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Training and Development

The document discusses training and development in organizations. It defines training as facilitating employee learning of job-related skills. It outlines the training process from needs assessment through various training methods to evaluation. Training methods can be presentation-based, hands-on, group-focused, on-the-job, or off-the-job using techniques like lectures, simulations, and computer-assisted instruction. Evaluation ensures training objectives were met and knowledge transferred, identifies strengths and weaknesses, and determines financial impacts. Evaluation should be based on clear objectives and standards using techniques like Kirkpatrick's model.

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vinoth
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15 views

Training and Development

The document discusses training and development in organizations. It defines training as facilitating employee learning of job-related skills. It outlines the training process from needs assessment through various training methods to evaluation. Training methods can be presentation-based, hands-on, group-focused, on-the-job, or off-the-job using techniques like lectures, simulations, and computer-assisted instruction. Evaluation ensures training objectives were met and knowledge transferred, identifies strengths and weaknesses, and determines financial impacts. Evaluation should be based on clear objectives and standards using techniques like Kirkpatrick's model.

Uploaded by

vinoth
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Training and Development

What is training?

It is defined as a planned effort to facilitate the learning


of job related knowledge, skills and behaviors by
employees
Training flowchart
Needs
assessment

Employee's
readiness for
training

Learning
environment

Training
methods

Evaluation of
training
Organizational analysis
Task analysis

Needs
assessment
Methods used:
Performance appraisal
Person analysis
Interviews/ exit
interviews
Questionnaires
Rating scales
Quality circles
Designing a training program
• Who are the trainees?
• Who are the trainers?
– Immediate supervisors - Experts in the field
– Co-workers - Outside consultants
– Personnel staff - Faculty members
• Budget
Training methods
• Presentation methods
• Hands on methods
• Group methods
• On- the- job
• Off- the- job
On- the- job methods Off- the- job methods
- Orientation training - Vestibule
- Job instruction training - Lecture
- Apprenticeship - Films/ audio- visuals
- Internships - Conference
- Job rotation - Role playing
- Coaching - Simulation
- Virtual reality
- Programmed instruction
- Computer assisted instruction
- Laboratory training
Evaluation of training programs
• Need for evaluation-
- To identify the program’s strengths and weaknesses.
- To determine whether the program has met the learning
objectives
- To determine whether there has been transfer of
knowledge
- To identify trainee’s benefits out of the program.
- To determine financial benefits & costs of the program.
• Principles of evaluation-
– Evaluator must be clear about the objectives
– Evaluation must be continuous
– Evaluation must be specific
– Based on standards
– Target dates should be fixed for diff phases
• Criteria for evaluation
– Reaction
– Learning
– Behavior change
– Organizational results

• Techniques for evaluation


Donald Kirkpatrick's model

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