Training Methods

Anuraag Awasthi

Ground Rules
Cell Phones on silent mode - Question & Answers anytime - Keep it Interactive - If there is any urgent call, please silently leave the room, attend the call and come back.
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Agenda

Evaluation of Training Programs Approaches to Management Development Sources of Knowledge / Skill acquisition Types of Management Development programs EDPs/ Seminars and Conferences, Symposia

Management Development Programs (MDP)

An institution that cannot produce its own managers will die. From an overall point of view, the ability of an institution to produce managers is more important than its ability to produce goods efficiently and cheaply. - Peter Drucker

Management Development Programs (MDP)

Management

Development is a long term educational process which utilizes a systematic and organized procedure for imparting conceptual and theoretical knowledge to managers. It covers activities which improve job performance and bring about growth of personality. MDP is used to equip persons to earn promotions and hold greater responsibility. Various methods used are coaching, mentoring, counseling, training and appraisal interview.

Management Development Programs (MDP)

Management Development is an activity designed: - to improve the performance of existing managers, - provide a supply of managers to meet the need of organizations in future and - extend the understanding of the management activity

Objectives of MDP
-To

improve the job performance of existing managers - To provide adequate cover in the event of unexpected short-term changes such as death, transfers, resignations or unanticipated developments - To promote a high morale and good organizational climate -To prepare the present executives for higher assignments so that they may be promoted from within.

Objectives of MDP
-To

raise the general level of management thinking and understanding in all branches and all levels in the organization - To develop a second line of competent managers for future replacements. -To prevent managerial obsolescence by exposing the managers to new concepts and techniques in their field of specialization.

Principles of MDP
All development is Self Development. - Development is highly individual. Different approaches work with different individuals. - Development of an individual is due to his day-today experience on the job. - Education is continuous. A person must strive continuously to improve himself using as many methods as possible.
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Approaches to Management Development Programs (MDP)

Approaches to MDP

Mentoring Coaching Job rotation Professional development Business Workflow Analysis Upward feedback Executive education Supervisory training

Mentoring
Mentoring is considered to be a form of coaching in which an ongoing relationship is developed between a senior and junior employee. The purpose of mentoring is to provide the more junior employee with guidance and a clear understanding of how the organization goes about its business. Whereas coaching focuses on the technical aspects of the job, mentoring focuses more on improving the employees fit within the organization. Thus, coaching emphasizes skill development, and mentoring emphasizes attitude development. Generally, mentoring is conducted only for manager level employees.

Coaching
Coaching is the process of providing one-on-one guidance and instruction to improve knowledge, skills and work performance. Usually, coaching is directed at persons with performance deficiencies, but can also be used as a motivational tool for those performing adequately. Coaching is primarily used for skill improvement, it can also be used for knowledge development. These days, supervisors take almost 50% of their time coaching their subordinates. A key factor in learning process is the interpersonal relationship between the coach and the trainee.

Coaching
A typical Coaching format looks like following : - Understand the trainees job, the KSA and resources required to meet performance expectations and current level of performance. - Agree on the performance objectives with the trainee - Mutually arrive at a plan and schedule for achieving the performance objectives. - At the work site, show the trainee how to achieve the objectives, observe the trainee perform and then provide feedback. (similar to JIT) - Repeat above step till the performance improves.

Job Rotation
Job rotation allows a manager to operate in different roles and understand the different issues that arise. This is a common practice for managers being developed for executive roles.

Professional Development
Professional development refers to skills and knowledge attained for both personal development and career advancement. It encompasses all types of facilitated learning opportunities, ranging from college degrees to formal coursework, conferences and informal learning opportunities situated in practice. It is intensive and collaborative, ideally incorporating an evaluative stage. There are a variety of approaches to professional development, including consultation, coaching, communities of practice, lesson study, mentoring, reflective supervision and technical assistance.

