Training and Development

Training and Development : 

Training and Development

Definition: Training : 

Definition: Training It is the formal and systematic modification of behaviour through learning which occurs as a result of education, instruction, development and planned experience. It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is the acquisition of technology, which permits employees to perform their present job to standards. It improves human performance on the job the employee is presently doing or is being hired to do. Also, it is given when new technology in introduced into the workplace.

Definition: Development : 

Definition: Development Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their org.s onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance.

Distinction between Training and Development : 

Distinction between Training and Development

TRAINING AND DEVELOPMENT OBJECTIVES : 

TRAINING AND DEVELOPMENT OBJECTIVES Principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs. Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

ROLE OF TRAINING : 

ROLE OF TRAINING Business Environment Changes and Challenges Learning and Implementation Business Excellence

Purpose of Training : 

Purpose of Training To increase productivity and quality To promote versatility and adaptability to new methods To reduce the number of accidents To reduce labour turnover To increase job satisfaction displaying itself in lower labour turn- over and less absenteeism To increase efficiency

When does the need for training arise? : 

When does the need for training arise? The installation of new equipment or techniques A change in working methods or products produced A realization that performance is inadequate Labour shortage, necessitating the upgrading of some employees A desire to reduce the amount of scrap and to improve quality An increase in the number of accidents Promotion or transfer of individual employees. Ensures availability of necessary skills and there could be a pool of talent from which to promote from.

Advantages of Training : 

Advantages of Training 1. Leads to improved profitability and more positive attitudes toward profits orientation. 2. Improves the job knowledge and skills at all levels of the organization. 3. Improves the morale of the workforce. 4. Helps people identify with organizational goals. 5. Helps create a better corporate image. 6. Fosters authentically, openness and trust. 7. Improves the relationship between boss and subordinate. 8. Aids in organizational development. 9. Learns from the trainee. 10. Helps prepare guidelines for work.

Benefits to stakeholders : 

Benefits to stakeholders Training objectives are of great significance from a no. of stakeholders’ perspectives- Trainer, Trainee, Designer, Evaluator Benefits for Trainees – Helps in reducing the anxiety of the trainee up to some extent. Keep the participants aware of the happenings, rather than keeping it surprise Helps in increase in concentration, which is the crucial factor to make training successful. Benefits for trainer – Helps the trainer to measure the progress of trainees and make the required adjustments. Now trainer can establish relationship between objectives and particular segments of training.

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Benefits for designer – Being aware of objective, he can design the training package accordingly. Now he can look for training methods, training equipments and training content accordingly to achieve that objective. Without any guidance, he can’t design. Example-Training objective is to deal effectively with customers to increase the sales. Now the designer ‘ll include-ways to improve interpersonal skills, verbal and non-verbal language etc. Benefit for evaluator – The objective provides him a standard for evaluation of progress of trainee.

Disadvantages of training : 

Disadvantages of training Can be a financial drain on resources; expensive development and testing, expensive to operate. Often takes people away from their job for varying periods of time Equips staff to leave for a better job

Importance Of Training and Development : : 

Importance Of Training and Development : Optimum Utilization of Human Resources Development of Human Resources Productivity Team spirit Organization Culture Organization Climate Quality Healthy work-environment Health and Safety Morale Image Profitability aids in organizational development

Steps in the Training Process : 

Steps in the Training Process Organizational objectives Assessment of Training needs Establishment of Training goals Devising training programme Implementation of training Programme Evaluation of results

Issues in Employee Training : : 

Issues in Employee Training : Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs. Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks. Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers. Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity

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Ethics: Today's society has increasing expectations about corporate social responsibility. Also, today's diverse workforce brings a wide variety of values and morals to the workplace. Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can people to get along in the workplace. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc. Safety: Safety training is critical where working with heavy equipment, hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.

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Four types: Knowledge based training Simulation method Lectures 1. Role play Educational training 2. Vestibule training Seminars 3. In basket exercise G.D. 4. Business Games On the job oriented training Experiential method On job training 1. T-group training Coaching 2. Transactional Analysis Brainstorming sessions TRAINING METHODS

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TRAINING METHODS JOB INSTRUCTION TECHNIQUE (JIT) Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and procedural), skills and attitudes development Behavior modeling: By presenting the best model of behaviour to be learned and by allowing the trainees to follow the modeled behaviour, behaviour modeling focuses on developing behavioral and interpersonal skills. This type of method can be used for training in Sales training, Interviewee training, Interviewer training, Safety training, Interpersonal skills training.

