1. 1 Training & Development Paul L. Schumann, Ph.D. © 2011 by Paul L. Schumann. All rights reserved.

2. Strategic Training & Development Process Business strategy Business strategy What’s the mission, values, goals?What’s the mission, values, goals? Strategic T&D initiatives Strategic T&D initiatives What T&D initiatives will support the business strategy?What T&D initiatives will support the business strategy? T&D activities T&D activities What specific T&D activities should be implemented?What specific T&D activities should be implemented? Metrics that show the value of T&D Metrics that show the value of T&D 2

3. 3 Training & Development Training: focus on current job Training: focus on current job Development: focus on future jobs Development: focus on future jobs

4. 4 Steps in the Training Process 1. Training needs assessment 2. Ensure employee readiness 3. Create learning environment 4. Ensure transfer of training 5. Select training methods 6. Evaluate training

5. 5 1. Training Needs Assessment Organizational analysis Organizational analysis Support of managers & peersSupport of managers & peers Company strategyCompany strategy Training resourcesTraining resources

6. 6 1. Training Needs Assessment Person analysis Person analysis Person characteristicsPerson characteristics InputInput OutputOutput ConsequencesConsequences FeedbackFeedback

7. 7 1. Training Needs Assessment Task analysis Task analysis Select jobsSelect jobs Develop preliminary list of tasks performed on the selected jobsDevelop preliminary list of tasks performed on the selected jobs Confirm the list of tasksConfirm the list of tasks Identify the knowledge, skills, & abilities required to successfully perform each taskIdentify the knowledge, skills, & abilities required to successfully perform each task

8. 8 2. Ensure Employee Readiness Motivation to learn Motivation to learn Self-efficacySelf-efficacy Understand the benefits of trainingUnderstand the benefits of training Awareness of training needs, career interests, & goalsAwareness of training needs, career interests, & goals Understand work environment characteristicsUnderstand work environment characteristics Awareness of employees’ basic skill levelsAwareness of employees’ basic skill levels

9. 9 3. Create Learning Environment Conditions for learning Conditions for learning Objectives of the training programObjectives of the training program Meaningful training contentMeaningful training content Opportunities for practiceOpportunities for practice FeedbackFeedback Learn by doing, observing others, & sharing experiences in “communities of practice”Learn by doing, observing others, & sharing experiences in “communities of practice” Good program administrationGood program administration Facilitate recall of training contentFacilitate recall of training content

10. 10 3. Create Learning Environment Learning requires effective practice sessions Learning requires effective practice sessions Provide sufficient practice timeProvide sufficient practice time Distribute practice sessions over multiple daysDistribute practice sessions over multiple days Allow time for overlearningAllow time for overlearning

11. 11 4. Ensure Transfer of Training Climate for transfer Climate for transfer Manager support & action plan Manager support & action plan Peer support & support network Peer support & support network Opportunity to perform Opportunity to perform Technology support Technology support Self-management skills Self-management skills

12. 12 5. Select Training Methods Off-the-job training Off-the-job training Classroom instructionClassroom instruction TeleconferenceTeleconference WebcastWebcast Audio-visual instructionAudio-visual instruction LecturesLectures Case studiesCase studies SimulationsSimulations

13. 13 5. Select Training Methods On-the-job training On-the-job training Managers or peers provide trainingManagers or peers provide training Observation Observation Explanation Explanation Imitation Imitation

14. 14 6. Evaluate Training 4 Levels of Evaluation (Kirkpatrick): 4 Levels of Evaluation (Kirkpatrick): Reaction: satisfaction of traineesReaction: satisfaction of trainees Learning: test traineesLearning: test trainees Behavior: job performances of traineesBehavior: job performances of trainees Results: payoff for organizationResults: payoff for organization Evaluation designs: Evaluation designs: One-shot posttest-only designOne-shot posttest-only design One-group pretest-posttest designOne-group pretest-posttest design Pretest-posttest control-group designPretest-posttest control-group design

15. 15 Steps in the Training Process 1. Training needs assessment 2. Ensure employee readiness 3. Create learning environment 4. Ensure transfer of training 5. Select training methods 6. Evaluate training

16. 16 Employee Development Training: focus on current job Training: focus on current job Development: focus on future jobs Development: focus on future jobs Provide formal education programsProvide formal education programs Assess employee’s potentialAssess employee’s potential Provide developmental job experiencesProvide developmental job experiences Provide developmental interpersonal relationshipsProvide developmental interpersonal relationships