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Training & DevelopmentTraining & Development

Paul L. Schumann, Ph.D.Paul L. Schumann, Ph.D.

© 2011 by Paul L. Schumann. All rights reserved.© 2011 by Paul L. Schumann. All rights reserved.

Strategic Training & Strategic Training & Development ProcessDevelopment Process

Business strategyBusiness strategy• What’s the mission, values, goals?What’s the mission, values, goals?

Strategic T&D initiativesStrategic T&D initiatives• What T&D initiatives will support the What T&D initiatives will support the

business strategy?business strategy? T&D activitiesT&D activities

• What specific T&D activities should be What specific T&D activities should be implemented?implemented?

Metrics that show the value of T&DMetrics that show the value of T&D

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Training & DevelopmentTraining & Development

Training: focus on current jobTraining: focus on current job Development: focus on future jobsDevelopment: focus on future jobs

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Steps in the Training ProcessSteps in the Training Process

1. Training needs assessment1. Training needs assessment

2. Ensure employee readiness2. Ensure employee readiness

3. Create learning environment3. Create learning environment

4. Ensure transfer of training4. Ensure transfer of training

5. Select training methods5. Select training methods

6. Evaluate training6. Evaluate training

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1. Training Needs Assessment1. Training Needs Assessment

Organizational analysisOrganizational analysis• Support of managers & peersSupport of managers & peers• Company strategyCompany strategy• Training resourcesTraining resources

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1. Training Needs Assessment1. Training Needs Assessment

Person analysisPerson analysis• Person characteristicsPerson characteristics• InputInput• OutputOutput• ConsequencesConsequences• FeedbackFeedback

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1. Training Needs Assessment1. Training Needs Assessment

Task analysisTask analysis• Select jobsSelect jobs• Develop preliminary list of tasks Develop preliminary list of tasks

performed on the selected jobsperformed on the selected jobs• Confirm the list of tasksConfirm the list of tasks• Identify the knowledge, skills, & abilities Identify the knowledge, skills, & abilities

required to successfully perform each required to successfully perform each tasktask

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2. Ensure Employee Readiness2. Ensure Employee Readiness

Motivation to learnMotivation to learn• Self-efficacySelf-efficacy• Understand the benefits of trainingUnderstand the benefits of training• Awareness of training needs, career Awareness of training needs, career

interests, & goalsinterests, & goals• Understand work environment Understand work environment

characteristicscharacteristics• Awareness of employees’ basic skill Awareness of employees’ basic skill

levelslevels

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3. Create Learning Environment3. Create Learning Environment

Conditions for learningConditions 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 Learn by doing, observing others, & sharing

experiences in “communities of practice”experiences in “communities of practice”• Good program administrationGood program administration• Facilitate recall of training contentFacilitate recall of training content

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3. Create Learning Environment3. Create Learning Environment

Learning requires effective practice Learning requires effective practice sessionssessions• Provide sufficient practice timeProvide sufficient practice time• Distribute practice sessions over Distribute practice sessions over

multiple daysmultiple days• Allow time for overlearningAllow time for overlearning

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4. Ensure Transfer of Training4. Ensure Transfer of Training

Climate for transferClimate for transfer Manager support & action planManager support & action plan Peer support & support networkPeer support & support network Opportunity to performOpportunity to perform Technology supportTechnology support Self-management skillsSelf-management skills

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5. Select Training Methods5. Select Training Methods

Off-the-job trainingOff-the-job training• Classroom instructionClassroom instruction• TeleconferenceTeleconference• WebcastWebcast• Audio-visual instructionAudio-visual instruction• LecturesLectures• Case studiesCase studies• SimulationsSimulations

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5. Select Training Methods5. Select Training Methods

On-the-job trainingOn-the-job training• Managers or peers provide trainingManagers or peers provide training

ObservationObservation ExplanationExplanation ImitationImitation

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6. Evaluate Training6. Evaluate Training

4 Levels of Evaluation (Kirkpatrick):4 Levels of Evaluation (Kirkpatrick):• Reaction:Reaction: satisfaction of trainees satisfaction of trainees• Learning:Learning: test trainees test trainees• Behavior:Behavior: job performances of trainees job performances of trainees• Results:Results: payoff for organization 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

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Steps in the Training ProcessSteps in the Training Process

1. Training needs assessment1. Training needs assessment

2. Ensure employee readiness2. Ensure employee readiness

3. Create learning environment3. Create learning environment

4. Ensure transfer of training4. Ensure transfer of training

5. Select training methods5. Select training methods

6. Evaluate training6. Evaluate training

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Employee DevelopmentEmployee Development

Training: focus on current jobTraining: focus on current job Development: focus on future jobsDevelopment: 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 Provide developmental interpersonal

relationshipsrelationships