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Training and Development

This document discusses training and development programs in organizations. It defines training as altering employee behavior, knowledge and skills to achieve organizational goals, while development has a longer-term focus on learning beyond the current job. The purposes of training are to create a pool of replacements, enhance technology adoption, build team effectiveness and improve morale. Benefits include increased productivity, reduced turnover, financial gains, less supervision needed, and improved performance and employee relations. A proper training process assesses needs, sets objectives, selects trainees, implements methods, and evaluates results.

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53 views

Training and Development

This document discusses training and development programs in organizations. It defines training as altering employee behavior, knowledge and skills to achieve organizational goals, while development has a longer-term focus on learning beyond the current job. The purposes of training are to create a pool of replacements, enhance technology adoption, build team effectiveness and improve morale. Benefits include increased productivity, reduced turnover, financial gains, less supervision needed, and improved performance and employee relations. A proper training process assesses needs, sets objectives, selects trainees, implements methods, and evaluates results.

Uploaded by

marylynatimango135
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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TRAINING & DEVELOPMENT

By: OMONY Emmanuel Peace


0784761542
SCOPE OF THE LECTURE
All employees in an organization need
certain areas of knowledge or skills to
be able to perform and improve in
their current jobs. The quality of
employees and their development
through training and education are
major factors in determining long-term
achievement of an organization.
SCOPE OF THE LECTURE
Ongoing training & development for
current employees helps them adjust
to rapidly changing job requirements.
it is good policy to invest in the
development of their skills, so they
can increase their productivity. This
lecture describes the purposes, needs
and importance of training &
development program in organization.
OBJECTIVES OF THIS LECTURE
Upon completing this chapter student should be able to:
1. Define the concepts of training & development
(T&D)
2. Describe the purposes of training
3. Determine the training needs
4. Describe the training techniques
5. Describe factors that influence training
effectiveness
6. Describe methods to evaluate the effectiveness of
training
WHAT IS TRAINING & DEVELOPMENT
 Training – is a systematic process of altering
the behaviour, knowledge and skills of
employees in a direction that will achieved
organisation goals.
 Development – is learning that goes beyond
today’s job. It has a more long term focus.
 Any activities that improves individual and
organizational performance and assists an
agency in achieving its mission and
performance goals.
THE PURPOSE OF T & D
Employee training and development is an important part
of HRM activities. Reasons for emphasizing the need for
training and development of personnel include:-
•Creating a pool of readily available and adequate
replacements for personnel who may leave or move up
in the organization.
•Enhancing the company's ability to adopt and use
advances in technology because of a sufficiently
knowledgeable staff.
•Building a more efficient, effective and highly motivated
team, which enhances the company's competitive
position and improves employee morale.
•Ensuring adequate human resources for expansion into
new programs.
THE BENEFITS OF T & D
Research has shown specific benefits that an organisation
receives from training and developing its workers,
including:
•Increased productivity.
•Reduced employee turnover.
•Increased efficiency resulting in financial gains.
•Decreased need for supervision.
•Improve performance on the job
•Motivate employees
•Improve employee and employer relations.
•Satisfy personal needs
•Help the employees to develop his/her own career
THE TRAINING PROCESS
The model below traces the steps necessary
in the training process:
•Organizational Objectives
•Needs Assessment
•Is There a Gap?
•Training Objectives
•Select the Trainees
•Select the Training Methods and Mode
•Choose a Means of Evaluating
•Administer Training
•Evaluate the Training
TRAINING NEED ASSESSMENT

Training needs can be assessed by


analyzing three major human resource
areas: the organization as a whole, the job
characteristics and the needs of the
individuals. This analysis will provide
answers to the following questions:
•Where is training needed?
•What specifically must an employee learn in
order to be more productive?
•Who needs to be trained?
METHODS OF ASSESSING T&D NEEDS
• Observed employee – how they performing the job
• Listen to employee – ask the employee the problems
in performing the job
• Ask supervisor about employees’ needs

• Examine the problems employees have.

By these methods, HR manager is actually conducting


a performance analysis. An individual employees
can be evaluated by comparing their current skill
levels or performance to the organization's
performance standards or anticipated needs. Any
discrepancies between actual and anticipated skill
levels identifies a training need.
APPROACHES TO T&D
 Apprentice training – a training program
conducted by schools or institutions before
employment
 On-the-job training – is a formal approach
to training that permits an employee to learn
job tasks by actually performing them.
Training in a real work situation/place and
show the job by an experience employee or
supervisor.
Job instruction
Coaching and counselling
Transfer and rotation
 Off-the-job training- training at training centre,
whether it is done in organisation or elsewhere.
Conducted by full-time training staffs.
 Lecture
 Video presentation
 Case study.
 Role playing
 Self-study
 Laboratory training
 Programmed instruction and computer
assisted training – is a technique for instruction
without the presence of a human instructor, by
using computer program eg; internet
EVALUATING T&D EFFECTIVENESS
 Participant’s Opinion – The reactions by
trainees to the training contents and
process
 Extent of Learning – The knowledge
acquired through the training experience.
 Behavioural Change - Changes in
behaviour that result from the training
 Accomplishment of T&D Objectives –
measureable result or improvement in the
individual or organisation.
METHODS OF EVALUATION
 Pre-test – to establish the level of
knowledge before training program begins.
 Post-test – to determine whether
information was communicated after
training program begins
 Follow-up studies – to see how well
learning was retained after few weeks or
methods training.
CONCLUSION
Training and development (T&D) programs is
designed to improve the ability of the employee to
perform the particular job, and to make the most
efficient use of resources possible. A Careful
attention to these programs will contribute to the
success and achievement of the organizational
goals. Many training programs fall short of their
expectations simply because the administrator
failed to implement its in the most efficient manner.
An effective T&D programs will contribute to
employee and the organizational performance.

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