Training

Session Extracts

Concept of Training Training is the formal and informal processes an organization uses to facilitate employees learning so that their resultant behavior contributes to the attainment of organizational goals.

Performance

f { Ability, Motivation, Environment}

Enhanced by Training

A Strategic HRM Training Model

Mission Business Goals Analysis of Internal Environment Critical Success Factors Business Strategy Human Resource Strategy Selection T & D Strategy Strategy C & S Pln. Strategy Perf mgt. Strategy

VISION
Analysis of External Environment

Human Resource plans T & D Action Plans Implementation of T& D Programmes

Key Strategic Issues

Integration with vision & mission Interdependence with other functional areas Integration with other HR subsystems

Training in Organizations

HR Professionals Role Line Managers Role

HR Professionals Role Establishing HR Training Policy Developing Training Methods Monitoring Training Practices

Advising / Assisting Managers on Training Practices

Line Managers Training Role

Evaluating specific training needs of employees Create the environment suitable for training absorption On the job training Mentoring / Coaching / Counseling Do and communicate performance evaluation Recommend training interventions Carry out corrective procedure

A Training System Approach

Needs Assessment

Training Objectives

Programme Contents Learning Principles

Actual Programme

Skills, knowledge and Attitude of participants

Evaluation Criteria

Evaluation

Source: Hermand Schwind, Hari Das & Terry Wager, 2002

Three Phases of Training

Pre Training Phase Training Phase Post-Training Phase

Identification of training needs

Selection of target group Training design Selection of methods

Actual Training

Training Evaluation

Training Need Analysis

Organizational Analysis Task / Competency Analysis Person Analysis

Training Need Assessment

Organization Analysis
Analysis of envt.,strategies,& resources to determine where to emphasize Analysis of activities to be performed to determine the KRAs needed Analysis of performance, knowledge skills and attitudes to determine who needs training

Task Analysis

Person Analysis

The Iceberg
Skills Knowledge

Necessary for high Perf. but not sufficient to guarantee

Attitudes Values

Behaviour Predicts Long Term Success

Three Approaches To Training

Fragmented Formalized Focused

The Fragmented Approach

Training is not linked to organizational goals

Training is perceived as a luxury or a waste of time

Approach to training is nonsystematic

The Formalized Approach

Training is linked to human resource needs Training is linked to appraisal system There is a lack of concern about the need for training

The Focused Approach

T& D and Continuous Learning is perceived as a necessity in a rapidly changing environment. Training is regarded as a competitive weapon Learning is linked to organizational strategy and to individual needs Careful Thought is given while designing the programs

I keep six honest serving men, (they taught me all I knew), Their names are What and Why and When and How and Where and Who. Rudyard Kipling, Just So Stories

Evaluation of Training
Reaction Level Learning Level Behaviour Level Results Level
Kirkpatrick (1987)
The immediate reaction of participants to the content and presentation of a session. The extend to which the participants have absorbed the content. The degree to which the learning applied at work. The overall impact to the organization.

Training Techniques

On the job training

Off the job training

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Off the Job Training Techniques Apprenticeship Training Informal Learning Job Instruction Training Lectures Programmed learning Audio-visual Techniques Simulated Training Role Plays Case Studies Games Discussions IT based Training
Technique Advantages Disadvantages Specific Application/s Focus (K/S/A) Remarks

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