Training &
Development
Introduction and Overview
Let’s Introduce..!
Your Introduction
Has to be
IMPACTFUL
By the this course, you will have:
•Learned the value of training and how it helps
individuals and organizations.
•Found out about learning styles of individuals.
•Know how to design an effective training program.
•Learn the main do’s and don’ts of delivering a
successful course.
What is Training & Development….?
Nothing is permanent except
change
What Training Does For Organization
Develop and retain a Keep up with the rapid
Understand cultural
leaner but more pace of technological Be more flexible
differences
productive workforce change
Comply with
Prepare new employees Prepare people to take Attract and retain the
governmental
to do their jobs on new responsibilities best employees
requirements
Improve internal and
Help organizations Improve and maintain
external customer
manage change quality
service
Training
Training enhances the capabilities of an employee
to perform his or her current job
• Focuses on the current job
• Examples for a bank teller:
• Training program in the bank’s new computer system used
by tellers to process customer’s transactions
Development
Development enhances the capabilities of an employee
to be ready to perform possible future jobs
• Focuses on future jobs
• Developmental education programs
• Examples for a bank teller:
• Bank pays for the employee to get his or her MBA degree
• Developmental job experiences
• Examples: job rotation or job enlargement
• Developmental interpersonal relationships
• Example: mentoring
Learning
Learning is the process of absorbing that information in order to increase
skills and abilities and make use of it under a variety of contexts.
One could learn skills, concepts, or content on their own choice and desire.
Why Do Organizations Need Training
All HR professionals must be prepared to get the most out of a workforce
that is growing ever more diverse and to attract and retain the most highly
skilled in an increasingly global knowledge and skills market.
Designing Effective Training
Instructional
System Design
(ISD)
DESIGNING EFFECTIVE TRAINING:
TRAINING CYCLE
Why Training Fails
90/20/08 Rule For Increasing Attention And Retention
Adults can listen with understanding for 90 minutes. They
only listen with retention for 20 minutes. ... So, break your
content into chunks that are 20 minutes or less in length, and
involve people in those chunks at least once every 8 minutes
VAK Learning Styles Model
Visual Auditory Kinesthetic
Visual
This preference includes the depiction of information in maps, spider
diagrams, charts, graphs, flow charts, labelled diagrams, and all the
symbolic arrows, circles, hierarchies and other devices, that people
use to represent what could have been presented in words
Auditory
This perceptual mode describes a preference for
information that is “heard or spoken.” Learners who have
this as their main preference report that they learn best
from lectures, group discussion, radio, email, using mobile
phones, speaking, web-chat and talking things through
Kinesthetic
kinesthetic-dominant learner prefers a physical experience.
individual likes a "hands-on" approach and responds well to
being able to touch or feel an object or learning prop.
Learning Style
The term “learning styles” speaks to the understanding that every
individual learns differently.
Technically, an individual’s learning style refers to the preferential way in
which the student absorbs, processes, comprehends and retains
information.
VAK Learning Styles Model
“55% of a person’s communication is reflected
through the body language, 38% through the
voice tone and 7% through the actual words”
WHAT DO TRAINERS DO
• Identify training needs and determine how
to meet them
• Develop or find programs to meet specific
training needs
• Deliver live training
• Administer and support self -directed and
on -the -job training
• Evaluate training success
• Make the business case for training
Characteristics of Successful Trainer
Single solution for many challenges
Seating Arrangements
Forces Influencing Working And Learning
Total Quality Management
Economic Cycles (TQM)
Globalization New Technology
Business Strategy Talent Management
Economic Cycles
Poor economy means more companies are downsizing their work force, delaying
plans for new operations and growth, and revisiting training and development and
human resource budgets to cut unnecessary programs and costs.
Such economic times also provide an opportunity for companies to take a closer look
at training and development to identify those activities that are critical for supporting
the business strategy.
Globalization
Every business must be prepared to deal with the global economy. Global
business expansion has been made easier by technology.
Many companies are entering international markets by exporting their
products overseas, building manufacturing facilities or service centers in
other countries, entering into alliances with foreign companies, and engaging
in e-commerce.
Link to Business Strategy
Managers expect training and development professionals to design
and develop learning activities that will help the company
successfully implement its strategy and reach business goals.
Talent Management
Attracting, retaining, developing, and motivating highly
skilled employees and managers.
It is important to identify employees who want to develop
their skills and seek promotions and to keep them growing
through new job experiences and training.
Total Quality Management (TQM)
Companywide effort to Errors are prevented
continuously improve the from occurring rather
ways people, machines, than being detected
and systems accomplish and corrected
work
Methods and processes
designed to meet the Every employee
needs of internal and receives training in
external customers quality
New Technology
Technology has reshaped the way communicate (e.g., cell phones,
personal digital assistants)
Plan our lives (e.g., electronic calendars that include Internet access)
Where we work (e.g., small, powerful personal computers allow us
to work at home, while we travel, and even while we lie in this
classroom.
Snapshot of Training Practices
Who provides
training
In-house Outsourcing
Managers, in-
Employee
house Trainers
experts
Consultants
What Makes a “ Good ” Trainer
Keen listening and sensitive observational skills are two of the most
essential attributes of a successful trainer.
Training is a profession. It requires constant energy output. If you tire
quickly, become discouraged easily, or become frustrated if things do not
go according to plan, training may not be for you.