Business Workflow Analysis

Business Workflow Analysis (BWA), sometimes known as Business Management Systems , is a management tool that streamlines, automates and improves the efficiency of business procedures. As part of the move towards the paperless office, BWA is a method allowing businesses to better comprehend their current needs and to establish future goals. The long-term objectives of BWA are those of reducing transaction costs and managing performance.

BWA generally necessitates the participation of: Employees whose everyday role includes the processing, handling and sharing of documents Experts with a vision of how the work should be done IT staff with an understanding about how the vision could be translated into a realistic solution A 'facilitator' whose role it is to manage the project and keep to specified limits in time and expenditure
Examples of BWA are actions such as routing documents to different locations, securing approvals, scheduling and generating reports.

Upward Feedback
This is the performance appraisal process where the manager gets feedback from his direct reports.

Executive Education
The term Executive Education is used for programs at graduate-level business schools that aim to give classes for managers or entrepreneurs. These programs do not usually end in a degree, although there is an ever-growing number of Executive MBA programs that are very similar but bestow the Master of Business Administration upon completion of the coursework. A new trend is for business schools to offer a certificate and alumni status for completing a certain number of executive education units. These programs are very costly. The program duration could be from 2 to 20 weeks. The alumni network of the business school is bolstered by the ranks of these high executives, who can help the younger MBAs with finding jobs.

Supervisory Training
The Supervisor Training is given to newly promoted foremen and supervisors at manufacturing plants with a comprehensive overview of quality control, operations, and supervisory principles. The program contains elements like continuous improvement, statistical process control, and the principles and applications of quality. The students learn the day-to-day job tasks and interpersonal strategies to become a productive and respected supervisor. They learn proven managerial concepts, effective verbal and written communications skills, the latest employee development techniques, and more.

Supervisory Training
Post training, a supervisors should be able to :

Discuss the concepts and skills that a first-level supervisor uses in their daily responsibilities including: managerial concepts, how to plan, organize, and control; the process of motivation; employee relations; training, communication, and coordination; cost control and work simplification. Sharpen their verbal communication skills. Write effective letters, reports, and proposals. Be a contributing leader/member of an organizations quality improvement team, by understanding and communicating the accepted concepts and techniques. Learn and implement the principles of statistical process control within their organization. Learn and understand the use of quality measurement tools and measurement inspection methods.

Sources of Knowledge / Skills Acquisition

Sources of Knowledge/Skills Acquisition

Management Development is an activity designed to improve the performance of existing managers, provide a supply of managers to meet the need of organizations in future and extend the understanding of the management activity by drawing from the following three resource areas : - Knowledge, skills and teaching abilities manifested by the academic world; - Experience, expertise and resources provided by the organization within which the training operates - Trainee himself

Types of MDPs
Performance Appraisal - Performance review Discussions and Counseling - Job Rotation - Organization Development Activities (MBO, Corporate Planning etc.) - Career Development Plan and Activities - Training - Periodic Discussions and Meetings
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Types of MDPs

Types of MDPs
Comprehensive Leadership Dev. - Consortium Programs - Short Term programs
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The programs could be Open, Sponsored or Collaborative.

Comprehensive Leadership or Mgmt. Dev. Programs

Comprehensive programmes are generally taught over a period of 9-12 months and include a combination of pre-reading, in-class workshop sessions, and post workshop application and reflection. These programmes cover a broad range of topics and are generally designed to prepare high performing middle or upper middle managers for senior roles within the organisation. The programmes balance the learning and development needs with the time availability of working mangers.

Consortium Programmes
Consortium programmes are designed to meet the needs of a non-competing group of organisations that are each looking to develop a select number of staff. In most cases five organisations each send 5-6 managers on the programme. The advantages are that generally the investment required per participant is lower than a single company comprehensive programme and there are greater external networks and relationships developed with third party organisations.

