employee training and development seminar

Training and Development

Anuj Bhandari

Bikash Karna

Laxmeshwor Mishra

Ravi Chandra Amatya

Shrawan Shrestha

Copyright © 2005 by South-Western, a division of Thomson Learning. All rights reserved.

CFO : What happens if we spend money

training our people and then they leave?

CEO: What happens if we don't and they stay?


Human Resource Management

Develop an Effective Workforce

Training and DevelopmentAppraisal

Maintain an Effective Workforce

Wage and salary

Benefits

Labor relations

Terminations

HRM planning

Job analysis

Forecasting

Recruiting

Selecting

Attract an Effective Workforce

Company Strategy


Organizational Dynamics and Role of T&D

Organization are always changing

– Technology improves

– Organizational values change

– Business strategies change

– Customer needs change

If KSA are not updated, employees will not perform well.

Performance = A × M × O

Employees are given the opportunity to perform because

they need to be motivated. However, they will not

perform well without ability.

Ability is not just natural talent, it is mostly learned.

Therefore, an appropriately trained and developed

workforce can mean the difference between success and

failure.4

Copyright © 2005 by South-Western, a division of Thomson Learning. All rights reserved.5

The benefit to the organization

• increased efficiency and productivity;

• reduction in costs;

• reduction in supervisory problems and grievances;

• reduction in accidents;

• improved quality;

• improved motivation and morale among employees;

• encouraging a culture of flexibility;

• developing a culture of learning;

• easing skills shortages;

• planning for succession.


The individual

• the acquisition of new skills;

• increase in employment prospects;

• improved promotion prospects;

• increased ability to cope with the pressures of work

resulting in less stress at work;

• increased job satisfaction.



Definitions

Training is designed to permit learners to

acquire knowledge and skills needed for their

present jobs.

Development involves learning that goes

beyond today’s job and has a more long-term

focus.

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It is the means by which an organization invests in its

employees.

Change requires new skills and attitudes, so

organizations that do not invest in training and

development cannot hope to benefit from change.

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Training Versus Development

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Learn specific

behaviors and actions:

Demonstrate techniques

and process

Understand information

concepts and context:

Develop judgment:

Expand capacities

for assignments

Shorter-term Longer-term

Performance appraisals,

Cost/benefit analysis,

Passing tests, or

certification

Qualified people available

when needed:

Promotion from within

possible: HR-based

competitive advantage

Focus:

Time Frame:

Effectiveness

Measures:

Training Development


Training and Development: Then and Now

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Traditional Now

1. Expense or cost 1. Investment

2. Cut from the

budget

2. Changes in the

perception of people

as a resource

3. Training 3. Learning

4. Offer a job 4. Promote

Employability


Factors Influencing Training and Development

Top Management Support

Commitment from Specialists and Generalists

Learning Styles

Other Human Resource Functions

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Training Process

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• TRAINING NEEDS ASSESMENT

• ENSURE EMPLOYEE READINESS

• CREATE LEARNING ENVIRONMENT

• SELECT TRAINING METHOD AND

MATERIAL

• CONDUCT TRAINING

• ENSURE TRANSFER OF TRAINING

• EVALUATE TRAINING


System model of training process

Diagnosis Development Delivery Evaluation

Identify needs

Ensure learning

readiness & environment

Develop material/ models &

choose methods

Conduct evaluation

Conduct training

Develop criteria

Derive

objectives


Training Needs Assessment

Organizational analysis involves determining the

appropriateness of training, giving the company’s business

strategy, its resources available for training, and support by

managers and peers for training activities.

Task analysis identifies the important tasks and knowledge,

skill, and behaviors that need to be emphasized in training for

employees to complete their jobs.

Person analysis involves determining whether performance

deficiencies result from a lack of knowledge, skill or ability,

identifying who needs training and determining employees'

readiness for training.


