TRAINING AND DEVELOPMENT

Taking ownership of teams performance

"Small deeds done are better than great deeds planned." - Steve Webber
What's better than a long speech?
Definitely, a short one.

What's better than focusing on the negative?

Focus on the positive.

What's better than working hard?

It's working smart.

What's better than dreaming?

Imagineering.

What's better than doing something for yourself?

Doing something for your country.

What's better than a vision?

A cause.

CASE STUDY
In your present administrative assignment one of your functional responsibility is Training and Development You have received a memo from the Director of Human Resource Division that you need to design and conduct a training program for non supervisory staff of the company, to improve the overall productivity of these employees. By improving their attitude towards their job and the company. The reason for such a training program were listed as follows:

CASE STUDY
1. Work objectives are not being achieved and dead lines are not met Increased number of complaints from customers regarding quality of products and after sales services. Frequent late coming by employees Increase absenteeism by taking sick leave. High employee turnover

2.

3. 4. 5.

CASE STUDY QUESTIONS:

Recommend to your management how the problems could be solved? Indicate both training and non training means In recommending training, please specifically indicate Target employees requiring training? Specify training needs? How training provided in this area would help in solving the problem?

What is Training ?
What should training accomplish?
What factors make training successful? What factors lead to training failures?

How you would define training:

What is Training
Training referred to a planned effort by a company to facilitate employees learning of job related competencies.
These competencies includes Knowledge, skills and behavior that are critical for successful job performance.

Goal of Training
The goal of training is for employees to master the knowledge, skills and behaviors emphasized in training programs and to apply them to their day to day activities.

Goal of Training
To gain a competitive advantage , training has to involve more than just a basic skill development. i.e.

To gain a competitive advantage training should be viewed broadly as a way to create intellectual capital.

Training As a Process
Training is a process by which people improve their knowledge, skills and attitudes and use them to enhance their performance on the job.

Training definition
Planned efforts designed to facilitate the acquisition of relevant skills, Knowledge and attitude by Organizational members.

Teaching Vs Training
Teaching:
Is about educating people, sharing wisdom, making people more knowledgeable.

Training:
Is about development and application of knowledge, skills and attitudes for achieving specific objectives

WHY TRAINING AND DEVELOPMENT

TRAINING helps employees to do their current jobs.

DEVELOPMENT help the individual handle future responsibilities.

Training, Development & Education

Training
Basic skill enhancement specific to a job or task with immediate or short term application

Development Linked to the overall improvement

of the employees knowledge, skill and attitude and the resultant behaviour over a longer period

Education

Building the ability of the individual to interpret knowledge. Usually linked to a formal qualification

LEARNING
What is learning ?

How people learn?

Why people learn?

What is Learning
Learning is a process by which knowledge, skill, habit and attitude is acquired and utilized in such a way that behavior is modified.

How People Learn

Reading
Hearing

Seeing
Observing Doing

Adult Vs Child Learning

Adults
Adult wants to be seen by others as independent and self-directing. Amount and variety in life experience offers a basis for direction and next level of learning. Adults can be trained by focusing on problems rather than subject. Adult are ready to learn if they see the value.

Children
Accept the information being presented at face value Expect that whatever they are learning will be useful in their long term future Have little ability to serve as a knowledgeable resource; are dependent on teachers Rely on others to decide what is important.

Adult Learning Model

Kolbs Model
EXPERIENCING

APPLYING

PROCESSING

GENERALIZING

Model as old as Mankind

I never teach my people, I only attempts to provide the conditions in which they can learn
Einstein

Training Design

Determining new training needs Collecting Data For Training Needs Assessment Analysis the Data

Evaluating the Training

Determining training needs

Adjusting the Design Daily

Delivering the Training Program

The Training Spiral

Costing the Training

Presenting to Management Evaluating the design Designing the Training Revising Training needs assessment to include input

A Framework For Training

NEED Evaluation Options Feasibility Study
<not met>

Problematic Situation Training Need Statement

<not by> <training>

Administrative Plan
Selection of trainees,

Formative Evaluation

Task Analysis

Behavioral Objectives Pre-test Monitoring Conduct Training Post-test Training Plan

trainers, and sites; development of materials; scheduling, budgeting and creation of a total plan for evaluation.

Summative

Reverse Training

Training Design
Conduct needs Analysis Determine Training Requirement Determine Objective Develop Courses Content Select Instructional Method Conduct Program Evaluate Program

Steps in Training and Development

Steps in Training and Development

Need Assessment:
Need assessment diagnoses current problems and future challenges.

