9 The ADIE Four-Step Training Process The Four-Step Training and Development Process132Needs Analysis4Instructional DesignImplementationEvaluation
10 Analyzing Training Needs Task Analysis:Assessing New Employees’ Training NeedsPerformance Analysis:Assessing Current Employees’ Training NeedsTraining Needs Analysis
11 Conducting the Training Needs Analysis Strategic needs - Strategic training needs analysisStrategic goals usually mean the firm will have to fill new jobs. Strategic training needs analysis focuses on identifying the employer’s strategic/longer term training needs that employees will need to fill new future jobs and/or its current training needs.Many employers use competency models to help compile and summarize a job’s training needs. The model’s aim is to identify and compile the crucial competencies for executing the job well.
12 Task AnalysisParticularly with lower-level workers, it’s common to hire inexperienced personnel and train them. Your aim here is to give these new employees the skills and knowledge they need to do the job.Task analysis is a detailed study of the job to determine what specific skills the job requires. For task analysis, job descriptions and job specifications are essential. Some supervisors may create performance standards, try out the job themselves, or keep a detailed record of the tasks.It includes :Detailed studyJob descriptionsJob specificationsPerformance standardPerforming the jobTask analysis record
21 Steps to Help Ensure OJT Success On-the-Job TrainingCont.Steps to Help Ensure OJT Success1Prepare the Learner- by putting the learner at ease and explaining why he or she is being taught.2Present the Operation- Explain quantity and quality requirements and go through the job at a normal pace3Do a Tryout- and have the learner go through the job several times at a reduced, then normal, pace.4Follow Up- and designate to whom the learner should go for help. Gradually decrease supervision.
22 Off the job types of Learning Lectures- Lecturing is a quick and simple way to present knowledge to large groups of trainees, as when the sales force needs to learn a new product’s features.Case Study Method - presents a trainee with a written description of an organizational problem.Role playing - is aimed at creating a realistic situation and then having the trainees assume the parts (roles) of specific persons in that situation.