1 Unit 3 Training

2 Introduction  Employee training is probably the most significant investment an employer can make.  A lot of money is wasted on ineffective training.  Training must be constant discussion and liaison with the line managers who know the needs of their department and can identify the type of programme beneficial to their workers.

3 Purpose Of Orientation Orientation helps new employees Feel welcome And at ease Understand the organization Know what is expected in work and behavior Begin the socialization process

4 Training Is A Learning Partnership  Employees are successfully trained on a continuous basis.  Employers which understand the importance of training require all employees to undergo a fixed number of hours of training per year.  Head of Department ensure sufficient budget is available. The Training Department Employees Employers Heads of Department Training Vendors Consultants Educational Institutions The Government The Organization

5 Continue …  HRD will analyze to determine who needs training and in what areas.  Therefore, HRD will monitor the performance of their subordinates and decide hose performance would improve if they received appropriate training. The Training Department Employees Employers Heads of Department Training Vendors Consultants Educational Institutions The Government The Organization HRD

6 Continue …  HRD will choose an external training vendor who can provide the appropriate programme.  Formal classroom style training programme are offered by range of providers including consultants, freelance programmes, event managers and government funded as well as private colleges. The Training Department Employees Employers Heads of Department Training Vendors Consultants Educational Institutions The Government The Organization HRD

7 Effort to Assist in Training  Each individual employer must train his workforce; from this he gets a certain amount of help from government.  The government is responsible for providing education to the nation children which will not only ensure they are competent in the reading, writing & arithmetic but also vocational and commercial skills.

8 Continue …  MOHR runs several industrial training institute which provide courses in skills. Such as CIAST (Centre for Instruction and Advanced Skills Training)  To push employers in key sectors into taking worker training seriously at Human Resource Development Fund Act. The Act enforced by PSMB (Pembangunan Sumber Manusia Berhad)

9 Continue …  Employers within the scope of the Act are required to pay a levy of 1% of the total company payroll into Fund on monthly basis.  Employer can claim reimbursement for funds spent on training his staff. The claim also for cost of building or establishing a training room in their premises and computers that will be used for training.

10 Continue … Lists of sectors and employers currently required to contribute to the HRDF.

11 Defining Training According to Nadler (1984)  Training is the organizational activity which aims to improve an employment current performance.  Education consists of activities designed to prepare employees for future jobs.  Development is those learning activities designed to help the individual employee grow but which are not confined to a particular job.

12 Training can bring about sort of changes designed to changes attitudes, develop skills and impart knowledge. (K,S,A) Continue..

13 The Benefits of Training The advantages of effective training include the following;  Training increases workers productivity.  Training increases workers job satisfaction.  Training keeps workers skills and knowledge up to date.  Training helps to motivate workers.

14  Inadequate training leads to poor performance, angry customers and high turnover which exactly the kind of problems that keep supervisors too busy to focus on training. (Steinbach, 2004)  Whatever specific skills and knowledge a worker may have picked up during his academic education will be out of date by the time he has been on the job for five years. Continue..

15 A Systematic Approach To Organizing Training Programmes Identify Training Needs Set Training Objectives Design the Training Programme Implement the Training Programme Evaluate the Traing Programme

16 Identify Training Needs 1. Which worker or workers to be training? 2. What, specifically, is the worker lacking that he needs training? Set Training Objectives 1. Clearly specify what the trainee should be able to do on completion of the programme. 2. State clearly the standard that need to be achieved by the trainee. Design the Training Programme 1. Factors to be considered are, facilitators, venue, duration, participants, training method, logistic and budget. Implement the Training Programme 1. Before event where as to confirm booking of venue, trainees name list, schedule, and course materials should be printed. 2. To prepare standard checklist of items that need to be ready. Continue..

17 Evaluate the Training Programme After the event, organizer need to  Justify the financial investment in the training  To get feedback for ongoing improvement.  To compare the effectiveness of two or more programmes.  To meet requirement set by legislation. Continue..

18 Learning Principles Effective training is based on sound learning principles. Here some examples of learning principles. 1. The learner must want to learn – Adult cannot be forced to learn. The must want to learn. They need to understand the relevance of training material. 2. Active or passive learning- Training about skills are for active learners. As for passive are the with lectures. Means they need to absorb as many knowledge as they could.

19 Continue..  Feedback or knowledge of results – trainees should be given frequent feedback so that they know whether they are correctly grasped the material being studied.  Learning faster teams – Learning experiences are often more effective when the learning takes place in groups or teams.

20 Continue..  Learning must be fun – The more trainees enjoy the learning process, the more they will learn.

21 The Role of Computers in Training  Group training sessions especially computers related may have different learning speeds.  Computer based training or e-learning is providing an answer to this dilemma especially for programmes which focus on disseminating knowledge.

22 Continue … Organization intended to buy or commission customized e-learning programme for their staff will need to; 1. Communicate to employees the existence of the programmes and explain how to access them. 2. Provide access to computers to employee who do not use them as part of their work processes and if necessary, train these employees how to use the programmes. 3. Motivate employees to use the programmes.

23 Continue …  Provide access to computers to employees who do not use them as part of their work process and if necessary, train these employee how to use the programmes.  Motivate employee to use the programmes.

24 Summary  Training is a partnership between employers, employees, training vendors and the government.  The HRD Act was introduced employers to train their workers. The Act is administrated by PSMB.  Training benefits employers by increasing productivity and motivation of workers.

25 Continue …  Training programmes must be systematically planned and implemented. A training needs analysis must be conducted followed by the setting of clear objectives for each programmes. Venue budget, training methods, choice of trainer and other factors must be carefully considered.

26 Continue …  Effective training programmes take into consideration learning principles.  After each training programmes, an evaluation must be conducted.