Training Needs Assessment

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The

Skills

Gap

Skills

Already

Acquire

d

Skills

Needed


Training Cycle

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Organizational

Training Policy

Identification of

Training Needs

Plan of Training

Required

Implementation

of Training

Evaluation of

Training


Training needs analysis

This seeks to identify the gap between:

• the knowledge and skills possessed and the knowledge and

skills required;

• actual performance and target/standard performance

The analysis is not confined to individuals, but to teams,

departments and the corporation as a whole.

The training need is any shortcoming, gap or problem that

prevents the individual or organization achieving its objective

and can be overcome or reduced by training.


Levels of Training Needs Assessment

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Organization – wide – sourcesGrievances Observations Exit interviews Accidents

Complaints Waste/ Scraps Equipment use Training observations

Task Analysis SourcesJob requirements = Employee KSAs

Job description Requirements = Job Specifications

Individual Employee SourcesTests Questionnaires Records Attitude Surveys

Performance Appraisals


Using Job Performance to Analyze Training Needs

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Plan of Training Required

Based on training OBJECTIVES, plan for

Techniques/Methods

Contents

Locations

Trainers

Evaluation20


Implementation Phase

Once training needs have been assessed and training

objectives identified, then appropriate the training

approaches and methods must be selected.

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Which Training Method?

Films, videos, slides, audiotapes

and chalkboards

Video conferencing

Facilitate Self directed Learning

methods

Helps learn motivational

technique, leadership skills,

team work

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Informational


Training Method -

On the job training places the employees in actual work

situations and makes them appear to be immediately

productive.

Orientation

Coaching

Mentoring

Job Rotation

Job Instruction Techniques

Apprenticeship

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Experimental


Training Method -

Off the job Training Off the job training is provided for

employees working in other functional aspects of management-

finance, marketing, administration.

Lectures

Conference

Audio Visual Techniques

Vestibule Training

Simulation Exercise

Management Games

Case Study

Role Playing24

Experimental


Consideration when selecting training Approaches

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Which training is best suitable?

Threshold/ Orientation training

Continuing or Refresher training

Remedial training

Upgrading training

Retraining

Cross training/ upscaling training

Re-entry training


Evaluation Phase

Measure Individual and Group performances

Figure out improvement areas

Determine if training is aligned with objectives

Ways of Evaluation

– Cost/benefit analysis

– Benchmarking

– Levels of Evaluation

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Balancing Costs and Benefits of Training

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Costs

•Trainer’s salary

•Materials for training

•Living expenses

•Costs of facilities

•Equipment

•Transportation

•Trainee’s salary

•Lost Production

(opportunity cost)

Benefits

•Increase in production

•Reduction in errors

•Reduction in turnover

•Less supervision necessary

•Ability to advance

•New capabilities

•Attitude changes


Benchmarking

Benchmark measures of training that are compared

from one organization to others.

HR professionals in an organization gather data on

training and compare it to data on training at other

organizations in the same industry and same size.

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Levels of training evaluation

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Levels of training evaluation

Reaction: Organization evaluate the reaction

level of trainees by conducting interviews or by

administering questionnaires to the trainees.

Learning: Learning level can be evaluated by

measuring how well trainees have learned facts,

ideas, concepts, theories, and attitudes.


Levels of training evaluation (Cont.)

Behavior: Behavioral level involves measuring

the effect of training on job performance through

interviews of trainees and their coworkers and

observing job performance.

Results: Results, such as productivity, turnover,

quality, time, sales, and costs, by measuring the

effect of training on the achievement of

organizational objective.


Steps to Effective Training and Development

View training and development as an investment.

Match training and development to organizational

objectives.

Assess training needs in consultation with the potential

trainee and the line manager.

Don’t treat training as a punishment.

Put a monitoring and evaluation procedure in place.

Remember that leaning never stops.

Structure the training.

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Thank You Very Much

For Your Attention

1-35

employee training and development seminar

Recruiting & HR