Training & Development

BBA IV Sem
 Do Organizations Need
Training
 The answer is “YES”
 However, we must
know the purpose and
functions of training
before we can use it.

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 The Gap Concept

Expected Curve

1,000 Cars Gap

Performance/ 200 Cars
Actual Curve
Results
800 Cars

Time
In training terms this means we need to
develop programs to fill the Gap
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 Training Needs

The reasons for not As training experts we

making the 1,000 must analyze the
cars: situation to determine if:
 Not enough resources  Expected result too high
 Poor machines  Target achievable
 Poor staff skills  Is training the only way to
make it happen
 Are there other factors.

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 Importance of Training

 Maintains quality of products / services

 Achieves high service standards
 Provides information for new comers
 Refreshes memory of old employees
 Achieves learning about new things; technology,
products / service delivery
 Reduces mistakes - minimizing costs
 Opportunity for staff to feedback / suggest improvements
 Improves communication & relationships - better
teamwork
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 Benefits of Training

 Most training is
targeted to ensure
that trainees “learn”
something they
apply to their job.

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 What is Training?

 Training is a systematic process through

which an organization’s human resources
gain knowledge and develop skills by
instruction and practical activities that result
in improved corporate performance.

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 Differences between Training,
Education & Development

 Training is short term, task oriented and targeted

on achieving a change of attitude, skills and
knowledge in a specific area. It is usually job
related.
 Education is a lifetime investment. It tends to be
initiated by a person in the area of his/her interest
 Development is a long term investment in human
resources.

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 The ASK Concept

 If we follow the GAP concept, training is simply

a means to use activities to fill the gaps of
performance between the actual results and the
expected results.
 This GAP can be separated into 3 main themes
1. Attitude
2. Skills
3. Knowledge

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 Five Principles of Learning

 Participation: involve trainees, learn by doing

 Repetition: repeat ideas & concepts to help
people learn
 Relevance: learn better when material is
meaningful and related
 Transference: can be transferred to real world
using simulations
 Feedback: ask for it and adjust training
methods to audience. 12
 A Systematic Approach
to Training
Key Concepts in Preparing a Training Plan
Before you train and develop people identify what:
 They must know - before they can perform job
 They should know - to improve performance
 Would be nice for them to know – but not
necessary to perform duties.

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 Model of the Training Process

Assessment Stage Training Stage Evaluation Stage

Organizational
Needs Assessment

Task Need Assessment

Development of Design & Select Measure Training

Training Objectives Procedures Results

Development of Train Compare Results to

Criteria for Training Criteria
Evaluation
Feedback 14
 Nine Steps in the Training
Process
1. Assessing training needs
2. Preparing training plan
3. Specifying training objectives
4. Designing the training program(s)
5. Selecting the instructional methods
6. Completing the training plan
7. Implementing the training program
8. Evaluating the training
9. Planning future training
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 1) Assessing Training Needs

Conduct a training needs analysis by either one, or

both, of the following

 External approach (company, guests, society)

 Internal approach – using a staff opinion survey.

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 Exercise

 Imagine you are the manager of a factory

with 500 workers making ice cream for
export to Europe.
 What information and evidence do you need
before you can say the employees need
training?
 Try to list 5 ideas.

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 Response to exercise

 Accidents report  Staff discipline report

 Sick leave report  Staff enquiries &
 Product quality control complaints
report  Guests complaints
 Wastage report
 Quality of product report
 Efficiency report
 Market needs & trends
 Machinery out-of-order
report  Demographic data &
background of employees

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2) Preparing Training Plan

Consider whether to design a long (5-10 years),

medium (3-5 years) or short (1 year) term
plan.
 Ask your self “What are we going to achieve
in the time period?”
 Use a holistic approach by using a calendar
for inputting your training activities.

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 Training Calendar Example

Training Area Month in the year

1 2 3 4 5 6 7...
Attitude
Train the trainer
Job competency
Sales techniques
Telephone manner
…
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 Individual Plans

 For individual personalized training, we must

assess the trainees’ weakness and strengths
first before setting up appropriate programs.

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3) Specifying Training Objectives

Training Objectives must be specific & measurable.

Why? Very difficult to measure effectiveness after
course is finished.
 What should trainees be able to accomplish after
participating in the training program?
 What is the desired level of such accomplishment,
according to industry or organizational standards?
 Do you want to develop attitudes, skills, knowledge or
some combination of these three?

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4) Designing the
Training Program(s)
1. Program duration 7. Training location &
2. Program structure environment
3. Instruction methods 8. Criteria & methods
4. Trainers qualification for assessing
participant learning
5. Nature of trainees and achievement
6. Support resources – 9. Criteria & methods
materials, projector, for evaluating the
classroom, etc program

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5) Selecting Instructional Methods
Note: This is the most important step

On-the job-training (OJT)

 learn while you’re working
Off -the job-training
 In house, training or classroom
 External, consultancies or attending external classes
 Independent bodies, such as government talks
 Distance learning, from books or notes
 Computer-assisted learning
 Interactive-video training
 Video conferencing, same as classroom except teachers and
students are in different locations.
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6) Completing the Training Plan

 Target group –your audience

 Topic – task, skill or attitude ingredient
 Method – direct (one way communication) or
indirect (discussion, games, experimental
exercises…). Important as evaluation of trainees
usually lies on the perception on what they did in
the training session
 Time – length, period, breaks important to consider
 Location – away from the office or in office

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7) Implementing the Training
Program
Besides trainers qualifications and experience:
 Participant selection
 Group comfort - physical & psychological
 Trainer enthusiasm & skills
 Effective communication
 Feedback mechanism
 The need to learn new training skills
 Preparation by trainers

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8) Evaluating the Training

Three Levels of Evaluation

1. Immediate Feedback
 Survey or interview directly after training
2. Post-Training Test
 Trainee applying learned tasks in workplace
3. Post-Training Appraisals
 Conducted by immediate supervisors of
trainees
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9) Planning Future Training

Last step in the training process

 After taking all evaluated comments, trainers
should modify the programs to keep good
things and make suggested improvements
 Remember, even with the same topic for
different trainees, trainers should address many
parts of the training process again and consider
new approaches.

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 A Training Lesson Plan
 Topic
 Summary of Key Points
 Training Objectives
 Duration of Each Activity in Each Session
 Training Contents
 Training Methods / Activities
 Break(s)
 Exercise to Warm Up
 Questions to test Understanding
 Conclusion
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