training ppt - Copy

Training

Organized activity which aims at imparting information and/or

instructions to improve the recipient's performance or to help him

or her attain a required level of knowledge or skill.

Need of Training

• Changing Technology• Improving Productivity• Demanding customers• Improved motivation• Accuracy of output• Better Management

Scope of Training Needs

• At

the level of all individuals

• Specific groups in an organization

• Particular individuals in an organization

Process of Training

Types of Skill Training

Soft Skill Training

communication skills

conflict resolution and

negotiation

personal effectiveness

creative problem solving

strategic thinking

Customer relations etc

Hard Skill Training

facility with spreadsheet

typing

proficiency with software

applications

operating machinery

Software development

( technical skill) etc

forms of Training

Skill Training

Technical Training

Refresher Training

Continue:

Cross Functional Training

Team Training

Creativity Training

Continue:

Diversity Training

Literacy Training

Ethics Training

Continue:

Behavioral Training

Functional Training

Selection of Trainers Identity trainers competencies

Behavior based interview with human resource

Candidate presentation

Select trainers

Selection of Trainers

• Identify Trainer Competencies

The competencies are the foundation upon which trainer

candidates are evaluated, selected, and trained. These

competencies can be used as is, or can be customized to fit

organization’s particular environment.

• Behavior-Based Interview

Behavior-Based Interview with Human Resources

behavior-based questions are those which relate directly to the

identified trainer competencies.

Continue:• Candidate Presentations

All candidates who pass the Behavior-Based Interview with HR

will proceed to the next phase of the interview process – the

presentation. The candidates will be required to present training

module to a panel.

• Selection

Based upon the results of the Behavior-Based Interview and the

Candidate Presentations, the qualified candidates are selected

and sent on to the next Phase of the process – Train-the-Trainer

Instruction.

Types of Training

Technical Training

Functional Training

Behavioral Training

Behavioral Training•Behavioral methods are more of giving practical training to the trainees.

•This methods are best used for Skill Development.

Methods of Behavioral training

games and simulation:

Games is defined as spirited activity or exercise in which trainees

compete with each other as per stated set of rules

Simulation is creating computer versions of real life games( it is

about imitating or making judgment how events might occur in a

real life situation )

Behavior Modeling• In this Method some kind of process or behavior is videotaped and

then is watched by the trainees.

• The trainees first observe the behavior modeled in the video and

then reproduce the behavior on the job

Technical Training

• Computer Training

• Knowledge training

• Safety Training

• Quality TrainingOften specific to a job, process or a piece of equipment, but also can

be more general.

Level of Technical Training:-• Basic • Intermediate • Advanced

Basic:To prepare entry level employees to perform the basic functional

responsibilitiesIntermediate:On the job training in General Procedures, Methods and Tools.Advanced : Machinery / Process specific training

Functional Training• When a training is been given to a trainee specifically which sticks up

to his concern department in which he works is Functional Training.

• For example, a group of marketing people generally "speak the same

language," and they have a solid understanding of what their

department is trying to accomplish.

Cross Functional Training• Training employees to perform a wider variety

of tasks in order to gain:• Flexibility in work scheduling• Improve co-ordination

Training

effectiveness

Training effectiveness is the degree to which trainees are able to learn and

apply the knowledge and skills acquired during the programme.

influenced by the attitudes, interests, values and expectations of the

trainees and the training environment.

more effective when the trainees want to learn, are involved in their

jobs and have career plans.

Contents of training programme, and the ability of trainers also

determine training effectiveness to a certain extent

Some of the criteria to measure training effectiveness are the trainees’

reactions, their extent of learning, improvement in job behavior, and the

results at the job.

Administering Pre and Post Assessments

• Remember the key steps:– Decide what you want to measure.– Select or develop the assessment tool you want to use to collect data.– Establish the pre-post assessment period.– Analyze and interpret the data– Report findings to your department– Use the data to improve and develop your program

Evaluation Process - I

Conduct a need analysis

Developing measurable learning outcomes and analyze transfer of training

Develop outcome measures

Choose an evaluation Strategy

Plan and execute evaluation

Evaluation Process - II

Step 1: Identify the Purposes of Evaluation• Before developing evaluation systems, the purposes of

evaluation must be determined.

Step 2: Select Evaluation Method• Kirkpatrick’s four levels of evaluating training programs

Reaction, learning, behavior, and result

Step 3: Design Evaluation Tools• Questionnaire• Pre/Post Test• Impact Survey

Step 4: Collect Data

The trainer has to collect the data of evaluation form from the trainee and their feedback performs a high scale in the analysis of pre training performance and post training performance of the trainee himself and the overall calculation of benefit of conducting the training programme.

Step 5: Analyze and report the result

Finally the trainer along with the HR team creates the result or outcome of conducting the training programme, by which a proper action is been taken for improvement in the same.

Pre Training Evaluation

When a questionnaire/ form is made filled up by the trainee

before conducting the training programme as a source of

gaining the requirements of trainee for their training

( showcasing by the trainee which skill he lacks)

This allows the trainer to conduct the training session as per the

requirement of the trainees and organization

Post training evaluation

• When a questionnaire/ form is made filled up by the

trainee after conducting the training programme as a

source of gaining the knowledge and benefit that they

have acquired through the means of attending the

training programme

• This allows the trainer to make analysis of how effective

the training was and has it been performed as per the

planning

Changing trends in training

• changed from training individuals to training teams of people, comprising of

members across the hierarchies.

• an inter-group learning character.

• a part of a higher-end corporate relearning exercise.

• Socio-technical systems are influencing the training processes in

organizations.

Continue:

• Diversity Training

• Retraining

• making a learning organization into a learning system.

Kirkpatrick Model of training Effectiveness

Before Training

It deals with getting the participants' managers to conduct a pre-course

briefing with each participant. If they do not know how, show them.

This briefing is the place for each manager to introduce discussion

about how the principles, techniques and skills learned will be applied

practically once the participant returns from the training event. Their

manager is also in the best position to ensure that participants have

completed any pre-requisite reading or exercises. Most important of

all, the pre-course briefing sends a powerful message that the

organization cares about the employee's development and is serious

about seeing the benefits of training.

During Training

For training to be effective, the fundamentals of training design will need to

have been followed. These basics include selecting the right trainees,

matching performance objectives to organizational outcomes, delivering at

the right time and choosing the appropriate methods and delivery modes.

In addition, the following four points need to be kept in mind during the

conduct of the training sessions.

Goal Orientation

Real Work Relevance

Practice

Interpersonal Interaction

After Training

Transferring skills to the workplace at the conclusion of the

training program begins with a post-course debriefing.

Continuing on from the pre-course briefing, get participants'

managers to review with the participants the content of the

training and the participants' experiences. The post-course

debriefing is an ideal juncture at which to identify, plan and

agree with the employee where the skills will be applied and to

set specific goals for their application.

Training Effectiveness should address 3 categories:

Training Activities

Evaluation Activities

Training Effectiveness indicator

Training Organization In India

• OUTREACH • Guru Prevails• SIEGER training• Teamlease• Empower Activities Camp• Maven• Enroot training• Core Excellence• MMM training solutions

(Mumbai)• New horizons (IT)• XLpro

• ITIL Training Organization• Info school• Vriddhi ( IT )• Indo German Training

Centre• Ohana• Myndpower training

consultant• STEP consulting• Mitesh Khatri• Acreaty• Spark

Training Organization In Mumbai

• Mind flex training • Aptech learning solution• St. Angelo’s Corporate

Training Solutions• Talenthome solutions• L.R. Associates Private LTD• Skillhike• Grotal