ORIENTATION, TRAINING & DEVELOPMENT

Training
Providing an employee with skills that can be used immediately on the job.

Development
Providing an employee with knowledge that may be used today or near future

Management Development
Training & Development programs for supervisors & managers

Training responsibilities
Top

Management The Human Resource Department The immediate Supervisor The Employee

The Training Process

Assessment

stage

Training
Evaluation

Assessment Stage

Model of the Training Process

Training Stage
Organizational Needs Assessment Task Needs Assessment

Evaluation Stage

Employee Needs Assessment

Development of Training Objectives

Design and Select Training Procedures Train

Measure Training Results Compare Results to Criteria

Development of Criteria for Training Evaluation

Feedback

Assessment stage
Before

any training can be done, the need for it must first be analyzed Training needs of the organization, the job and the individuals in the organizations are examined
What

areas need training What kind of training is needed

1. Assessment Stage
Organizational

Needs Assessment Task Needs Assessment Employee Needs Assessment Development of training objectives Development of Criteria for training evaluation

Organization needs assessment:

In

this we examine the proposed training projects with respect to the organizational goals, objectives and strategies 5 and 10 years plans must be compared with the proposed training programs We also determine the order in which the areas need to be trained Expense of training is also considered. If funding is an issue, prioritizing the training programs might be needed

b. Task needs assessment:

Goal-

to isolate the specific requirements of the job in question. Job analyses methods can be used

c. Employee needs assessment:

The

employee needs assessment determines weather a gap exists between the requirements of a job and the skills of the employees who perform it

d. Development of training objectives:

Objectives

of training must be identified Should be written as behavioural objectives that include what the outcome of the training is to be (learning a skill)

e. Development of criteria:
Some

criteria against which to measure the results must be developed

2. Training Stage of training process

In this we transfer training to practice on the job what has been learned in the training.

Design & Select training procedures

On the job training Off the job training

Transfer of training

Transfer of Training
There

should be proper linkage of organization goals & strategies with the training programs in order to ensure proper transfer of training Training should be an integral part of overall organization plan

Evaluation Stage of training & Development

Types of Evaluations
1.

2.
3. 4.

Reaction Learning Behavior Results

1. Reaction
Taking

opinions of trainees just after the training program on the contents of the program, trainers & atmosphere These opinions or reactions are not necessarily valid measures Influenced by things like difficulty, entertainment value or personality of the instructor.

2. Learning
To

determine whether the trainees have mastered the facts, techniques, skills & processes taught during the training program Tests like paper pencil tests, case studies can be given to check this

3. Behavior
Participants

behavior is checked on their jobs, about the demonstration of their skill which they have learned. Data is collected by their supervisors & coworkers

4. Results
At

this stage it is investigated that how the program has affected the organization. Data collected at this stage includes cost savings, decrease in accidents, improve employee attitudes, lowered turnover & absenteeism

Longitudinal Cost benefit analysis with Control Group

1. 2. 3. 4.

5.
6.

Assign employees in two groups; one is to be trained and other is control group Administer a pretest of the knowledge level of both groups Conduct training Measure costs Conduct posttests measure of both groups Cost benefit analysis

Alternative Evaluation Design

Posttest

Design Pretest posttest design Multiple pretest/ Multiple posttest design