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Training and Development

Training and Development involves educational activities aimed at enhancing employee skills and knowledge for better job performance. It includes evaluating training programs through systematic feedback to improve future training, focusing on purposes, questions, and data collection methods. Key criteria for effective training include measuring knowledge gain, aligning with training needs, prioritizing employee satisfaction, updating materials, and assessing return on investment.

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14 views16 pages

Training and Development

Training and Development involves educational activities aimed at enhancing employee skills and knowledge for better job performance. It includes evaluating training programs through systematic feedback to improve future training, focusing on purposes, questions, and data collection methods. Key criteria for effective training include measuring knowledge gain, aligning with training needs, prioritizing employee satisfaction, updating materials, and assessing return on investment.

Uploaded by

vermaakhil361
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Training And

Development
CONTENT
 Meaning and Definition of Training and Development
 Evaluation of Training and Development Program
 Basic criteria of Training and Development
Meaning of Training and Development
Training and Development refers to educational
activities
Within a company created to enhance the knowledge and skills of
employees while providing information and instruction on how to
better perform specific tasks. Its constitutes a basic concept
development and is concerned with developing a particular skill to
a desired standard by instruction and practice.
Definition of Training and Development
According to Ricky W. Griffin, Training
usually refers to the teaching operational or technical employees
how to do the job for which they are hired.
Evaluate of Training and Development
Training evaluation is the systematic process of
collecting information and using that information to improve your
training evaluation provides feedback to help you identify if
training achieved your intended outcomes and helps you make
decision about future trainings.
Make an Evaluation Plan
Evaluation is the final phase in the AADIE model
but you should think about your evaluation plan early in the training
design process . Work with training developers and other
stakeholders to identify.
• The evaluation purpose.
• The evaluation questions.
• And the data collection methods.
How to make an evaluation plan

1. Determine
the evaluation
purposes.

2.Develop the
evaluation
questions.
3. Choose the
data collection
methods.
1.Determine the evaluation purposes
An evaluation purposes explains why you are
conducting an evaluation. To help your evaluation purposes ,
consider who will use the findings , how they will use them and
what they need to know.
You might use Training evaluation
findings to:
• Develop a new thing
• Improve an existing training
• Provides instructor feedback
• Determine if your training met the desired outcomes
• Make decisions about resource allocation
2.Develop the evaluation questions
Create evaluation questions that match
your purpose . Evaluation questions are broad , overacting
questions that support your evaluation purpose they are not
specific test or survey questions for learners to answer.
Process evaluation questions focus on the training
itself thing like the content format and delivery of the training.
Outcome evaluation questions focus on changes in
the training participants things like learning and the transfer of
learning.
3.Choose the data collection methods
Choose data collection methods that will
help you answer your evaluation questions. Common
methods includes tests or quizzes, surveys or questionnaires
, observation , expert or peer review and interview and
focus groups . Identify long it will take to access this data
and how often you will collect it.
Basic criteria of Training and Development
Training and Development has so many
goals , ranging from employees engagement to employee
retention , on the job performance , keeping space with business
and technological innovation. Evaluating training programs from
multiple dimensions is a more useful way to see whether they
deliver on their potential.
1.Measure knowledge gain
Completion rate does not account
for whether the learner actually absorbed anything they
could have been disengaged and scrolling through
Instagram while still complete the course, Its includes
collaborative elements to your training like peer to peer
workshops or online forms for employees to talk through
challenges.
2. Align with training needs
we believe a bottom up approach is the best
way to conduct a training needs analysis . By bottom up we mean
asking your employees for input about where they needs additional
training rather than slowly replying to higher management.
On the ground employees have valuable insight into what
they don’t know because its about them.
3.Prioritize employees satisfaction
we found satisfaction rates are directly
tied to training opportunities . Surveys are highly effective in
measuring employee satisfaction in your workplace . The most
useful surveys are brief , direct and feature evergreen questions.
4. Check your training materials are up to dote
Its build in an ongoing practice of evaluating
your training materials. Set aside anything that has not been touched
in the last year and see what’s out of date. Its designed to be flexible
and adaptable to a company changing priorties.
5. Keep an eye on return on investment(ROI)
Providing ROI in the world of T&D is a big
challenges. The most impactful benefit to evaluating ROI is to prove
the business benefit of training to executives , so you can make the
case to expand your budget for next year.

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