Training and Development Objectives:

Needs results in Training and Development objectives, which should state the desired behavior and condition under which it is to occur.

Steps in Training and Development

Program Content:
The program content are shaped by the need assessment and the training objectives.

Learning principle:
Learning principle are the guidelines to the ways in which people learn most effectively

TRAINING NEED ASSESSMENT

Why there is a need for Training

People Do not Know They Need Knowledge People Cannot Do They Need Skill

People Do Not Care They Need Right Attitude

Definition:
The difference between the actual condition (what is) and the desired condition (what should be) in the people performance in terms of Knowledge, Skill and Attitude.

Critical questions to identify needs

What are the organizational goals? What tasks must be completed to achieve these goals? What behavior are necessary? What are the knowledge, skill and attitude gaps if any? How big is the difference between actual and desired? What is the nature of problem and why? What are the consequences of the gap? How serious are the consequences?

Tools for Training Need Assessment

Job Description Performance appraisal Using SIA process for management feedback Skills Profiling Surveys/questionnaires Choose the right Structured incidence interviews method for the Coaching identified Training logbooks issue/problem Observations/discussions Skill tests

TRAINING OBJECTIVES

Training Objectives
OBJECTIVE A Training objective defines a level of performance in terms of quantity [For example the number of units of outputs per time frame] and the specific quality of the performance.

Why focus on training Objectives?

Learning is a journey and we need some milestones to measure the progress. For the selection or designing of instructional content or procedure. For evaluating or assessing the success of the instruction For organizing the trainee's own efforts and activities for the accomplishment of the important instructional event.

If we do not know where to go then any road will take us there

Establish Specific Learning Objectives

In terms of tangible aim or targets Examples : At the end of the course he will be able to conduct
More effective meeting More Effective performance appraisal interviews Or He/She will be aware of inter group relations Or He/She will possess the following skills and knowledge

Basic Steps in setting training objectives

1. Start by asking what will the leaner be able to do by the end of the training program? Document what must be learned by the trainee and how it will further strengthen his abilities. Use a combination of action and description as to what must be accomplish (i.e. Through a role play exercise he/she will be able to practice the steps of the call). Set deadlines and conditions for the resources required to ensure the quality of your training intervention. Identify the major obstacles and set the minimum standard of performance under difficult circumstances

2.

3.

4.

5.

TRAINING DESIGN CONTENTS

Develop Courses Content

Separate : - Need To Know From Nice To Know Identify the minimum basic subjects required to satisfy the stated objectives.

Develop Courses Content

You can assure an effective training program by developing Objectives Evaluation

PEOPLE GENERALLY REMEMBER

LEVELS OF ABSTRACTION

?
10% of what they read 20% of what they hear 30% of what they see Watch moving pictures Visual Receiving Read Verbal Receiving

Hear Words
Watch still pictures

50% of what they hear and see

70% of what they say or write 90% of what they say as they do a thing

Watch exhibits
Watch demonstrations Make a site visit Make a dramatic presentation Simulate a real experience Do the real thing Hearing Saying Seeing & Doing

Training Methods

Instructional Methods and Media

Following training methods will support the training delivery and these are generally used in combination to to match the different learning styles of the participants
Presentations and Facilitation Case studies Role plays Group discussions Questionnaires Reading material Games/Energisers

Training Environment
Physical environment can play 25% of facilitation role if the environment is in harmony with the learning goals.
A well planned learning room can support in: Building 'rapport' between participants and facilitator Stimulating the thinking and creativity process Building self esteem and confidence in participants Exciting and motivating for all

Venue selection
. Easy excess from all locations . accommodation . facilities (e.g. fax, photocopying, parking) . Breakout rooms . Quality of furniture/fixture . technical equipment . services . Quality of meals

Evaluation for training effectiveness

Evaluation
What do you mean by Evaluation of training and development intervention. Training and Development must be regarded as both a cost and an investment to an organization.
What does the above statement means? What does it tells us about the need to evaluate our training and development intervention?

What do you mean by evaluation of training

Evaluation is:
the process for collecting, analyzing, and reporting information useful to decision makers in selecting amongst alternatives.

the process of determining, to what extent the ( training) objectives are actually being realized.
the process of providing feedback to trainers about the effectiveness of their training.

Evaluation
The process and means of evaluating training and development should be decided at the time that learning objective are established.

Evaluation
In summary, evaluation should try to find answers to three questions.
Is the training program effective in achieving its goals. If not, what are the deficiencies in the program. How can the deficiencies be remedied?

Evaluation
Summary
The training effort must demonstrably assist the organization to achieve its goals

Thank you Q&A