training and development | unit 4

Prepared by: Safaa S.Y. Dalloul

Training and Development | Unit 4

2013-2014http://safaadalloul.wordpress.com

KYTC

Introduction to Training and Development

Job and Career Security HR Development Training and Development The Training and Development

Process Determining TD Needs Establishing TD Objectives Selecting TD Methods Implementing TD Programs Evaluate TD

Elements of Lecture

Career Planning and Development

Training and human resource issues in small e-businesses Introduction Training and HR in small e-

businesses An illustrative and personal

research agenda Concluding remarks

Introduction to Training and Development

Why Training and Development?

To improve employees' competency and organizational

performance.

To do their jobs and career well

To keep pace with the organization as it changes and grows.

To align a firm's employees with its corporate strategies.

Job and Career Security

Job security implies security in one job, often with one company.

Career security requires developing marketable skills and

expertise that help ensure employment within a range of careers.


Career security results from the ability to perform within a broad

range of careers well enough to marketable in more than one job

and to more than one organization..


Some jobs may disappear or change according to technological

change.

As jobs disappear and change, workers must strive to constantly

and value to their careers.

HR Development

Human resource development is a major HRM

function that consists of:

o Training and development.

o Individual career planning.

o Development activities.

o Organization development.

o Performance appraisal.

o Activity that emphasizes T&D needs.

Training and Development

Training: activities are designed to provide learners with the

knowledge and skills needed for their present jobs.

Development: Learning that goes beyond today's job and

has a more long-term focus.

Formal training: is training activity that is planned,

structured, and occurs when people are called away from

their workstations to participate in it.

Challenge!!

1. Define Training and Development?

2. Why the organization needs Training and

Development?

3. Compare between Job and Career Security?


The most prominent changes affecting T&D:

Changes in organization structure caused by mergers, rapid

growth, downsizing and outsourcing.

Changes in technology and the need for more highly

skilled workers.



Changes in the educational level of employees, some

more highly educated, others needing remedial training.



Changes in human resources creating a diverse workforce

consisting of many groups.

Competitive pressures are necessitating flexible courses

and just-in-time and just-what's-needed training.



Increased emphasis on learning organizations and human

performance management.

Training and Development Process

External Environment

Select T&D Method(S)

Establish Specific Objectives

Determine T&D Needs

Implement T&D Programs

Evaluate T&D Programs

Internal Environment

Determine the T&D Needs?

1

Determine the T&D Needs?

The first step in the T&D process is to determine specific

T&D needs.

A systematic approach to addressing bona fide needs must be

undertaken.

How Can We Determine the T&D Needs?

Organizational analysis: from an overall organizational

perspective, the firm's strategic mission, goals, and corporate

plans are studied, along with the results of human resource

planning.

Task analysis: focuses on the tasks required to achieve the

firm's purposes. Job descriptions are important data sources

for this analysis level.

How Can We Determine the T&D Needs?

Person analysis: determining individual training needs is the

final level. The relevant questions are:

Who needs to be trained?

What kind of knowledge, skills and abilities (KSA) do

employees need?

Note: “Performance appraisals and interviews or surveys of supervisors and job incumbents are helpful at this level”.

Establishing TD Objectives

2

Establishing TD Objectives

Training and development must have clear and concise

objectives.

The purpose of training is firstly established, and then the

specific learning objectives about what the training should

accomplish.

By objectives, managers can determine whether training has

been effective or not.

Selecting TD Methods

3


In training and development, it is very essential to

determine the best method for T&D.

Although an increasing amount of training takes place on

the job at the time the employee needs the training, many

T&D programs occur away from the work setting.


Classroom programs

Monitoring and coaching

Case Study

Videotapes

Role playing

Apprenticeship training

Vestibule Training

Simulation

Business games

Basket training

Distance learning and

videoconferencing

Computer-bases training

E-learning (Web-based Training)

On-the-job training


Classroom programs

Instructor-led training in the classroom is the most popular

training method.

The advantage of classroom programs is that the instructor

may convey a great deal of information in a relatively

short time.


Classroom programs

The effectiveness of classroom programs improves when:

∂ Groups are small enough to permit discussion.

∂ When the instructor is able to capture the imagination of

the class and utilize multimedia in an appropriate

manner.



Monitoring: is an approach to advising, coaching, and

nurturing for creating a practical relationship to enhance

individual career, personal and professional growth and

development. And focuses on skills to develop employees

to perform to their highest potential and leading to career

advancement.



Coaching: is a responsibility of the immediate boss and

provides assistance much as the same as a mentor.



Reverse mentoring: is a process where the older

employees learn from the younger employees.


Case Study

Training method in which trainees study the information

provided in the case and make decisions based on it..


Videotapes The use of videotapes is a popular training method.

Small businesses that cannot afford more expensive

approaches.

Provides the flexibility desired by any firm.

