TRAINING- Meaning, Determining Training Need & Development Strategies, Types, Models, Methods and Evaluation
TRAINING:
MEANING- According to Michael Armstrong “Training is the systematic modification of behaviour through learning which occur as a result of education, instruction, development and planned experiences.
In simple words it can be defined quipping employees with required knowledge and skills for the job. as e
Training focuses on specific job knowledge and skill that is to be applied in the short run.
Determining Training Needs:
Training needs can be determined through following types of analysis.
Organization analysis
Task analysis
Manpower or human resource analysis
ORGANISATIONAL ANALYSIS:
Systematic study of organization in terms of its objectives, its resources, resource allocation and utilisation,growth potential and its environment.
Its purpose is to determine where training emphasis should be placed in the organization for increasing organizational effectiveness.
It involves following elements
ANALYSIS OF OBJECTIVES:
Long term and short term objectives and their relative priorities should be properly analyzed.
Specific goals for various departments should be stated which will serve as means for achieving the overall organization objective.
Management would have to examine what are the specific training inputs that would contribute towards the achievement of these objectives.
RESOURCE UTILISATION ANALYSIS:
The allocation of human and physical resource and their efficient utilization in meeting the operational target should be analyzed.
Following questions should be answered.
Whether adequate number of personnel's are available?
Whether their performance is up to the required standards?
CLIMATE ANALYSIS:
It reflects the attitudes of workers trust, loyalty, openness, commitment towards organizational goals.
It should aim at determining whether the environment in different departments is fulfillment to their goals.
This will help in areas where training is needed to improve climate of organisation.
TASK ANALYSIS:
Systematic analysis of jobs to identify job contents,knowledge,skills and aptitude required to perform the job.
Attention should be given to
Tasks to be performed
Methods to be used
Way employees learn these methods
Performance standards required for employees
MANPOWER ANALYSIS:
Quality of manpower required by organization is carefully analyzed.
It has to be done in the light of both internal and external environment.
Organization should be properly scanned to determine the quality of human resource
What is a Training Strategy?A training strategy is a vision focus direction action planning document for training and development in an organization that requires implementation to achieve success.It is a blueprint that needs to support the optimization of the human resource capital in the organization. It is essential that the training strategy is aligned to the organization's strategy and enables its vision to be realized.
Types of Training:
1. Skills Training.
2.Creativity Training
2. Retraining. 6. Literacy Training
3. Cross-Functional. 7. Diversity Training
4. Team Training. 8. Customer Service
1. SKILLS TRAINING:
Focus on job knowledge and skill for:Instructing new hires.
Overcoming performance deficits of the workforce.
2. Retraining:
Maintaining worker knowledge and skill as job requirements change due to:
Technological innovation
Organizational restructuring
3. Cross-Functional Training:
Training employees to perform a wider variety of tasks in order to gain:
Flexibility in work scheduling .Improved coordination
4. Team Training:
Training self-directed teams with regard to:
Management skills.
Coordination skills.
Cross-functional skills
5. Creativity Training:
Using innovative learning techniques to enhance employee ability to spawn new ideas and new approaches.
6. Literacy Training:
Improving basic skills of the workforce such as mathematics, reading, writing, and effective employee behaviors such as punctuality, responsibility, cooperation etc.
7. Diversity Training:
Instituting a variety of programs to instill awareness, tolerance, respect, and acceptance of persons of different race, gender, etc. and different backgrounds.
8. Customer Service Training:
Training to improve communication, better response to customer needs, and ways to enhance customer satisfaction.
Training and Development Models:
Instructional Systems Design (ISD)
Systematic Model Training
Transitional Model
Instructional Systems Design (ISD):
ISD model was made to answer the training problems.
The systematic approach to the Analysis, Design, Development, Implementation, and Evaluation of learning materials and activities.
Widely used now-a-days because it is concerned with training need on the job performance.
ISD is the process to determine the 5W1H of Learning(Who, What, When, Where, Why, and How)
Training objectives are defined on the basis of Job Responsibilities and Job Description.
Developed by Florida State University
Term ‘ADDIE’ was changed to ISD (Instructional System Design)
It’s a continuous process that lasts throughout the training program.
Output of one phase is input of next phase.
ISD comprises of Five Stages
Analysis- training need assessment, job analysis
Planning- setting goals of learning outcome, instructional objectives, media selection, strategies to impart knowledge,etc
Development-developing course material for training like workbooks, visual aids, hand-outs, etc.
Execution- focuses on logistical arrangement of speakers,equipment,benches,podium, etc.
Evaluation- to make sure that training program has achieved its aim in terms of work performance
System Model:
5 Phases
1.Analyze and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated.
2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents.
3.Develop- Requires listing the activities in the program. Assist the participants to learn delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all goals and objectives.
4.Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program
5.Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices
Transitional Model:
Focuses on the organization as a whole.
The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is executed.
Vision-Focuses on the milestones that the organization aims to achieve.
Mission-The reason for developing a mission statement is to motivate, inspire, and inform the employees regarding the organization.
Values-It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc.
METHODS:
ON JOB TRAINING
Mentoring
Coaching
Job Rotation
Internships
Off the job training
Vestibule Training
Management Games
Role Playing
Films
Lecture Methods
Outbound Training
Evaluation:
1. Pre-training evaluation:
Procedure of selecting/nominating trainees
Trainee profile
2. Training evaluation
3. Post training evaluation:
Reaction evaluation
Learning evaluation
Job improvement plan
Evaluating transfer of training to the job
REFERENCES
1 www.google.training and development
2.J.N.Sharma, Human Resource Management, Mittal publication, page no:207-249
(Credit: Gayatree Mahanta)
MEANING- According to Michael Armstrong “Training is the systematic modification of behaviour through learning which occur as a result of education, instruction, development and planned experiences.
