Professional Documents
Culture Documents
&
DEVELOPMENT
Difference between
training and education
Training :
Application
Orientation
Job experience
Specific task
Education:
. Theoretical
. Classroom learning
. General concepts
PURPOSE OF TRAINING
ADVANTAGES OF
TRAINING
DISADVANTAGES OF
TRAINING
ISSUES IN EMPLOYEE
TRAINING
Learning
KSA
Training and education
Competency
1.
Learning
2.
KSA
what to do
when to do
Skill is a proficiency (technique) at
doing something beyond just
knowing about it.
3.
Competency
4.
Training and
education
RATIONALE OF TRAINING
Staff training is an element in raising morale
because it sounds out people for possible future
promotions. The aim should be to train and
develop each employee so far as possible even if
that means running the risk of losing them to
other organizations.
Technological developments and organizational change
have gradually caused some employers to realize that
success lie in the skills and abilities of their
employees thus this means considerable and continuous
investment in training and development.
TRAINING PROCESS
<
EOP
OPD
Analysis phase:
Find out the perf. deficiencies and determine if
they are caused because of inadequate KSAs
(training becomes a way to satisfy the needs) or
lack of motivation or faulty equipment.
This process of analysis and gathering data to
determine which performance problem should
be
satisfied by training is termed as TNA ( training
need analysis).
Design phase :
Identifying the factors needed in
training prog.
to facilitate the learning and its
transfer back to
the job.
Development phase :
Its the process of formulating a
strategy to meet
a set of training objectives. All
elements of
Implementation phase :
All aspects of training program comes
together .
Evaluation phase:
Process evaluation determining how
well a particular process achieved its
objective (o/p).
Outcome evaluation determine the
effect of training on the trainee , the
job , org. using training objectives as
the standard.
ROLE OF STAKEHOLDERS IN
TRAINGING
Participants
Training agency
Provide proper envt to employees.
Coordination of professional n
administrative inputs.
Maintaining communication with org.
Consistency in what is advocated n
practiced.
Assisting professional growth of
training staff
Maintaining the training team.
Keeping pace with developments in
the field of training.
TRAINING NEED
ASSESSMENT/ANALYISIS
TNA is a systematic method for
determining what caused perf. to be
less than expected.
Its aim is to find out whether the
perf problem actually exists and if so
is it worth fixing and what is its
cause.
2 approaches to TNA :
Proactive (focuses on anticipated
performance problem).
Reactive (focuses on performance
problem in present).
YES
Is it worth fixing?
YES
Reward/
KSA
Deficiency Punishment
problems
YES
Choose
Appropriate
Remedy
YES
Change
possibilities
Inadequate
Feedback
YES
Provide
Proper
Feedback
Obstacles in
the System
YES
Remove
Obstacles
Input
Process
Output
Organizational
Analysis
Training
Needs
TRIGGER
Actual Organizational
Performance
(AOP) < Expected
Organizational
Performance (EOP)
Operational
Analysis
Person Analysis
Identify
Performance
Discrepancy (PD)
PD = AP < EP
n Causes of PD
Non
Training
Needs
Organizational Analysis
Looks at the internal envt. Influence that can
affect employees perf.
It provides info about
.
.
.
Operational Analysis
It performs Job/Task analysis.
Determine KSA required to do each job.
Analyzing the job
what is the job
Where to collect the data
Whom to ask
Who should select task holders
How many to ask.
How to select.
Person Analyisis
It examines those who occupy the jobs
to see whether they posses the
required KSAs to do the job.
Measure the actual performance to
check if they are performing at an
acceptable level.
Expected perf
Actual perf
PD
Performance appraisal
Supervisor rating
Interviews
Questionnaires
Self rating
360 degree performance review.
COMPETENCY MAPPING
Competency is a cluster of related
knowledge , skills and attitude that
differentiate high perf from average
perf.
competency mapping is about
identifying preferred behaviour and
personal skills which distinguish
excellent and outstanding
performance from the average.
strategies