Behavior modeling utilizes videotapes to illustrate

interpersonal skills and shows how managers function in

various situations.


Role playing A training method in which participants are required to respond

to specific problems they may actually encounter in their jobs.

Trainees learn by doing.


Apprenticeship training

A combination of classroom instruction with on-the-job

training.

It is common with craft jobs, such as those of plumber,

barber, carpenter … etc.


Vestibule Training

Training that takes place away from the production area on

equipment that closely resembles the actual equipment used

on the job.


Simulation

Training approach utilizes devices or programs replicating

tasks away from the job site.

The devices range from simple paper mock-ups of

mechanical devices to computerized simulations of total

environments.


Simulation

Training and development specialists may use simulated

sales counters, automobiles, and airplanes.


Business games

Simulations, computer-based or non-computer-based that

attempt to duplicate selected factors in a particular business

situation, which the participants manipulate.


Basket training

A simulation in which the participant is asked to establish

priorities for and then handle a number of business papers

such as memoranda, reports, and telephone messages that

would typically cross a manager's desk.


Distance learning and videoconferencing

A great deal of training takes place using this technology,

offering the prospect of increasing the number of trainees

and at the same time saving companies money.

Distance learning, videoconferencing, and similar technology

can increase access to training consistency of instruction, and

reduce the cost of delivering T&D programs.


Computer-bases training

A teaching method that takes advantage of the speed,

memory, and data manipulation capabilities of the computer

for greater flexibility of instruction.


E-learning (Web-based Training)

It is an umbrella term describing online instruction.

The versatility of online instruction has important

implications for T&D since the demand for an educated and

empowered workforce is critical in the new economy.

E-learning (Web-based training) is available anytime,

anywhere in the world and in different languages.


On-the-job training

It is an informal approach to training in which an employee

learns job tasks by actually performing them.

Management Development

Learning experiences are provided by an organization for the

purpose of upgrading skills and knowledge required in

current and future managerial positions.

Development Programs

In-house

Out-house


• Training that is more specific to needs.

• Lower costs.

• Less time.

• Consistent and relevant material.

In-House Development is in-side the organization by using the internal sources For many reasons:

In-house


• More control of content and faculty.

• Development of organizational culture and teamwork.

In-House Development is in-side the organization by using the internal sources For many reasons:

In-house


• An outside perspective.

• New viewpoints.

• Exposure to faculty experts and research.

• Broader vision.

In-House Development is Out-side the organization by using the external sources For many reasons:

Out-house

Implementing TD Programs

4


A perfectly conceived training program can fail if

management cannot convince the participants of its

merits.

Participants must believe that the program has value and

will help them to achieve their personal and professional

goals.


Implementation of training program difficulties:

It implies change, which employees may strongly

resist.

Participant's feedback is vital, as there are often bugs

in new programs.


Implementation of training program difficulties:

It may be difficult to schedule the training around

present work requirement, unless the employee is new

to the firm.

It is important to maintain training records including

how well employees perform during the training and

on the job. (i.e. Follow up + Cost)

Evaluate Training and Development

5

Evaluate TD

We have different approaches to evaluate TD:

Participants' opinions: it is asking the participant's

about their opinions to provide a response and

suggestions for improvements.

Extent of learning:

Administering tests are to determine what the

participants in a T&D program have learned.

Evaluate TD

We have different approaches to evaluate TD:

Behavioral change: tests may accurately indicate what

trainees learn, but they give little insight into whether

the training leads participants to change their behavior.

Accomplishment of T&D objectives: determining the

extent to which programs have achieved stated

objectives and have actually impacted performance.


Career is a general course that a person chooses to pursue

throughout his or her working life. “Usually Change”.

Career Planning is an on-going process whereby an individual

sets career goals and identifies the means to achieve them.


Organizational Career Planning is the planned succession of

jobs worked out by a firm to develop its employees.

Electronic Training and Development

What is a relationship between internet and (Training and Development)

program?

What are the benefits of using internet of electronic means in training and

development program?


ICTs (Information and Communication Technologies) is considered as a tool that

used to facilitate the business process (i.e. T&D is one function of HRM), and

when the firm conducted its work smoothly and without effort that helps to gain

competitive advantage in the future.


In small business that more useful and helpful to use electronic means to save time,

reduce cost and effort such as use computer bases training and E-learning. No need

to human capital as a trainer. There are three models of small business:

1) Small traditional businesses (STBs)

2) Small e-businesses (SEBs)

3) Small hybrid businesses (SHBs)


Finally, when any firm uses an electronic means not just in Training and

Development program but in all HRM functions , for sure it will gain benefits.

TEAM: Together Everyone Achieve More

TEAM

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training and development | unit 4

Documents

developmentthe training

developmentwhy training

remedial training

formal training

organization development

development activities

prominent changes

development unit