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TRAINING & DEVELOPMENT

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Joseph Oluwole Lawrence
Joseph Oluwole Lawrence

This document discusses training and development. It begins by outlining the learning objectives, which are to describe the importance of training, distinguish it from education and development, define the ASK concept of addressing attitudes, skills and knowledge, list the nine steps in the training process, and develop a training lesson plan. It then discusses why organizations need training using the gap concept to show the difference between expected and actual performance. It outlines reasons for conducting a training needs analysis and the importance and benefits of training. Key aspects of training covered include definitions of training, education, and development; the ASK concept; principles of learning; and a nine step model for the systematic training process.

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Training & DevelopmentTraining & Development JOSEPH Oluwole
Learning Objectives At the end of this session, participants should be able to: describe why training is important and distinguish amongst training, education and development; define the ASK concept, and comment upon the relative difficulty in developing peoples attitudes, skills and knowledge; list the nine steps in the training process and be able to explain each step; and develop an appropriate training lesson plan.
Do Organizations Need Training The answer is YES However, we must know the purpose and functions of training before we can use it.
The Gap Concept Performance /Results Time Expected Curve Actual Curve Gap In training terms this means we need to develop programs to fill the Gap 2,000 Cars 1000 Cars 1000 Cars
Training Needs The reasons for not making the 2,000 cars: Not enough resources Poor machines Poor staff skills As training experts we must analyze the situation to determine if: Expected result too high Target achievable Is training the only way to make it happen Are there other factors.
Exercise Imagine you are the managing director of a hotel. One day you receive a complaint letter from a guest reporting s/he was not satisfied with the follow up regarding their criticism of being overcharged in one of your rooms. Why was the complaint made? Is there a training need?
Reasons to Consider Conducting an Internal Needs Analysis 1. Employee obsolescence/out-dated Technical advancements, cultural changes, new technologies 1. Career plateaus Need for education and training programs 1. Employee Turnover Development plan for new employees
Importance of Training Maintains qualified products / services Achieves high service standards Provides information for new comers Achieves learning about new things; technology, products / service delivery Improves communication & relationships - better teamwork
Benefits of Training Most training is targeted to ensure trainees learn something they apply to their job.
What is Training? Training is a systematic process through which an organizations human resources gain knowledge and develop skills by instruction and practical activities that result in improved corporate performance.
Differences between Training, Education & Development Training is short term, task oriented and targeted on achieving a change of attitude, skills and knowledge in a specific area. It is usually job related. Education is a lifetime investment. It tends to be initiated by a person in the area of his/her interest Development is a long term investment in human resources.
The ASK Concept According to the GAP Concept, training is simply a means to use activities to fill the gaps of performance between the actual results and the expected results.
The ASK Concept This GAP can be separated into 3 main themes; 1. Attitude 2. Skills 3. Knowledge
Five Principles of Learning Participation: involve trainees, learn by doing Repetition: repeat ideas & concepts to help people learn Relevance: learn better when material is meaningful and related Transference: to real world using simulations Feedback: ask for it and adjust training methods to audience.
A Systematic Approach Key Concepts in Preparing a Training Plan Before you train and develop people identify what: They must know - before they can perform job They should know - to improve performance They could know but not necessary to perform duties.
Model of the Training Process* Assessment Stage Training Stage Evaluation Stage Organizational Needs Assessment Task Need Assessment Development of Training Objectives Design & Select Procedures Measure Training Results Development of Criteria for Training Evaluation Train Compare Results to Criteria Feedback *Goldstein, I. (2002) Training in Organizations 4th Ed.
Steps in the Training Process 1. Assessing training needs 2. Preparing training plan 3. Specifying training objectives 4. Designing the training program(s) 5. Selecting the instructional methods
Steps in the Training Process 6. Completing the training plan 7. Implementing the training program 8. Evaluating the training 9. Planning future training
This is not the end of this presentation; why not request for a full package Mail to oluwole.joseph@ymail.com
TRAINING & DEVELOPMENT

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TRAINING & DEVELOPMENT

  • 1. Training & DevelopmentTraining & Development JOSEPH Oluwole
  • 2. Learning Objectives At the end of this session, participants should be able to: describe why training is important and distinguish amongst training, education and development; define the ASK concept, and comment upon the relative difficulty in developing peoples attitudes, skills and knowledge; list the nine steps in the training process and be able to explain each step; and develop an appropriate training lesson plan.
  • 3. Do Organizations Need Training The answer is YES However, we must know the purpose and functions of training before we can use it.
  • 4. The Gap Concept Performance /Results Time Expected Curve Actual Curve Gap In training terms this means we need to develop programs to fill the Gap 2,000 Cars 1000 Cars 1000 Cars
  • 5. Training Needs The reasons for not making the 2,000 cars: Not enough resources Poor machines Poor staff skills As training experts we must analyze the situation to determine if: Expected result too high Target achievable Is training the only way to make it happen Are there other factors.
  • 6. Exercise Imagine you are the managing director of a hotel. One day you receive a complaint letter from a guest reporting s/he was not satisfied with the follow up regarding their criticism of being overcharged in one of your rooms. Why was the complaint made? Is there a training need?
  • 7. Reasons to Consider Conducting an Internal Needs Analysis 1. Employee obsolescence/out-dated Technical advancements, cultural changes, new technologies 1. Career plateaus Need for education and training programs 1. Employee Turnover Development plan for new employees
  • 8. Importance of Training Maintains qualified products / services Achieves high service standards Provides information for new comers Achieves learning about new things; technology, products / service delivery Improves communication & relationships - better teamwork
  • 9. Benefits of Training Most training is targeted to ensure trainees learn something they apply to their job.
  • 10. What is Training? Training is a systematic process through which an organizations human resources gain knowledge and develop skills by instruction and practical activities that result in improved corporate performance.
  • 11. Differences between Training, Education & Development Training is short term, task oriented and targeted on achieving a change of attitude, skills and knowledge in a specific area. It is usually job related. Education is a lifetime investment. It tends to be initiated by a person in the area of his/her interest Development is a long term investment in human resources.
  • 12. The ASK Concept According to the GAP Concept, training is simply a means to use activities to fill the gaps of performance between the actual results and the expected results.
  • 13. The ASK Concept This GAP can be separated into 3 main themes; 1. Attitude 2. Skills 3. Knowledge
  • 14. Five Principles of Learning Participation: involve trainees, learn by doing Repetition: repeat ideas & concepts to help people learn Relevance: learn better when material is meaningful and related Transference: to real world using simulations Feedback: ask for it and adjust training methods to audience.
  • 15. A Systematic Approach Key Concepts in Preparing a Training Plan Before you train and develop people identify what: They must know - before they can perform job They should know - to improve performance They could know but not necessary to perform duties.
  • 16. Model of the Training Process* Assessment Stage Training Stage Evaluation Stage Organizational Needs Assessment Task Need Assessment Development of Training Objectives Design & Select Procedures Measure Training Results Development of Criteria for Training Evaluation Train Compare Results to Criteria Feedback *Goldstein, I. (2002) Training in Organizations 4th Ed.
  • 17. Steps in the Training Process 1. Assessing training needs 2. Preparing training plan 3. Specifying training objectives 4. Designing the training program(s) 5. Selecting the instructional methods
  • 18. Steps in the Training Process 6. Completing the training plan 7. Implementing the training program 8. Evaluating the training 9. Planning future training
  • 19. This is not the end of this presentation; why not request for a full package Mail to oluwole.joseph@ymail.com