TRAINING AND DEVELOPMENT Flashcards
systematic acquisition of skills, rules,
concepts, or attitudes that result in the improved
performance
Training
A systematic process of providing opportunities for
employees to develop the job-specific skills, experience
and knowledge they need to do their job or improve their
performance.
Training
What is involved in TRAINING?
- Learning
* Performance
a relatively permanent change in behavior and
human capabilities produced by experience and practice.
• Learning
actions or behaviors relevant to the
organization’s goals; measured in terms of each
individual’s proficiency
• Performance
increases a chance of learning and learning creates
better performance
Training
What are the learning outcomes?
Cognitive outcome
Skill-based outcome
Affective outcome
type of learning outcome that
includes declarative
Cognitive outcome
knowledge, or knowledge of rules, facts, and principles.
Cognitive outcome
type of learning outcome that
concerns the development of motor or technical skills.
Skill-based outcome
type of learning outcome that
includes attitudes or beliefs
Affective outcome
• Maintains qualified products/services.
Importance of Training
• Achieves high service standards.
Importance of Training
• Provides information for new comers.
Importance of Training
• Refreshes memory of old employees
Importance of Training
• Achieves learning about new things: technology;
products/service delivery
Importance of Training
• Reduces mistakes-minimizing costs
Importance of Training
• Opportunity for staff to feedback/suggest improvements
benefit of a training
•Improves communication and relationships-better
teamwork.
benefit of a training
• Most training is targeted to ensure trainees “learn”
something they apply to their job.
Benefit of a training
What are the Objectives of TRAINING and DEVELOPMENT?
Productivity
Effectiveness in present job.
Qualification
Morale boost
quality/quantity improvement.
Productivity
personal development and
advancement.
Qualification
foster loyalty, cooperation, favorable
attitudes.
Morale boost
FIVE PARTS OF TRAINING PROCESS
- Determining Training Needs
- Designing Training Programs/Training Objectives
- Developing Training Program
- Implementation
- Evaluation
What is manpower?
• The portion of the population which has actual or
potential capability to contribute to the production of
goods and services.
• Determine the types of training
Determining Training Needs
TYPES OF NEED ANALYSIS
ORGANNIZATIONAL ANALYSIS
TASK ANALYSIS
PERSON ANALYSIS
Examines company wide goals and problems to determine where training is needed
ORGANNIZATIONAL ANALYSIS
examines task performed and KSAOs required to determine what employee must do to perform successfully
TASK ANALYSIS
Examines knowledge, skills, and current performance to determine who need training
PERSON ANALYSIS
What are the Methods used to gather needs
assessment/analysis
•Performance Appraisal Scores •Survey questionnaire •Observation • Focus groups •Interviews • Skill and Knowledge Tests • Documentation examination – involves examining records like absenteeism, turnover, accident rates, performance appraisal. • Critical incidents
Training Goals and Objectives should
- What learners are expected to do
- The conditions under which they are expected to do it
- The level at which they are expected to do it
Outcome of the training objectives category
- Instructional Objective
- Organizational and departmental objectives
- Individual and growth objectives
What principles, facts, and
concepts should be learned in the training program.
Instructional Objective
What
impact will the training have on organizational and
department
• Organizational and departmental objectives
• Organizational and departmental objectives
Individual and growth objectives
training for supplementary skills and
knowledge in order to increase the occupational
mobility of a work or to improve his standard of
performance.
Upgrading
process of further training in work currently
performed in order to improve job performance. To
regain skills and knowledge which may been parky
forgotten as a result of lengthy interruptions in
performance of an occupation
Refresher
training given to consolidate, deepen,
and broaden skills and knowledge for a particular task,
function or aspect of worker’s occupation.
Specialization
training for acquisition of skills and
knowledge required in an occupation other than the one
for which the person was originally trained
Retraining
Relate the training to an employee’s immediate jobopportunity to apply their skills. Training program has a
reputation as being effective and useful.
Motivating employees
Training must be interesting
Motivating employees
•Increase employee buy-in
Motivating employees
• Provide incentives –
Motivating employees
• Provide food.
Motivating employees
• Reduce stress associated with attending.
Motivating employees
• Feedback – positive feedback during training
Motivating employees
designed to increase a particular skill
an employee needs either to be promoted or receive a
pay raise.
Provide incentives
Training Methods
- Conducting Classroom instruction
2. Hands on Methods
seminar, lecture or
workshop/ Off-the –job training
Conducting Classroom instruction
Developing the training curriculum, topic, outline,
visuals, handouts, and videos, role play exercisesimproving interpersonal skills through acting simulated
roles, ice breakers, case study.
Conducting Classroom instruction
trainee is actively involved in
learning.
Hands on Methods
Includes On-the –job Training, Apprenticeship,
Simulated Training
Hands on Methods
OJT
On-the –job Training
means having a person learn a job by actually
performing it. Informal training by experienced peers and
supervisors that occurs on the job and during job tasks
OJT
works best for teaching skills that require supervision
to learn, are best learned through repetition, and benefit
form role modelling.
OJT
OJT Techniques/ Methods
Internships and Assistantships
Job rotation
Apprenticeship Training
require a higher level of
formal education than required by the skills trades.
Internships and Assistantships
Students are employed by a business organization and
work just as the same as other full-time employees. They
perform under the direction of a faculty from the school.
Internships and Assistantships
Movement from one position to another
provides employees with exposure to a number of
different job functions and broad grasp of the over-all
purpose of an organization
Job rotation
Allows lateral transfer and greater flexibility in replacing
absent workers
Job rotation
provides beginning workers
with comprehensive training in the practical and
theoretical aspects of work required in a highly skilled
occupation.
Apprenticeship Training
similar to them in
significant ways.
Characteristics of the Model
employee must pay
attention, retain information and reproduce the
behavior
Characteristics of the Observer
experienced employees working with new
employees and professional coaches who work with all
employees.
Coaching
A veteran in the
organization who takes a special interest in a new
employee and helps him not only to adjust to the job but
also to advance in the organization.
Mentoring
programmed instruction, self-paced,
active participation, small chunks of information.
• Distance Learning
Kinds of Technology based-Training
- Distance Learning
* Computer-Based or Web Based Programmed Instruction
practicing a task even after it has been
successfully learned.
Overlearning
Employees must have the skills and abilities to complete the
training successfully
Step 4 Implementation
There should be minimal outside factors that might distract
the employee
Step 4 Implementation
Employee Reactions & Employee Learning
Step 5 Evaluation
What are the Levels of Training Effectiveness?
- Learning Level
- Behavioral Level
- Results Level
assess the acquisition of knowledge,
skills, attitudes, and behavior.
Learning Level
measures the improvement of
behavior on the job. Degree of application of training
Behavioral Level
measures the business results achieved
by the trainee. Business impact by evaluating the goals
for training were met
Results Level
accounting for the cost of the training.
ROI
salaries and benefits for all employees
involved in training
• Direct costs-
