Chapter 4 TRAINING & DEVELOPMENT

Introduction Need for organizations to build and sustain competencies that would provide them with competitive advantage. Knowledge era Human assets are valued highly. Growth oriented organizations value training as a response to changing environment Continues learning process in human development Helps in development of one’s personality, sharpens skills and enhances effectiveness It is an important and integral part of organizational renewal process Prof.Sujeesha Rao

Training and development Training is a process through which a person enhances and develops his efficiency, capacity, and effectiveness at work by improving and updating his knowledge and understanding the skills relevant to his or her job. Training and development Training Vs. education Training at different levels Purpose of training Learning curve Transfer of learning Prof.Sujeesha Rao

Functions of a training program Acquiring knowledge Change in attitudes Helping to put theory into practice Helps to evaluate abilities, competencies Enhances problem solving and decision making ability Improves performance Prof.Sujeesha Rao

Importance & Need of training Aids in new entrants attaining role clarity Promotions Prevents skill obsolescence Improves quality and productivity Meet organizational objectives Improves organizational climate Prevent accidents To support personal growth and development Prof.Sujeesha Rao

Intention to learn from the participant Reinforcement provided to the learner Developing the potential from an individual’s point of view Active participation of the trainee Providing opportunities for practice Transfer of learning to take place from a training program Prof.Sujeesha Rao

What deficiencies, if any, does job holder have in terms of skills, knowledge, abilities, and behaviours? What behaviours are necessary? Is there a need for training? What are the strategic goals of the organization? What tasks must be completed to achieve goals? Prof.Sujeesha Rao

Phase I – Needs assessment Phase II – Design & delivery of T&D Phase III - Evaluation Prof.Sujeesha Rao

Phase I – Needs assessment Determines the organization’s true needs and the training programs necessary to meet them Organisational analysis Operations analysis Individual analysis Advisory committees, Assessment centres, Attitude survey, Group discussions, Questionnaires, Skills test, Observations of behaviour, Performance appraisals, Performance documents, Exit interviews Prof.Sujeesha Rao

 Phase II – Design & delivery of T&D ◦ Training design principles of learning  Motivation  Participation  Feedback  Organisation  Repetition  Application ◦ Training delivery ◦ On-the-job training (OJT) ◦ Away-from-the-job training ◦ A T&D plan & implementation Prof.Sujeesha Rao

 Phase III – Evaluation ◦ Levels of evaluation:  How did participants react?  What did participants learn?  How did participants’ behaviour change?  What organisational goals were affected? ◦ Applying evaluation strategies Prof.Sujeesha Rao

Training methods on the job /off the job On the job training methods are: Job instruction training Vestibule training Training by supervisors Coaching on the job/Simulation Apprenticeship Job rotation Prof.Sujeesha Rao

Off the job training methods: Lectures Conferences Case studies Role play Programmed instruction training T group/Sensitivity training Prof.Sujeesha Rao

Criteria for evaluation are: Objectives of the program Cost-benefit analysis Results obtained Areas of improvement Resources/ staff required Methods of evaluation would be: Questionnaires, projects, tests, interviews, observations or participation and discussions. Prof.Sujeesha Rao

Cross cultural approaches Maintenance of standards Interaction with learners Use of technology – CD ROMs, WAN, CBT, WBT E-learning – types Informal learning, self-paced, leader lead learning and performance support tools Prof.Sujeesha Rao

Learning at ones own pace Accessibility Active learning Cost effectiveness Collaborative learning Personalized learning environment Prof.Sujeesha Rao

Shift of focus to the learner Data over load Data unreliability Net work/ hardware unreliability Access control Less theory Prof.Sujeesha Rao

Quality improvement programmes Technological change-related programmes Customer service T&D programmes Prof.Sujeesha Rao

Training is not equally distributed to all employees Expenditure allocated to training is inadequate Mismatch between theory and practice Benefits of training are not immediately realized Supporting contextual systems needs to be provided in organizations Top management needs to support the philosophy of training in spirit Prof.Sujeesha Rao

Chapter 5 B Executive Development Programs

Organizational environment Organizational strategy/objectives Conduct of the training program Training needs assessment Identifying competency gaps Training plan

Decision making skills Interpersonal skills Job knowledge Organizational knowledge Specific individual meets General knowledge

Factors in designing an EDP Learning characteristics and its applicability to design Knowledge of results Reward mechanism Individual difference of the learners Application to the work environment Meeting organizational goals thru content design

Methods of EDP Coaching Job rotation Special courses Special projects Committee assignments Business games Case study Role play Sensitivity training

Evaluation of EDP is important for the following reasons: Improving the quality of training and development process Improving the efficiency and competency of trainers Make improvements in the system to make it more responsive Aligning the training objectives to organizational objectives Evaluating the ROI on account of training and development Changing the perception of the management as to regard training as an investment Evaluation