Short Executive Development Programs

Organisations are often looking for a very short and targeted programme to meet the specific development needs of a group within the organisation. Programmes here range from 4-5 five day leadership or management programme, to 1-2 day in-house short course programme, or even a half-day management simulation as part of the sales or company conference

Executive Development Programs (EDP)

Executive Development Programs (EDP)

Executive Development Program (EDP) is a general management program that prepares middle-management executives to become more effective leaders and change agents in their organizations. It helps managers learn how to compete and succeed using strategic thinking to establish appropriate goals for their unit, and leadership skills to manage at the interface of key functions to get results.

Executive Development Programs (EDP)

There are four major steps in a typical EDP1) Problem Assessment: the experts along with the concerned employees and CEO assess the companys current problem and plans of the future. 2) Analysis of Development Needs: The problems that have been uncovered are remedied via a development program. 3) Identify Replacement needs: The assessment may uncover a need to recruit and select new management talent. The format of EDP may vary with companys size and nature of operation so as to provide optimum result. 4) Management Audit and Appraisal: There are regular feedback sessions to check as to whether the goals are being met.

Seminars & Conferences

Seminars & Conferences

A seminar

is a lecture or presentation delivered to an audience on a particular topic or set of topics that are educational in nature. It is usually held for groups of 10-50 individuals. A seminar is typically held at a hotel meeting space or within an office conference room. Seminars can range from 1 to maximum 3 days. Seminars are convened to have in-depth discussion on a subject from various view points. In seminars, there are presentations of papers by various authors/speakers, followed by discussions, questions and answers.

Seminars & Conferences

A seminar

is also known as Conference. In some conferences at the end of the conference, solutions and recommendations are made based on the deliberations and discussions.

Advantages of Seminars & Conferences

These help participants to obtain views, opinions, research findings etc. of the experts through the papers presented by them. Seminars can be thought provoking and make the participants change their attitudes and opinions. Listeners can listen to experts from different fields These cover a large audience. Disadvantage Since seminars are too large, individual attention as in training situation is not possible. These are not participation oriented. It is difficult to find whether participants have learnt anything.

Symposium

Symposium
In a symposium, a particular subject is discussed widely and deeply from the viewpoint of several well-versed authors. The topic becomes so widely discussed that participants learn the subject thoroughly. It is more or less a debate in which the trainees are participating vigorously. The main advantage of this method is the active thinking and participation by participants and disadvantage is that a lot of controversy and confusion in thinking may result in the symposia being organized improperly.

Evaluation of Training Program

Training Evaluation
Training is evaluated to determine its effectiveness. Some of the criteria that are used in evaluating the effectiveness of training are : - Increased productivity - Decrease in wastage over a period of time - Decrease in time and cost - Reduction in space / machine requirements - Decrease in labor turnover, absenteeism, accidents, grievances, overtime etc.

Training Evaluation (Kirkpatrick model)

Training Evaluation is done on the basis of following four factors: Reaction (to get feelings, reactions and suggestions what students felt about the training) - Learning (Techniques, principles and facts on an objective basis - the resulting increase in knowledge or capability)
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Training Evaluation (Kirkpatrick model)

Behavior (Change in attitude and behavior extent of behavior and capability improvement and implementation/application)
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Results (Tangible results in terms of reduced costs, improved quality etc - the effects on the business or environment resulting from the trainee's performance.)
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Training Evaluation (Kirkpatrick model)

- All

these measures are recommended for full and meaningful evaluation of learning in organizations, although their application broadly increases in complexity, and usually cost, through the levels from level 1-4.

Training Evaluation
Training is evaluated to determine its effectiveness. Two methods of assessment are : Continuous Assessment (tests throughout the training process that are designed to measure developing performance)
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Terminal Assessment (Evaluation in the end of the program)

Training Evaluation
Training is evaluated using three approaches : Test-Retest method - Pre-Post Performance method - Experiment-Control-Group method ( Groups that are comparable in skills, intelligence and learning abilities are established and evaluated on job performance. Members of the Control group do not undergo training. The experimental group is given training. Post training, both are again measured for performance.)
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