2. What is training?
Training and Development means changing what employees know, how they work,
their attitudes toward their work, or their interaction with their co-workers or
supervisors.
Training and Development is any attempt to improve current or future employee
performance by increasing an employees ability to perform through learning, usually
By making them unlearn and learn
Changing employee attitude
Increasing skills and knowledge
3. Education
Education is a process of imparting theoretical teaching / learning in classroom
Development
Exposure of employees to general subjects / knowledge
and attitudinal aspects of overall self improvement,
specifically aimed at helping employees to grow and
assume responsibilities at higher positions
6. 1
Assess Training Needs
2
Derive Training Objectives
3
Design Training Programme
4
Implement Training Programme
5
Evaluate the training Programme
PROCESS OF TRAINING
8. Training and Development Strategy Model
Training and
Development
Strategy
-Business Strategies
-Business Goals
-Organization and
Manpower plans
-Change initiative
-Operational issues
-Individual needs
Team needs
External changes
Specific Drivers
(Proactive)
Values and Beliefs
in People
Development Maintaining Core
Competencies
Specific Drivers
(Reactive)
Mission, Vision,
Values and Long-
term Goals
9. Training Needs Analysis
Training Needs Analysis (TNA) is the process in which the company identifies training
and development needs of its employees so that they can do their job effectively.
Why analyze training needs?
Who needs training- needs of an individual or group?
On the job or off the job?
10. Analyze Training Needs
Training needs can be analyzed using the following assessment methods
Observation
Consultation key
Print media
Study of job description / specification
Appointing external consultants
Performance appraisals
Special questionnaire
Surveys
Skill gap analysis
Interviews with supervisors
Self assessment
13. Organizational Analysis
Focus on 3 important factors:-
The strategic role of the training based on the organizational strategy
Support of Managers and Peers for Training activities
Training resources
17. Steps to conducting a Need Assessment
Step 1
Perform a GAP Analysis
Current Situation Vs. Desired Situation
Step 2
Identify Priorities and Importance
Step 3
Identify Causes of Performance Problems
and / or Opportunities
Step 4
Identify Possible solutions and Growth
Opportunities
18. Methods of Training
ON THE JOB TRAINING OFF THE JOB TRAINING
Orientation or Induction Training Lectures, Conference, Seminars
Internship or Apprenticeship Programs Classroom Training
Nomination to teams or committees Computer assisted Instruction
Job Instruction Simulation
Job rotation Case Study method
Coaching Role Playing
Teaching machine method Vestibule Training
Sensitivity Training
Management Games
Behaviour Modeling
Nomination to management
Study leave
Participation in Industry associations
19. Management Development Program
ON THE JOB TRAINING OFF THE JOB TRAINING
Understudy Assignment Lectures, Conference, Seminars
Internship or Apprenticeship Programs Business Games and Simulation
Nomination to teams or committees Computer assisted Instruction
Job Instruction Simulation
Job rotation Case Study method
Coaching & Mentoring Role Playing
Action learning Vestibule Training
Sensitivity Training (T-groups)
Management Games
Behaviour Modeling
Management Development Programs
Participation in Industry associations
20. Evaluation of a Training Program
KIRKPATRICKS TRAINING EVALUATION MODEL
21. Barriers to an Effective Training Programme
Effective
Training
Program
X
X
X
X
Lack of support from top
management
Poaching / Raiding
Status Quo
Training Mindset
