Training & development

TrainingModule: 2

&Orientation

Training is a process by which people improve their knowledge, skills and attitudes and use them to enhance their performance on the job.

Understanding the Concept “Planned efforts designed to facilitate the

acquisition of relevant skills, Knowledge and attitude by Organizational members”.

DefinitionM

eaning

Training Development Education TeachingBasic skill

enhancement specific to a job or

task with immediate or short

term application.

Linked to the overall improvement of the

employee’s knowledge, skill and attitude and the resultant behaviour over

a longer period

Building the ability of the individual to

interpret knowledge. Usually linked to a

formal qualification

Is about educating people, sharing wisdom,

making people more

knowledgeable.

Learning Dimensions

Training Development

Meant for Operatives Executives

Focus Current job Current and future jobs

Scope Individual Work group+ organization

Goal Fix current skills Future work demands

Initiated by Management Individual

Content Specific job related information

General knowledge

Time frame Immediate Long term

Understanding the Concept

Training Needs Assessment

Organizational analysis

Person analysisTask & role analysis

1. Analysis of objective: short term & long term2. Resource utilization analysis: human, physical & financial3. Environmental scanning: social, economical, political, technological4. Organizational climate analysis: turnover & absenteeism ratio

ORGANIZATIONAL ANALYSIS 1. Job 2. Components3. Operations & conditions of job4. Skills, knowledge, attitude5. Methods

TASK & ROLE ANALYSIS

1. Poor performers2. Person potential

PERSON ANALYSIS

Organizational analysisOrganizational goals &

objectivesPersonnel inventories

Skills inventoriesClimate analysisEfficiency indexExit interview

MBOCustomer satisfaction

survey

Task analysis

Job description Job specification

Performance standardWork sampling

Reviewing literatureAsking questions about

job

Person analysis

Performance appraisalsWork sampling

InterviewsQuestionnaire

TestsTraining progress

Rating scalesDiaries

Role play

Data Sources Used In Training Need Assessment

Training Needs Assessment

Need Assessment

Training & Development

Objectives

Evaluation Criteria

Program Content

Learning Principles

Evaluation

Actual Program

Skills ,Knowledge,Ability of workers

The Process of Training

Preliminary steps in preparing a Training & Development Program

Designing training and development program

I. Who are the trainees?II. Who are the trainers?III. What techniques & methods?IV. What should be the level of training?V. What principles of learning?VI. Where to conduct the program?

What principles of learning:Motivation

Recognition of Individual differencesPractice opportunities

ReinforcementFeedback

GoalsSchedule of learningMeaning of materialTransfer of learning

Where to conduct the program:I. At the job itselfII. On site but not the jobIII. Off the site

Objectives/Need/Importance or Benefits of Training

• Better quality of work• Higher productivity• Cost reduction• High morale• Reduced supervision• Less learning period• Personal growth• Fewer accidents• Brings loyalty

• Self confidence• Safety• Higher earning• Promotion • adaptability• New skills• Personal growth

To employeesTo Organization

Concept of Primary Market“Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization”.

Formal

InformalIndividual

Collective

Serial

Disjunctive

Investiture

Divestiture

Strategic choices of orientation

• To help the new comer to overcome his shyness• To build new employee’s confidence• To develop the new entrants a sense of belonging and loyalty• To foster a close relationship…• To prevent false impression and negative attitude of the new employees• To give the new comers necessary information like canteen, locker room.

Rest periods and leave rules etc…

Objectives of orientation

• Welcoming to the organization• Brief history and operations of the company.• The company’s organization structure.• Policies and procedure of the company.• Products and services of the company.• Location of department and employee facilities.• Safety measures.• Grievances procedures.• Benefits and services of employee.• Standing orders and disciplinary procedures.• Opportunities for training, promotions, transfer etc.• Suggestion schemes.• Rules and regulations.

Contents of Orientation Steps of OrientationOr

Pros & Cons of Orientation• It helps to build two way communication• It facilitates informal relations and team work• Induction is helpful in supplying information about the

organization, job, and welfare of employees• Proper Induction will reduce employees grievances,

absenteeism and labor turnover• Induction helps to develop good public relations and improve

the overall morale of employees• An Induction program proves that the company is taking a

sincere interest in getting him off to a good start

1. Employee is overwhelmed with too much information in a short time.2. Employee is overloaded with form to complete.3. Employees mistakes can damage the company.4. Employee is asked to perform tasks where there are high chances of failure that could

needlessly discourage the employee. 5. Employee is thrown into action too soon.6. Employee ‘s wrong perceptions because of short periods spent on each job.

Benefits

Problems

Evaluation of orientation programme

Complete a questionnaire

Suggestions from the employees to know their opinion

Group discussion sessions

• Duration of orientation is normally for a short period of time, whereas training is carried out for a longer period of time and with intervals between its sessions, if necessary.

• Orientation is an introduction, whereas training is the detail on the subject.• Contents of an orientation would brief the common topics all employees need to know, whereas

training would contain specific information relating to the area the employee is from.• Training can be outsourced to specialist trainers depending on the requirement, whereas

orientation can only be done in-house by the company trainers.• Orientation happens first before training.

