TRAINING
AND
DEVELOPMENT
Lauron
1. Differentiate training and development;
2. Discuss the training process based on the Need-Centered Training
Model;
3. Describe and discuss how to analyze organizational and trainee
needs;
4. Identify and describe the different types of training methods for
Non-Managerial positions;
5. Describe training methods for Executive Development Programs;
• TRAINING is a planned learning experience intended to enhance the
competence, expertise, aptitude and performance of an individual in his
or her current job,
• DEVELOPMENT is a planned learning experience designed to
enhance and improve competencies of an individual for a possible
future task.
1. Differentiate training and development;
STEPS IN TRAININGv
STEPS IN TRAINING
1. Analyze
Training Task
2. Develop
8. Assess Training
Training Objectives
Analysed
Organizational
7. Deliver 3. Organize
/ Trainee
Training Training
Needs
Content
4. Determine
6. Complete 5. Select Training
Training Plan Training Methods
Resources
Analyzing Organizational and Trainee
Needs
Training Needs Assessment Form
is a systematic process of gathering information and
insights to identify the specific knowledge, skills, and
abilities that individuals or an organization may need to
acquire or enhance through training.
Analyzing Organizational and Trainee
Needs
1. PREPARE A DETAILED TASK ANALYSIS.
A task analysis is a specific illustration of the essential
things needed for the effective delivery of the training
session such as computers, laptops, chairs, tables,
writing supplies, and other important resources.
Analyzing Organizational and Trainee
Needs
2. FORMULATE LEARNING OBJECTIVES.
Begin by writing down the purpose of the training, then
indicate what you expect the trainees should know, what
behavior should be improved, and what skills should
they acquire and develop after the training.
3. CREATE AN INSTRUCTIONAL DESIGN.
construct a program that is ANCHORED to your learning
objectives, as an assurance that you don’t deviate from
the purpose of the training.
Analyzing Organizational and Trainee
Needs
• 4. DECIDE WHAT TRAINING METHODS TO
USE.
• Luckily, training methods are not “one-size-fits-all”.
choose from a variety of procedures that will fit the
needs of your trainees, such as the interactive type,
lecture, group discussion, digital applications, or a
combination of each and other techniques.
Analyzing Organizational and Trainee
Needs
5.MAKE A LIST OF THE REQUIRED INSTRUCTIONAL
MATERIALS.
• knowledge and skills improvement and enhancement. The
best approach is determining what appropriate training
materials to use is to go into your learning objectives and
training methods you intend to use.
6.OUTLINE AN ACTION PLAN. Write an action plan
that clearly and concisely shows established goals,
appropriate strategies, support people or individuals
responsible for every goal and strategy, and a timeline for
every action and monetary concerns.
Analyzing Organizational and Trainee
Needs
7. IMPLEMENT THE PROGRAM .
trainer must know how to capture the attention of the trainees by
asking effective questions.
During the training session, the trainer should constantly maintain
eye contact and immediacy with the audience to draw their
attention to your presentation.
Other important ingredients to effective presentation are good
body posture, friendly voice expression, and good communication
and motivating skill.
Analyzing Organizational and Trainee
Needs
8. EVALUATE RESULTS. When the training has come to
an end, the trainer’s job is to objectively rate the effectiveness of
the training session
On the Job Training (OJT)
APPRENTICESHIP TRAINING
This is an expansion of the on-the-job training.
Generally, this type of training is afforded to technical
people like the mechanics, electricians, welders,
carpenters, etc. who work under the tutoring of a
specialist in each type of job.
• CLASSROOM INSTRUCTION
• PROGRAMMED INSTRUCTION
• This method of training involves presentation of
questions, facts, or problems to the trainees. If the
answer is right, it is communicated immediately, then
trainee proceeds to the next step. However , if the
answer is wrong, explanation is given, and the trainee
is given the chance to retry.
• SIMULATION METHOD
Simulation training is used as a device to coach trainees about
the skills needed in a real-life situation. It gives a realistic
experience and is extensively used in the corporate world.
The term simulation implies an imitation of a real-life process
oftentimes via an electronic gadget. Types of simulation
training include those in the aviation, military and shipping
industries or that in the clinical practice.
❑Symposium, Conferences, Workshops
• Symposium is an official gathering where attendees are specialists and
experts in their own field of discipline. During a symposium, these people
introduce and communicate their viewpoints or perspectives on a selected
subject matter.
• Conference refers to a meeting where attendees share their ideas and
thoughts on several business issues. All activities are pre-arranged and
include deliberation and dialogue among the participants on certain
corporate matters.
• Workshop includes all the basic components of a seminar, except that the
bigger part is engaged on “hands-on-experience”.
❑Case Study Method
• the trainees are handed with some written notes
showing some complicated information about a real-
life or fictional organization. A sequence of discussion
questions appear at the end of the case for trainees to
analyze and ultimately come up with workable
solutions to the case on hand.
❑ Management Games
• help make training more conversational, pleasurable, and engaging with
a great deal of knowledge to bring back to the work area. However, it
must be noted that games must not be taken as a mere play because
there are plenty of justifications for doing so, such as:
• It stirs real-life situations of what the game is trying to communicate,
and, it is definitely entertaining and loaded with experiential learning in
just a short span of
https://teambuilding.com/blog/management-
games#:~:text=Management%20games%20are%20activities%20to,can%20help%20you%20manage%
20employees.
❑Role play
• is a type of an executive development method in which every
trainee is given a function to accomplish. Each is provided
specific explanation of the task, issues on hand, purpose, duties,
responsibilities, feelings and emotions that they may face. For
instance, a situation could be a conflict among employees,
grievance handling, or issues on leadership style, etc. Once the
participants are familiar with their roles, they act out the
assigned role by interacting with one another. Role play aids in
creating stimulating communication skills, and its effect on
others.