TRAINING METHODS : 

TRAINING METHODS BUSINESS GAMES Real life situations are simulated for imparting training. Teams are formed which compete against each other to achieve an objective. Some of the benefits of the business games are: It develops leadership skills It strengthen management skills It demonstrates principles and concepts It explores and solves complex problem CASE STUDIES Case Study method focuses on: Building decision making skills Assessing and developing Knowledge, Skills and Attitudes (KSAs) Developing communication and interpersonal skills Developing management skills Developing procedural and strategic knowledge

TRAINING METHODS : 

TRAINING METHODS In Basket Technique – Trainees are first given info about a simulated company, its products,key personnel,etc. Trainees have to make notes, formulate memos, messages, and reports, which would be handled by manger, engineer, reporting officer, or administrator. Benefit Situational judgement Social sensitivity Willingness to make decisions

TRAINING METHODS : 

TRAINING METHODS Role play is a simulation in which each participant is given a role to play. Trainees are given with some information related to description of the role, concerns, objectives, responsibilities, emotions, etc. Then, a general description of the situation, and the problem that each one of them faces, is given. For instance, situation could be strike in factory, managing conflict, two parties in conflict, scheduling vacation days, etc. Once the participants read their role descriptions, they act out their roles by interacting with one another. Role Plays helps in Developing interpersonal skills and communication skills, Conflict resolution, Group decision making, Developing insight into one’s own behavior and its impact on others

TRAINING METHODS : 

TRAINING METHODS JOB ROTATION: This approach allows the manger to operate in diverse roles and understand the different issues that crop up. If someone is to be a corporate leader, they must have this type of training. A recent study indicated that the single most significant factor that leads to leader’s achievement was the variety of experiences in different departments, business units, cities, and countries. Benefits of Job Rotation Some of the major benefits of job rotation are: It provides the employees with opportunities to broaden the horizon of knowledge, skills, and abilities by working in different departments, business units, functions, and countries Identification of Knowledge, skills, and attitudes (KSAs) required It determines the areas where improvement is required Assessment of the employees who have the potential and caliber for filling the position

TRAINING METHODS : 

TRAINING METHODS Transactional Analysis provides trainees with a realistic and useful method for analyzing and understanding the behavior of others. In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person. This motivation-reaction relationship between two persons is a transaction. Sensitivity training is about making people understand about themselves and others reasonably, which is done by developing in them social sensitivity and behavioral flexibility. Social sensitivity in one word is empathy. It is ability of an individual to sense what others feel and think from their own point of view. Behavioral flexibility is ability to behave suitably in light of understanding.

TRAINING METHODS : 

TRAINING METHODS Vestibule Training :Vestibule means entrance hall. So, it means initial training.To keep instruction from disrupting normal operations, some organizations use vestibule training. Separate areas or vestibules are setup with equipment similar to that used on the job.

What is evaluation of training : 

What is evaluation of training Evaluation is the process for collecting, analyzing, and reporting information useful to decision makers in selecting amongst alternatives. The process of determining, to what extent the ( training) objectives are actually being realized. The process of providing feedback to trainers about the effectiveness of their training. What do you mean by evaluation of training

Training evaluation : 

Training evaluation Reaction Learning Behaviour Result

Evaluation of T&D : : 

Evaluation of T&D : Evaluation of T&D Effective criteria used to evaluate Training focus on outcomes: 1- the Reaction by trainees to the training content and process. 2- the Knowledge or learning acquired through the training experience. 3- change in Behavior that result from the training. 4- Measurable Results or Improvements in the individuals or the organization, such as lower turnover, fewer accidents or less absenteeism.

Levels of Evaluation REACTION : 

Levels of Evaluation REACTION Organizations evaluate the reaction level of trainees by conducting interviews or by administering questionnaires to the trainees. A reaction-level measure could be gathered by having the managers complete a survey that asked them to rate the value of the training, the style of the instructors, and the usefulness of the training to them. However, the immediate reaction may measure only how much the people liked the training rather than how it benefited them.

Levels of Evaluation LEARNING : 

Levels of Evaluation LEARNING Learning levels can be evaluated by measuring how well trainees have learned facts, ideas, concepts, theories, and attitudes. Tests on the training material are commonly used for evaluating learning and can be given both before and after training to compare scores. To evaluate training courses at some firms, test results are used to determine how well the courses have provided employees with the desired content.

Levels of Evaluation BEHAVIOR : 

Levels of Evaluation BEHAVIOR Evaluating training at the behavioral level involves: (1) measuring the effect of training on job performance through interviews of trainees and their coworkers (2) observing job performance. Behavior is more difficult to measure than reaction and learning. Even if behaviors do change, the results that management desires may not be obtained.

Levels of Evaluation RESULTS : 

Levels of Evaluation RESULTS Employers evaluate results by measuring the effect of training on the achievement of organizational objectives. Because results such as productivity, turnover, quality, time, sales, and costs are relatively concrete, this type of evaluation can be done by comparing records before and after training The difficulty with measuring results is pinpointing whether it actually was training that caused the changes in results. Other factors may have had a major impact as well.

Donald L Kirkpatrick's training evaluation model - the four levels of learning evaluation : 

Donald L Kirkpatrick's training evaluation model - the four levels of learning evaluation reaction of student - what they thought and felt about the training learning - the resulting increase in knowledge or capability behaviour - extent of behaviour and capability improvement and implementation/application results - the effects on the business or environment resulting from the trainee's performance

Tracey’s View : 

Tracey’s View Evaluation process begins with identification of areas of training. Strategies and methods to be used in collecting the relevant information. Information is tabulated, analysed and interpreted. Interpretation indicates the areas which require improvement. Means of training evaluation: Observation Ratings Trainee Surveys Interviews

Hamblin’s View : 

Hamblin’s View Objectives in evaluation training: Reaction Objective – stimulate high level of involvement and interest. Learning Objective – acquire skills, knowledge, abilities, attitude. Job Behaviour Objective – learning for bringing about desired change in job behaviour. Organisation Objective – promote overall result.