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ManagementManagem

ent

Development &Developm

ent &TrainingTraining

Unit 2Unit 2

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Unit 2Unit 2 Training ProcessTraining Process Trainers SkillsTrainers Skills

Training PolicyTraining Policy

Areas of TrainingAreas of Training

Models of TrainingModels of Training

Training Objectives Importance & itsTraining Objectives Importance & its

beneficiariesbeneficiaries

Ethical Consideration for training programmeEthical Consideration for training programme

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Trainers SkillsTrainers Skills

1.1. Communication SkillsCommunication Skills

2.2. Questioning SkillsQuestioning Skills

3.3. Body Language & GesturesBody Language & Gestures4.4. Handling Difficult situationsHandling Difficult situations

5.5. Creativity SkillsCreativity Skills

6.6. Technical SkillsTechnical Skills

7.7. Interpersonal SkillsInterpersonal Skills

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Areas of training-Areas of training

-

1. Company policy and procedures1. Company policy and procedures

2.2. Skill based trainingSkill based training

3. Human relations training-interpersonal skills,3. Human relations training-interpersonal skills,

leadership styles, disciplinary procedure etc.leadership styles, disciplinary procedure etc.

4. Problem solving training from simple operational4. Problem solving training from simple operationalproblems to major decision making problems.problems to major decision making problems.

5. Supervisory training-to enable the person to perform5. Supervisory training-to enable the person to performmanagerial and supervisory functions such asmanagerial and supervisory functions such as

planning, organizing, directing and controlling as planning, organizing, directing and controlling asemployees move ahead in their career paths toemployees move ahead in their career paths toassume positions of increased responsibility.assume positions of increased responsibility.

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Other areasOther areas Sales TrainingSales Training Teamwork TrainingTeamwork Training Time Management TrainingTime Management Training Telephone Skills TrainingTelephone Skills Training Employee Retention TrainingEmployee Retention Training Finance TrainingFinance Training Creativity TrainingCreativity Training Customer Service TrainingCustomer Service Training

Communication TrainingCommunication Training Supervisory Skill TrainingSupervisory Skill Training

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Models of training-Models of training

-

Training is a transforming process that requiresTraining is a transforming process that requires

some input and in turn it produce output insome input and in turn it produce output in

the form of knowledge, skills and attitudes.the form of knowledge, skills and attitudes.

The three models of training are-The three models of training

are-

1.1. The system modelThe system model

2.2. Instructional system development modelInstructional system development model

3.3. Transitional modelTransitional model

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ys em mo e oys em mo e otraining-training-

ItItconsists of five phasesconsists of five phases which should bewhich should be

repeated on a regular basis to makerepeated on a regular basis to makefurther improvements. The training shouldfurther improvements. The training should

achieve the purpose of helping theachieve the purpose of helping the

employees to perform their work toemployees to perform their work to

required standards. The steps are-required standards. The steps are-

ANALYSE

DESIGN

DEVELOP

EVALUATE

EXECUTE

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1.1. ANALYSE-ANALYSE-Analyze and identify the trainingAnalyze and identify the trainingneeds-what do they need to learn.needs-what do they need to learn.

2.2. DESIGN-DESIGN-It requires developing the objective ofIt requires developing the objective of

training, identifying the learning steps,training, identifying the learning steps,sequencing and structuring the contents.sequencing and structuring the contents.

3.3. DEVELOP-DEVELOP-Listing the activities in the trainingListing the activities in the trainingprogram that ll assist the participants to learn,program that ll assist the participants to learn,

examining training material, selecting deliveryexamining training material, selecting deliverymethod, validating information to be imparted to.method, validating information to be imparted to.

4.4. EXECUTE-EXECUTE-Its the hardest part of the systemIts the hardest part of the systembecause one wrong step can lead to the failure ofbecause one wrong step can lead to the failure of

whole training programwhole training program

5.5. EVALUATE-EVALUATE-Evaluating each phase to makeEvaluating each phase to makesure it has achieved its aim in terms ofsure it has achieved its aim in terms ofsubsequent work performance.subsequent work performance.

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Instructional systemInstructional system

development modeldevelopment model

In it training objectives are designed on theIn it training objectives are designed on the

basis of job responsibilities and jobbasis of job responsibilities and job

description. And on the basis of designeddescription. And on the basis of designed

objective ,performance is measured. Theobjective ,performance is measured. TheISD model is a continuous process that lastsISD model is a continuous process that lasts

throughout the training program.throughout the training program.

This model comprises of five stages-This model comprises of five stages-

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PLANNING

DEVELOPMENTEXECUTION

ANALYSIS

FEEDBACK

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1.1. ANALYSIS-ANALYSIS-This phase consist of training needThis phase consist of training needassesment, job analysis and target audience analysis.assesment, job analysis and target audience analysis.

2.2. Planning-Planning-This phase consist of setting goal of theThis phase consist of setting goal of the

learning, outcome, types of training material, medialearning, outcome, types of training material, mediaselection, methods of evaluating the trainee, trainerselection, methods of evaluating the trainee, trainerand the training program.and the training program.

