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MBA 10 SHRM

The document outlines the importance of training and development in the workplace, emphasizing the need for effective training methods that motivate learners and facilitate skill transfer. It details a structured approach to training, including needs assessment at organizational, task, and individual levels, as well as the design, delivery, and evaluation of training programs. Additionally, it discusses performance analysis and the four levels of training evaluation to measure the effectiveness of training initiatives.

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8 views

MBA 10 SHRM

The document outlines the importance of training and development in the workplace, emphasizing the need for effective training methods that motivate learners and facilitate skill transfer. It details a structured approach to training, including needs assessment at organizational, task, and individual levels, as well as the design, delivery, and evaluation of training programs. Additionally, it discusses performance analysis and the four levels of training evaluation to measure the effectiveness of training initiatives.

Uploaded by

shakibal280
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Training and Development

• Training: The process of teaching new or current employees the basic skills they
need to perform their job.
• Training, learning and motivation: The learner be motivated to learn the material.
From motivational viewpoint, the principles of adult learning are:

Make the learning meaningful:


Learners are always more motivated to learn something that has meaning for them:
1. At the start of training, provide the materials that you are going to present
2. Use a variety of familiar examples
3. Organize the information so you can present it logically and in meaningful units
4. Use terms and concepts that are already familiar to trainees
5. Use as many visual aids as possible
6. Again, create a perceived training need in trainees
Make Skills Transfer Easy: make it easy to transfer new skills
and behaviours from the training site to the job site
1. Maximize the similarity between the training situation and
the work situation
2. Provide adequate practice
3. Label or identify each feature of the machine and/or stem
in the process
4. Direct the trainees’ attention to important aspects of the
job
5. Trainees learn best at their own pace. If possible, let them
pace themselves.
Reinforce the learning: make sure the learners
gets plenty of feedback. In particular:
1. Trainees learn best when the trainers
immediately reinforce correct responses,
perhaps with a quick ‘well done’
2. The schedule is important. The learning curve
goes down late in the day or three-fourth of
the day.
Planning and Strategizing Training
Successful training program involves four distinct steps:

Need Assessment : It involves to determining why specific


training activities are required. Needs assessment involves
three levels of analysis :
a. Organizational based: How the training may assist the
organization
b. Task-level: involves looking at specific duties and
responsibilities assigned to different jobs.
c. Individual level: it considers the people to be trained
The Three Levels of Needs Assessment
Organizational Level
• How does the training relate to organizational objective?
• How does the training impact day-day workplace dynamics?
• What are the costs and expected benefits of the training?
Task-Level
• What responsibilities are assigned to the job?
• What skills or knowledge are needed for successful performance?
• Should the learning setting be the actual job setting?
• What are the implications of mistake?
• How can the job provide the employee with direct feedback?
• How similar to or different from the training needs of other jobs are
the needs of this job?
Individual Levels
• What knowledge, skills and abilities do
trainees already have?
• What are the trainees’ learning style?
• What special needs do the trainees have?
• The establishment of objectives and
measures: After training needs assessment,
objectives for the training activities must be
developed.
• Design and Delivery of the training:
• Evaluation
Strategizing Training

Design and Delivery


Assessment
Objectives • Interference
• Organization
& • transfer Evaluation
• Task
Measures • On the job
• Individual
• Off the job
• Online
Performance Analysis and Training Needs
Performance analysis is the process of verifying that there is a performance deficiency
and determining whether the employer should correct such deficiencies through
training.
There are several ways to identify how a current employee is doing. There include
reviewing:
• Performance appraisal
• Job-related performance data ( including productivity, absenteeism ,tardiness,
grievances, waste, late deliveries, product quality, equipment utilization and
customer complaints)
• Observation by supervisors or other specialists
• Interview with the employee or his or her supervisor
• Tests of things like job knowledge, skills and attendance
• Attitude survey
• Individual employee daily diaries
• Assessment centre results
Four Levels of Training Evaluation
Levels Questions being asked Measures
Reaction Did the trainees like the programme, the Questionnaires
trainers, the facilities? Do they think the course
was useful? What improvements can they
suggest?
Learning To what extent do trainees have greater Written tests
knowledge or skill after the training programme performance tests
than they did before? Graded simulations
Behaviour Are trainees behaving differently on the job Performance
after training? Are they using the skills and appraisal by
knowledge they learned in training? superior, peer, client,
subordinates
Results Is the organization or unit better because of the Accidents, quality,
training? productivity,
turnover, morale,
costs, profits

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