In simple words it can be defined quipping employees with required knowledge and skills for the job. as e
Training focuses on specific job knowledge and skill that is to be applied in the short run.
Determining Training Needs:
Training needs can be determined through following types of analysis.
Organization analysis
Task analysis
Manpower or human resource analysis
ORGANISATIONAL ANALYSIS:
Systematic study of organization in terms of its objectives, its resources, resource allocation and utilisation,growth potential and its environment.
Its purpose is to determine where training emphasis should be placed in the organization for increasing organizational effectiveness.
It involves following elements
ANALYSIS OF OBJECTIVES:
Long term and short term objectives and their relative priorities should be properly analyzed.
Specific goals for various departments should be stated which will serve as means for achieving the overall organization objective.
Management would have to examine what are the specific training inputs that would contribute towards the achievement of these objectives.
RESOURCE UTILISATION ANALYSIS:
The allocation of human and physical resource and their efficient utilization in meeting the operational target should be analyzed.
Following questions should be answered.
Whether adequate number of personnel's are available?
Whether their performance is up to the required standards?
CLIMATE ANALYSIS:
It reflects the attitudes of workers trust, loyalty, openness, commitment towards organizational goals.
It should aim at determining whether the environment in different departments is fulfillment to their goals.
This will help in areas where training is needed to improve climate of organisation.
TASK ANALYSIS:
Systematic analysis of jobs to identify job contents,knowledge,skills and aptitude required to perform the job.
Attention should be given to
Tasks to be performed
Methods to be used
Way employees learn these methods
Performance standards required for employees
MANPOWER ANALYSIS:
Quality of manpower required by organization is carefully analyzed.
It has to be done in the light of both internal and external environment.
Organization should be properly scanned to determine the quality of human resource
What is a Training Strategy?A training strategy is a vision focus direction action planning document for training and development in an organization that requires implementation to achieve success.It is a blueprint that needs to support the optimization of the human resource capital in the organization. It is essential that the training strategy is aligned to the organization's strategy and enables its vision to be realized.
Types of Training:
1. Skills Training.
2.Creativity Training
2. Retraining. 6. Literacy Training
3. Cross-Functional. 7. Diversity Training
4. Team Training. 8. Customer Service
1. SKILLS TRAINING:
Focus on job knowledge and skill for:Instructing new hires.
Overcoming performance deficits of the workforce.
2. Retraining:
Maintaining worker knowledge and skill as job requirements change due to:
Technological innovation
Organizational restructuring
3. Cross-Functional Training:
Training employees to perform a wider variety of tasks in order to gain:
Flexibility in work scheduling .Improved coordination
4. Team Training:
Training self-directed teams with regard to:
Management skills.
Coordination skills.
Cross-functional skills
5. Creativity Training:
Using innovative learning techniques to enhance employee ability to spawn new ideas and new approaches.
6. Literacy Training:
Improving basic skills of the workforce such as mathematics, reading, writing, and effective employee behaviors such as punctuality, responsibility, cooperation etc.
7. Diversity Training:
Instituting a variety of programs to instill awareness, tolerance, respect, and acceptance of persons of different race, gender, etc. and different backgrounds.
8. Customer Service Training:
Training to improve communication, better response to customer needs, and ways to enhance customer satisfaction.
Training and Development Models:
Instructional Systems Design (ISD)
Systematic Model Training
Transitional Model
Instructional Systems Design (ISD):
ISD model was made to answer the training problems.
The systematic approach to the Analysis, Design, Development, Implementation, and Evaluation of learning materials and activities.
Widely used now-a-days because it is concerned with training need on the job performance.
ISD is the process to determine the 5W1H of Learning(Who, What, When, Where, Why, and How)
Training objectives are defined on the basis of Job Responsibilities and Job Description.
Developed by Florida State University
Term ‘ADDIE’ was changed to ISD (Instructional System Design)
It’s a continuous process that lasts throughout the training program.
Output of one phase is input of next phase.
ISD comprises of Five Stages
Analysis- training need assessment, job analysis
Planning- setting goals of learning outcome, instructional objectives, media selection, strategies to impart knowledge,etc
Development-developing course material for training like workbooks, visual aids, hand-outs, etc.
Execution- focuses on logistical arrangement of speakers,equipment,benches,podium, etc.
Evaluation- to make sure that training program has achieved its aim in terms of work performance
System Model:
5 Phases
1.Analyze and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated.
2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents.
3.Develop- Requires listing the activities in the program. Assist the participants to learn delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all goals and objectives.
4.Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program
5.Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices
Transitional Model:
Focuses on the organization as a whole.
The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is executed.
Vision-Focuses on the milestones that the organization aims to achieve.
Mission-The reason for developing a mission statement is to motivate, inspire, and inform the employees regarding the organization.
Values-It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc.
METHODS:
ON JOB TRAINING
Mentoring
Coaching
Job Rotation
Internships
Off the job training
Vestibule Training
Management Games
Role Playing
Films
Lecture Methods
Outbound Training
Evaluation:
1. Pre-training evaluation:
Procedure of selecting/nominating trainees
Trainee profile
2. Training evaluation
3. Post training evaluation:
Reaction evaluation
Learning evaluation
Job improvement plan
Evaluating transfer of training to the job
REFERENCES
1 www.google.training and development
2.J.N.Sharma, Human Resource Management, Mittal publication, page no:207-249
(Credit: Gayatree Mahanta)
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