3.3. DEVELOPMENT-DEVELOPMENT-This phase translates design decisionsThis phase translates design decisionsinto training material. it consists of developing courseinto training material. it consists of developing coursematerial, including handouts,workbooks,visual aids etc.material, including handouts,workbooks,visual aids etc.

4.4. EXECUTION-EXECUTION-it focuses on logistical arrangements, suchit focuses on logistical arrangements, suchas arrangingas arrangingspeakers,equipments,benches,podiums,food facilities,speakers,equipments,benches,podiums,food facilities,cooling lighting ,parking and other training accessories.cooling lighting ,parking and other training accessories.

5.5. EVALUATION-EVALUATION-evaluating whole process.evaluating whole process.

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Transitional modelTransitional model

of trainingof training Transitional model focuses on theTransitional model focuses on theorganization as a whole. Theorganization as a whole. The

other loop describes the vision,other loop describes the vision,mission and values of themission and values of the

organization on the basis oforganization on the basis of

which training model i.e. innerwhich training model i.e. innerlop is executedlop is executed

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IMPLEMENT

PLAN

OBJECTIVE

EVALUATE

MISSION

VALUES

VISION

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1.1. VISION-VISION-It focuses on the milestones thatIt focuses on the milestones thatthe organization would like to achieve afterthe organization would like to achieve afterthe defined point of time. A vision statementthe defined point of time. A vision statement

tell that where the organization sees itselftell that where the organization sees itselffew years down the line.few years down the line.

2.2. MISSION-MISSION-explain the reason ofexplain the reason oforganizational existence. The reason oforganizational existence. The reason of

developing a mission statement is todeveloping a mission statement is tomotivate, inspire and inform the employeesmotivate, inspire and inform the employeesregarding the organization.regarding the organization.

3.3. VALUES-VALUES-values is the translation of visionvalues is the translation of visionand mission into communicable ideals. itand mission into communicable ideals. itreflects the deeply hold values of thereflects the deeply hold values of theorganization. for example-socialorganization. for example-socialresponsibility, excellent customer serviceresponsibility, excellent customer service

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Importance of TrainingImportance of Training

ObjectiveObjective

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Importance of trainingImportance of training

objectiveobjective It provides the clear guidelines and develops theIt provides the clear guidelines and develops the

training program in less time because objectivestraining program in less time because objectivesfocus specifically on needs.focus specifically on needs.

Training objectives tell the trainee that what isTraining objectives tell the trainee that what is

expected out of him at the end of training program.expected out of him at the end of training program. Training objectives are of great significance from aTraining objectives are of great significance from a

no. of stakeholders perspectives-no. of stakeholders perspectives-

1.1. Trainer 3. DesignerTrainer 3. Designer

2.2. Trainee 4. EvaluatorTrainee 4. Evaluator

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Benefits for Trainee-Benefits for Trainee- Helps in reducing the anxiety of theHelps in reducing the anxiety of the

trainee up to some extent.trainee up to some extent. Keep the participants aware of theKeep the participants aware of the

happenings, rather than keeping ithappenings, rather than keeping itsurprisesurprise

Helps in increase in concentration,Helps in increase in concentration,

which is the crucial factor to makewhich is the crucial factor to maketraining successfultraining successful

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Benefits for trainer-Benefits for trainer-

Helps the trainer toHelps the trainer to

measure the progress ofmeasure the progress of

trainees and make thetrainees and make therequired adjustments.required adjustments.

fi f

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Benefits forBenefits for

designerdesigner Being aware ofobjective, he can design theBeing aware of objective, he can design the

training package accordingly.training package accordingly.

Now he can look for training methods, trainingNow he can look for training methods, training

equipments and training content accordingly toequipments and training content accordingly toachieve that objective. Without any guidance,achieve that objective. Without any guidance,he cant design.he cant design.

Example-Training objective is to deal effectivelyExample-Training objective is to deal effectively

with customers to increase the sales.with customers to increase the sales.Now the designer ll include-ways to improveNow the designer ll include-ways to improve

interpersonal skills, verbal and non-verbalinterpersonal skills, verbal and non-verballanguage etc.language etc.

B fi f

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Benefit forBenefit for

evaluatorevaluatorThe objective providesThe objective provideshim a standard forhim a standard for

evaluation of progress ofevaluation of progress of

trainee.trainee.

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ETHICAL CONSIDERATION FORETHICAL CONSIDERATION FOR

TRAINING AND DEVELOPMENTTRAINING AND DEVELOPMENT

PROGRAMS-PROGRAMS-

1.1. Voluntary consent of participants-Voluntary consent of participants-they should not be forced to jointhey should not be forced to jointhese activities.these activities.

