![Page 1: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/1.jpg)
TRAINING AND DEVELOPMEN
T
![Page 2: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/2.jpg)
- A planned effort by a company to facilitate employees’ learning of job-related competencies.
Training Defined:
![Page 3: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/3.jpg)
1. Improve employee skills2. Attract, motivate, and retain
talented employees3. Allows any organization to gain a
competitive advantage4. For better financial performance
Rationale of Training
![Page 4: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/4.jpg)
Training: must be Strategic
BusinessStrategy
Strategic Training and Development
Initiatives
Training and Development
Activities
Metrics that show Value of
Training
•Customer oriented
• Diversify the learning portfolio• Improve customer service• Accelerate the pace of employee learning•Capture and Share knowledge
• Use web-based training• Increase amount of customer service training• Make development planning mandatory•Develop a place for knowledge sharing
• Learning•Performance improvement• Reduced customer complaints•Customer loyalty•Employee engagement•Reduced Turnover
![Page 5: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/5.jpg)
Training: must be systematic
Conduct Needs
Assessment
Ensure Employee
Readiness for Training
Create a Learning
Environment
Develop an Evaluation
Plan
Select Training Method
Monitor and Evaluate the
Program
Step 1 Step 2 Step 3 Step 4
Step 5Step 6
![Page 6: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/6.jpg)
8.1 Training Needs Analysis
(TNA)
![Page 7: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/7.jpg)
-systematic method for determining what caused performance to be less than expected.
TNA Defined
![Page 8: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/8.jpg)
What triggers TNA?
AP < EP = PG
![Page 9: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/9.jpg)
TNA Framework
Performance Gap
Organizational
Analysis
OperationalAnalysis
PersonAnalysis
Identify performance discrepancy
and its causes
Training Needs
Non-TrainingNeeds
![Page 10: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/10.jpg)
• Organizational Analysis1.Mission and Strategies2.Resources3.Internal Environment
TNA: Input
![Page 11: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/11.jpg)
Operational Analysis1.Define the job2.Determine where to collect
information3.Identify the method to use4.Gather and analyze data
TNA: Input
![Page 12: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/12.jpg)
Person Analysis1.Performance Appraisals2.Self-ratings3.Tests
TNA: Input
![Page 13: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/13.jpg)
TNA : What caused the Gaps?
Performance Gap
KSADeficiency
Reward/ Punishment
Incongruence
Inadequate Feedback
Obstacles in the System
![Page 14: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/14.jpg)
Training Needs
- Performance gaps that resulted from the lack of KSAs and which training is necessary.
TNA : Output
![Page 15: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/15.jpg)
Non-Training Needs (without KSA deficiency)
1.Reward/Punishment Incongruencies
2.Inadequate Feedback3.Obstacles in the System
TNA : Output
![Page 16: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/16.jpg)
8.2 Preparing a Training
Program Curriculum
![Page 17: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/17.jpg)
1. Determine the training objectives
2. Consider the demographics3. Design of training program –
training approaches
Preparing a Training Program
![Page 18: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/18.jpg)
Terminal ObjectiveA statement that describes:• What the participants will be able to do as a
result of the training• What the expected output shall be at the
end of the training
Writing Training Objectives
![Page 19: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/19.jpg)
States what the trainer should be doing or what he wants vs. what the learner needs or should be able to do.
Common pitfalls in writing Terminal Objectives
![Page 20: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/20.jpg)
POOR: In this course, the trainees will be taught how to use Microsoft Excel.
BETTER: As a result of this seminar, participants can use Microsoft Excel in preparation of standard reports.
![Page 21: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/21.jpg)
It describes the subject matter to be taught.
Common pitfalls in writing Terminal Objectives
![Page 22: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/22.jpg)
POOR: As a result of the program, participants will understand the legal considerations in long-term lending.
BETTER: As a result of this program, participants will be able to screen out loan applications that do not meet the legal and governmental requirements.
![Page 23: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/23.jpg)
Common pitfalls in writing Terminal Objectives
![Page 24: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/24.jpg)
POOR: The objective of this course is to discuss common problems encountered in dealing with customers.
BETTER: As a result of this program, sales and service personnel will be able to handle customer complaints according to the company’s code of professional salesmanship.
![Page 25: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/25.jpg)
Common pitfalls in writing Terminal Objectives
Promises too much.
![Page 26: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/26.jpg)
POOR: As a result of this program, participants will become excellent communicators.
BETTER: As a result of this program, participants will be able to make concise and systematic oral presentations.
![Page 27: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/27.jpg)
Determine The Demographics1. How many people?2. What is the age range?3. What is the preferred learning style?4. What is the level of the learners?5. Where is the location of the learners?
![Page 28: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/28.jpg)
Learning Styles/Methods of Training• Reading Assignments• Lecture• Demonstrations• Oral Presentations• Audio Visual Presentations• Brainstorming• Group Discussion• Problem-solving Workshop• Case Study• Role Playing• Simulations• Field Trips• On the Job Training• Unstructured Group Interactions
![Page 29: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/29.jpg)
Design of the Training Program
1. Terminal Objective2. Content 3. Methodologies4. Time, Materials, Others
![Page 30: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/30.jpg)
Course Title: Conducting an Effective Performance Feedback SessionLesson Title: Using the problem-solving style in the feedback interviewLesson length: Full dayLearning objectives:1.Define the eight key behaviors used in the problem-solving style of giving appraisal feedback without error2.Demonstrate the eight key behaviors in an appraisal feedback role play without errorTarget Audience: ManagersPre-requisites:Trainee: NoneInstructor: Familiarity with the tell-and-sell, tell-and-listen, and problem-solving approaches used in performance appraisal feedback interviewsRoom Arrangement: Fan TypeMaterials and Equipment Needed: VCR, over-head projector, pens, transparencies, VCR tape titled “Performance Appraisal Interviews,” role-play exercises
![Page 31: TRAINING AND DEVELOPMENT. - A planned effort by a company to facilitate employees’ learning of job-related competencies. Training Defined:](https://reader030.vdocuments.net/reader030/viewer/2022032802/56649e115503460f94afdfa5/html5/thumbnails/31.jpg)