MANAGEMENT

OF TRAINING

TRAINING PROGRAM

Selecting
Trainees

ICE BREAKER / ENERGIZER

A. THE TRAINEE SELECTION PROCESS

1. RECOGNITION OF NEED
a. The operating manager is responsible for identifying the
trainees training needs.
b. Recognition of need is based on technological changes,
attitudinal
change,
skill
development,
business
methods and customers.
2. MANAGEMENT COMMITMENT
a. To allocate funds for the required training.
b. To allow trainees/employees the necessary time to get
properly trained.
3. TIME
a. Depends on the nature and scope of the job, proper
designing of the training program, implementation of
the training program, and evaluation of the training
program.
M AN AG E M E N T O F T R AI N I N I N G

A. THE TRAINEE SELECTION PROCESS

4. POSITION REQUIREMENTS
a. Establishing measurable standards (performance criteria) to
perform effectively at a particular position (what needs to be
done at a particular position).
b. Each trainee needs to be selected based on the established
standards.
5. RESPONSIBILITY OF SELECTION/MANAGEMENT OF
TRAINEE SELECTION
a. The Training and Development function of an organization
manages the selection of trainees based on their needs as well
as the time required to complete the selection process.
b. The Training and Development function needs to include a
permanent in-house expert to manage the trainee selection
process.
c. Management of trainee selection must consider promoting an
existing employee to a higher level and fill the entry level
positions with new candidates.
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B. SELECTION RESOURCES
1. Apprenticeship committee in an organization selects trainees from
within and outside the organization for apprenticeship.
2. Different departments within an organization.
3. Employment agencies.
4. Organizations specializing in selection and recruitment.

C. JOB AND TASK ANALYSIS

Subject matter experts (SMEs) are responsible for listing down all
criteria associated with the successful performance of a particular job.
1. TASK IDENTIFICATION
a. SMEs are responsible for identifying measurable tasks in
objective terms, i.e., the tasks can be repeated exactly each
time a trainee is required to perform them.
b. SMEs then list specific steps required to effectively execute
the task.
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C. JOB AND TASK ANALYSIS

2. TASK SELECTION
a. SMEs are responsible for narrowing down tasks to a
manageable number so that they can be performed by the
trainees during the evaluation process in 1 or 2 days.
b. Task selection is based on observing people who already
perform the job exceptionally well.
3. SETTING STANDARDS
a. An objective evaluation system needs to be designed based on
different standards/criteria, such as: efficiency, customer
complaints, etc.

M AN AG E M E N T O F T R AI N I N I N G

D. USE OF TESTS
a. Numerous professionals and agencies specialize in designing tests
and their validation.
b. First candidates are given a pre-screening aptitude test and/or
c. Second they may be trained in specific tasks and then asked to
demonstrate (through a test) what they learnt about each task.
d. The training must be exactly the same for each candidate in the
selection process for training.

E. TRAINING DEVELOPMENT
a. Minute by minute details of how the training would be
conducted must be detailed.
b. Guidelines for the training process include: a) Tell the trainees
what they will learn; b) Properly instruct them; and c) Ask
them to demonstrate what they learnt.

M AN AG E M E N T O F T R AI N I N I N G

F. COUNSELLING SERVICES
a. These must be undertaken by a third party to provide accurate
information to candidates about their performance as well as to
avoid emotionalism, bias and openly challenging the evaluators
decision.
b. Before trainees begin something totally new, they should be
counseled as to what is to come or told that they did well
or not well and exactly why.
c. Candidates must be shown their written test or evaluation
record if they so desire.

G. REVIEW AND REVISION

a. Selection process must be regularly reviewed to ensure that it
is doing what it is intended to do and adjustments must be made
to ensure accuracy.
b. Test scores need to be reviewed to ensure accuracy.
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H. ADDITIONAL CONSIDERATIONS
1. Training must be valid it must do what it is intended to do.
2. Consideration of trainees previous knowledge, skills and
attitudes.
3. Consideration of trainees geography, demography,
psychography, media graphics, etc.
4. Establishing
norms
or
standards
of
acceptable
performance.
5. Proper administration of the trainee selection process.
6. Complete and accurate records of the entire trainee
selection process must be properly kept and maintained.
7. Reaching all potential trainees effectively so that they are
most productive for the organization as well as achieve greater
job satisfaction.

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