2.2. Discrimination-age, gender,race orDiscrimination-age, gender,race orrelated factors should not be usedrelated factors should not be usedas barriers to determine whoas barriers to determine who

receives training.receives training.3.3. Cost effectivenessCost effectiveness

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Training PolicyTraining PolicyTraining policy is an expressionTraining policy is an expression

of intention which givesof intention which gives

general guidance for thegeneral guidance for the

conduct of corporate affairsconduct of corporate affairs..

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policy?policy?Every organization has well established and prescribedEvery organization has well established and prescribed

training policy for the training of employees.training policy for the training of employees.TRAINING POLICY INCLUDES..?TRAINING POLICY INCLUDES..?

This policy depicts the top managements philosophyThis policy depicts the top managements philosophy

regarding training of employees.regarding training of employees.

This training policy includes the rules andThis training policy includes the rules and

regulations,procedure,budget,standards and conditionsregulations,procedure,budget,standards and conditions

regarding training.regarding training.

This policy depicts the intention of the company toThis policy depicts the intention of the company to

train and develop its personnel.train and develop its personnel.

It provide guidelines for training programme.It provide guidelines for training programme.

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Refer to the below mentioned points for drafting trainingRefer to the below mentioned points for drafting trainingpolicy:policy:

1.1. Introduction:Introduction:

Write few lines on the importance of training. Like Training andWrite few lines on the importance of training. Like Training anddevelopment requires the same rigor and attention as any otherdevelopment requires the same rigor and attention as any othermanagement task. Well managed, training and development can delivermanagement task. Well managed, training and development can deliver

people with the right skills at the right time to enable the organization topeople with the right skills at the right time to enable the organization todeliver strategic results.deliver strategic results.

2.2. Purpose & ScopePurpose & Scope::

Write objective of the trainings which will be imparted to the employeesWrite objective of the trainings which will be imparted to the employees

3.3. ApplicabilityApplicability::

To whom it appliesTo whom it applies

4.4. References & DefinitionReferences & Definition::

References of other policies or documents which might be mentioned inReferences of other policies or documents which might be mentioned inthe policy. Definition of the technical words used.the policy. Definition of the technical words used.

5.5. TNATNA

Jot down the methods that will be used in for doing Training need analysisJot down the methods that will be used in for doing Training need analysis

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6.6. Training Material:Training Material:

Mention from where all the training material or content will beMention from where all the training material or content will bederived. Incase of internal content development, mention whoderived. Incase of internal content development, mention whowill be approving the content made. Mention about Trainingwill be approving the content made. Mention about TrainingCurriculum .i.e what all trainings will be imparted whether softCurriculum .i.e what all trainings will be imparted whether softskills, sales or technical or all.skills, sales or technical or all.

7.7. Mode of deliveryMode of delivery::

Mention what will be the mode of delivery i.e online,Mention what will be the mode of delivery i.e online,classroom or on the job.classroom or on the job.

8.8. CostingCosting

9.9. DocumentationDocumentation: What all kinds of reports & documents will: What all kinds of reports & documents willbe maintained and for how long they'll be keptbe maintained and for how long they'll be kept

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11.11. Training feedback & evaluationTraining feedback & evaluation::

Might include any specific benchmark for trainers, any assessment that mightMight include any specific benchmark for trainers, any assessment that mightbe conducted after the training to judge the participant's knowledge.be conducted after the training to judge the participant's knowledge.

12.12. Training environmentTraining environment::What kind of seating arrangements will be there in the training room, whiteWhat kind of seating arrangements will be there in the training room, whiteboards or projector requiredboards or projector required

13.13. Tracking, Training, & CertificationTracking, Training, & Certification::

How training imparted will be tracked(any specific software will be used orHow training imparted will be tracked(any specific software will be used ornot) or hard copies to be maintained, how employees' performance will benot) or hard copies to be maintained, how employees' performance will betracked and will employees be given a certification after the training or not.tracked and will employees be given a certification after the training or not.

14.14. Training Department Support SystemTraining Department Support System::

Mention the responsibilities and coordination required by the differentMention the responsibilities and coordination required by the differentdepartments, trainees.departments, trainees.

15.15. Checklist for trainingChecklist for training::Mention all the material that will be required. i.e. manual, white board,Mention all the material that will be required. i.e. manual, white board,markers, projector, computers, water bottles etcmarkers, projector, computers, water bottles etc

1616 Lastly:Lastly:

list of the templates or forms that will be used in training. Like nominationlist of the templates or forms that will be used in training. Like nominationform, attendance form, training feedback form, etc.form, attendance form, training feedback form, etc.

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An effective training policy does theAn effective training policy does the

following:following:

Provides guidance for allocatingProvides guidance for allocating

department resources such as trainers,department resources such as trainers,

money, and timemoney, and time

Gives a broad direction to trainingGives a broad direction to training

activitiesactivities

Outlines the authority given to the trainingOutlines the authority given to the training

department, as well as the limits to thatdepartment, as well as the limits to thatauthorityauthority

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Training processTraining process

Determine the mission of the org

Job description

Training needs assessment

Decide most important

objective/priorities

Evaluate the curriculum

Evaluate the Result of

Training

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