Development is said to include training to increase skills and
knowledge to do a particular job and education concerned with
increasing general knowledge and understanding.
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Example:-It is possible to train most people to run a postage meter,

drive a truck, operate a computer, or assemble a radio.

However, development in such areas as judgment, responsibility, and

decision making, is much more difficult, because such factors may or

may not develop over time, either through life experiences or as part

of a planned program.

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 Training Development

Understand information concepts and

Learn specific behaviors and actions; context; Develop judgment; Expand
Focus: Demonstrate techniques and processes capacities for assignments

Shorter-term Longer-term
Time Frame:

Qualified people available when

Performance appraisals, cost/benefit needed; promotion from within
Effective possible; HR-based competitive
Measures:: analysis, passing tests, or advantage
certification

FIGURE 11—1 Development versus Training

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 Importance of Training

Increase in production & quality

Reduction in errors

Less supervision necessary

 Trained employee can retain

customers by providing effective

service
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Increasing use of fast changing

techniques in production with minimum

cost

 Reduction in manpower obsolescence

Reduces tension, boost morale and job

satisfaction, reduces injuries and

accidents

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 Training also result in Reduction to

turnover & absenteeism

 Training is necessary when a person has to

move from one job to another because of

transfer, promotion or demotion
 Support career development

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Desired Performance - Actual Performance
= High gap

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“Is the cost of the discrepancy (gap) high
enough that it seems worth pursuing a
solution?”

If the answer is no…..

IGNORE

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Ques. 2: What is the Cause(s)?
Is it a problem of skill
or
a problem of will?

I don’t
wanna! I don’t know
how.

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 Ques. 3
Is the problem can be solved by training?

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If skill or knowledge……….training
If lack feedback……………..feedback, standards
If not motivated…………….rewards, consequences
If unclear expectations…..std, measure, discuss
If job environment…………change environment
If potential……………………change personnel

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 There are different model of training. The most widely used is ADDIE-model
(Analysis, Design, Development, Implement, Evaluate)
The ADDIE model is a generic, systematic approach to the instructional design
process, which provides instructional designers with a framework in order to make
sure that their instructional products are effective and that their creative processes
are as efficient as they can possibly be (Clark, 1995). ADDIE stands for:

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ADDIE stands for:
1.Analyze: define the needs and constraints
2.Design: specify learning activities, assessment and choose
methods and media
3.Develop: begin production, formative evaluation, and revise
4.Implement: put the plan into action
5.Evaluate: evaluate the plan from all levels for next
implementation

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 A needs assessment is the process of
identifying performance requirements and
the "gap" between what performance is
required and what presently exists.
This can be at three level:
1. Organizational level
2. Task /Job level
3. Individual employees level

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Once training needs have been identified
using the various analyses, then training
objectives which is SMART should be set
and ways to priorities must be established.

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The selection of training method can be affected by different
factors:

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1. On-The-Job Training
2. Job Instruction Training (JIT)
3. Simulation
4. Cooperative Training
5. Conference Training
6. Distance Training/Learning
7. Lecture
8. Video and Film
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 III. Evaluating Training Effectiveness

Formative Evaluation: uses observation,

interviews, and surveys to monitor training
while its going on.
Summative Evaluation: measures results
when training is complete in five ways:

1. Reaction

2. Learning/Knowledge

3. Behavior/Attitudes

4. Result/Productivity

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High

Results

Behavior

Learning

Reaction

Low

Easy Difficult

Ease of Measurement

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