What is the difference between Orientation and Training?

EmployeeTraining

Methods

On the Job Training

• Vestibule training is a type of instruction using a vestibule, a small area away from the actual worksite, consisting of training equipment exactly duplicating the materials and equipment used on the job.

• The purpose of vestibule training is to reproduce an actual work setting and place it under the trainer's control to allow for immediate and constructive feedback.

• Training vestibules are useful because they allow trainees to practice while avoiding personal injury and damage to expensive equipment without affecting production.

• 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.

Vestibule Training

On-the-job training (OJT) refers to new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behaviour.

Training a person to learn by actually doing it. Every employee from mailroom clerk to company president, get on-the-job training when he or she joins a firm.

1. Prepares a trainee with an overview of the job its purpose, and the results desired,2. Demonstrates the task or the skill to the trainee, 3. Allows the trainee to mimic the demonstration on his or her own 4. Employee does the job independently 5. Follows up to provide feedback and help.

Listing each job’s basic task, along with key points, in order to provide step-by-step training for employees.

It is used in that types of jobs which consist of a logical sequence of steps also list a corresponding “key point” and

best taught step-by-step process.

Step by step structured training method in which a trainer Job instruction training

It is a structured process people become skilled workers through a combination of classroom instruction and on-the-job training. Craft workers such as plumber,

carpenter etc. are trained under the tutelage of a master craft person.

Coaching refers to the activity of a coach in developing the abilities of coaches or clients. Coaching methods includes both theoretical and practical sections. Where motivational

speeches are done theoretically, workshop, seminars come under practical methods.

Apprenticeship and Coaching

Job Rotation Job rotation is an approach to management development where an individual is moved through a schedule of designed to give him or her a breadth of exposure to the entire operation.

To cross-train employees in a variety of jobs, some trainer move a trainee from

job to job.

Job rotation is also practiced to allow qualified employees to gain more insights into the processes of a company, and to reduce boredom and increase job satisfaction &

skill enhancement through job variation.

Simulation

Training employees on actual equipments used on the job but conducted away from the actual work setting.

One involve a mechanical simulator

that replicates the major features of the work situation. Other

is computer simulation often comes in the

form of games.

Off the Job Training Off the job training involves employees taking training courses away from their place of work.

This is often also referred to as "formal training". Off the job training courses might be run by the business' training department or by external

providers. Use of specialist trainers and accommodation Employee can focus on the training - and not be distracted by work 

• Trainees act out characters assigned to them.• Information regarding the situation is provided to the trainees.• Focus on interpersonal responses.• Outcomes depend on the emotional (and subjective) reactions of the other trainees.• The more meaningful the exercise, the higher the level of participant focus and intensity.

Behaviour modelling is referred to as “matching” or “copying” or as “observational learning” or “imitation”, all of these terms implies that behaviour is learned or modified through the observation of some other individual.

Role Plays

Behavioural Modelling

Training is basically incomplete without lecture. When the trainer begins the training session by telling the aim, goal, agenda, processes, or methods that will be used in training that means the trainer is using the lecture method

Main Features of Lecture Method:

+ Inability to identify and correct misunderstandings

+ Less expensive

+ Can be reached large number of people at once

+ Knowledge building exercise

+ Less effective because lectures require long periods of trainee inactivity

Lectures and Video Presentation

Case StudyIn case study, trainees learn about real or hypothetical circumstances and the actions others take under those circumstances and as result a person can develop decision making skills.

A development method in which the manager is presented with a written description of an organizational problem to diagnose and solve.

In-basket exercise & Business GamesA candidate is given a list of items that must be addressed within a certain time frame. He or she is asked to prioritize the items and justify his reasons to the panel. It’s up to the candidate to determine what is important, and what is urgent.

The exercise gives the department a snapshot of the candidate’s ability to perform the administrative functions of the position. 

Business game refers to games that are used at an educational tool for teaching business. Business games may be carried out for various business training such as: general management, finance, organizational behaviour, human resources, etc.

• Laboratory Training: It is designed to enhance interpersonal skills and to develop desired behavior for future job responsibilities.

• Action Learning: it takes place in small groups that seeks a solution to a real problem confronting the organization, aided by a facilitator who is either an outside consultant or a member of the firm’s in-house staff. OR a training technique by which Management trainer are allowed to work full time analyzing and solving problem in other department.

Other Methods

Evaluation for training effectiveness

What do you mean by “Evaluation” of training and development intervention.

“Training and Development must be regarded as both a cost and an investment to an organization.”

What does the above statement means?

What does it tells us about the need to evaluate our training and development intervention?

What do you mean by evaluation of training

Evaluation is:1. The process for collecting, analyzing, and reporting information useful to decision makers in

selecting amongst alternatives.

2. The process of determining, to what extent the ( training) objectives are actually being realized.

3. The process of providing feedback to trainers about the effectiveness of their training.

• In summary, evaluation should try to find answers to three questions.

– Is the training program effective in achieving its goals.

– If not, what are the deficiencies in the program.

– How can the deficiencies be remedied?