Training &

Development
What is Training?

Training is a systematic process through which an

organization’s human resources gain knowledge and
develop skills by instruction and practical activities
that result in improved corporate performance.

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Benefits of Training

Improve Increase
performance employee
commitment

Improve Help develop a

operational positive culture
flexibility

Attract high- Provide higher

quality levels of service
employees to customers

Help manage
change
Difference between Training & Development

Training Development
Providing the opportunity for an
Teaching a person a individual to improve their
particular skill or type of knowledge and abilities for their
behaviour overall growth.

Short Term Long Term

Focus on Present/ immediate Future Role

need
Concentrated towards Job & Career & possibility
ability
Conceptual and general
Aim at specific job or role
knowledge
related
Training Process

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 Steps in the Training Process
Assessing training needs

Planning future Step 1

training Preparing training plan
Step 8 Step 2

Specifying the
Evaluating Step 7 Process Step 3 Objectives &
the training Designing the
training program

Step 6 Step 4
Implementing the
training program Selecting the
Step 5
instructional methods

Completing the training plan

 Training Needs Analysis
Input Process Output
Organizational
Analysis
Objectives
Resources
Environment Training
Needs
TRIGGER
Operational Identify
Actual Organizational Analysis Performance
Performance Expected
Performance Discrepancy (PD)
(AOP) < Expected
(EP) And Causes of PD
Organizational
Performance (EOP)
Non
Person Analysis Training
Actual Needs
Performance
(AP)
Identification of Training Needs

Organizational Analysis:
◦ Goals, target areas, strategies, business

Task Analysis:
◦ Job Descriptions and Specifications, or Competency Models
→KSAs

Person Analysis:
◦ Performance Appraisal, Interviews, Questionnaires
Preparing Training Plan

Consider whether to design a long (5-10 years), medium (3-5

years) or short (1 year) term plan.

Ask your self “What are we going to achieve in the time

period?”

Use a holistic approach by using a calendar for inputting

your training activities.

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 Training Calendar Example
Training Area Month in the year
1 2 3 4 5 6 7...
Attitude
Train the trainer
Job competency
Sales techniques
Supply chain
Management
…
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Training Objectives must be specific & measurable.

➢ What should trainees be able to accomplish after participating in

the training program?
➢What is the desired level of such accomplishment, according to
industry or organizational standards?

➢Do you want to develop attitudes, skills, knowledge or some

combination of these three?

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Designing the Training Program(s)
1. Program duration 7. Training location &
environment
2. Program structure
3. Instruction methods 8. Criteria & methods
for assessing
4. Trainers qualification participant learning
and achievement
5. Nature of trainees
9. Criteria & methods
6. Support resources – for evaluating the
materials, AV facility, program
classroom

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Selecting Instructional Methods
On-the job-training (OJT)
◦ learn while you’re working
Off -the job-training
◦ In house, training or classroom
◦ External, consultancies or attending external classes
◦ Independent bodies, such as government talks
◦ Distance learning, from books or notes
◦ Computer-assisted learning /E-learning / M-learning
◦ Interactive-video training
◦ Video conferencing

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 Completing the Training Plan
Target group – assess your audience
Topic – task, skill or attitude ingredient
Method – direct (one way communication) or indirect
(discussion, games, experimental exercises…). Important
as evaluation of trainees usually lies on the perception
on what they did in the training session
Time – length, period, breaks important to consider
Location – away from the office?

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 Implementing the Training
Program
Besides trainers qualifications and experience:
➢Participant selection
➢Group comfort - physical & psychological
➢Trainer enthusiasm & skills
➢Effective communication
➢Feedback mechanism
➢The need to learn new training skills
➢Preparation by trainers

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Evaluating the Training

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Planning Future Training
After taking all evaluated comments, trainers
should modify the programs to keep good things
and make suggested improvements
◦ Remember, even with the same topic for different
trainees, trainers should address many parts of the
training process again and consider new approaches.

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Types of Training Programs

Presentation Methods

Hands-On Methods

Group Building
Methods
Presentation Methods
Presentation methods - methods in which
trainees are passive recipients of information
This information may include:
◦ Facts or information
◦ Processes
◦ Problem – solving methods
Presentation methods include:
◦ Lectures
◦ Audio-visual techniques
 Hands-on Methods
Training methods that These methods include:
require the trainee to be ◦ On-the-job training (OJT)
actively involved in learning ◦ Simulations
◦ Case studies
◦ Business games
◦ Role plays
◦ Behavior modeling
Group Building Methods
Group building methods - training methods designed to
improve team or group effectiveness
Training directed at improving trainees’ skills as well as team
effectiveness
Group building methods involve trainees:
◦ sharing ideas and experiences
◦ building group identity
◦ understanding interpersonal dynamics
◦ learning their strengths and weaknesses and of their co-
workers
Group Building Methods
Group techniques focus on helping teams increase their skills for
effective teamwork
Group building methods often involve experiential learning
Group building methods include:
◦ Adventure Learning
◦ Team Training
◦ Action Learning