training & development lecture8
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Training & Development
Lecture 10
Definition Smith (1996) defines training as a planned process to achieve effective performance in an activity or range of activities.
There is a common view that training consists of formal activities that allow people to acquire or refine knowledge, skills and attitudes needed for their current jobsIt is about bridging the training gap
Learning
It is about bringing about relative permanent change as a result of experience.
Social learning theory(Bandura)- states that learning is a continuous interaction between the individual and the particular social environment in which he/she functions.
Continued..
Four process involved in learning as per the social learning theory
1. Attention process
2. Retention process
3. Motor Reproduction process
4. Reinforcement process.
Lewin's Learning model
Unfreezing Moving Refreezing
Need to establish
new norms
Heightened motivation
Establishing new norms
and roles,
Accepting and giving feedback
experimenting
Developing differentiated roles
Stabilizing norms
Adjusting self-image
Behavior Modification
It refers to the practical application of reinforcement theory in organizational setup.
Five step model of it application followed universally
Steps for behavior mod. model
Stage1 –identification of critical behaviorStage2- developing baseline dataStage 3-Identifying baseline consequence(ABC model)Stage 4- Developing and implementing interventions.Stage 5- Evaluating performance improvement
developing baseline data
Identification of critical behavior
Identifying baseline consequence
Developing Interventions
Apply Appropriate strategy
Chart the frequency of the response
after interventions
Maintenance of the desired behavior
(schedules reinforcement
Evaluating Performance improvement
Problem solvedNoYes
Behavioral events, performance and
organizational consequences
A-B-C
Consider environmental variablesStructure ,technology, task, processes,groups
Percentage and frequency
Modeling and Shaping
Positive reinforcement, negative reinforcement,punishment,extinction
Model of Behavior modification
Characteristics to effective Training Practices
Top Management is committed to training & developmentTraining is tied to business strategy and objectiveA comprehensive and systematic approach to training: training and re training is done at all levels and as an on going processTo provide sufficient time and money.
Levels of Training Needs
Organizational level – requiring modification in culture
Job or occupational level – most redefined in terms of competencies required to meet new standards
Individual employee - shortfall in performance remedied
Assessing Training Needs and Designing Training Programs
The assessment phase serves the foundation of the entire training effort.
The purpose of the training program is to define what is it the employee should learn in relation to the desired job behavior.
Needs Assessment ModelOrganizational Analysis
ObjectivesResources
Internal environment
Person Analysis
Actual Performance(AP)
Operational AnalysisExpected Performance
Requirement (EP)KSAs
Training Needs
Training Objectives
PerformanceDiscrepancy (PD)
PD = EP -AP
Steps in the implementation of a training program
Instructional System Design
(Addie Model)
An analysis of the training needs
A design program of training to meet the needs
Develop model
Implementation of the training program
An evaluation of the training program
Factors Affecting the training Plan
The objectives of the trainingThe contents of the trainingThe recipients of the trainingThe likely cost involvedThe cost of not trainingThe likely benefits and how can they be evaluatedVarious training methods availableLocation of trainingThe availability of the trainer
Training requirement analysis
•Participants characteristics
•Training environment
•Broad training objectives
Determination of the specific task requirement
Determination of Org development needs
Determining the specific training requirements
•Terminal job requirement
•Behavioral specifications
•Terminal achievement criteria
Instructional materials Preparation• Events objective
• Sequence • Detailed instructional content
Developmental testing of training material
Field testing of the complete program
Implementation
Evaluation
Nine requirements of a systematic training program
It should be realistic
It should be a conscious effort
Provide time,skill&knowledge of the trainer in such measures that the participants can convert each training event into an experience for themselves.
Protect the participants and the setting from the harm and expensive error arising from lack of practice.
Expose the participants to skill and ideas beyond those available in their normal settings
Provide the opportunity for experimentation beyond the tolerances of an organization and for feedback of results
Give participants the experience of belonging to groups outside their everyday settings,especially with people in the same field and occupation.
Provide opportunities to step back from day to day activities,think about the task and role as a whole,analyze priorities and division of time, and how the new ways to fit into a participants pattern of life.
Provide opportunities for a very intensive stretching experiences for participants through specialized programs with highly skilled trainers
Training methods
Simulating Real life
1. Role playing
2. Games
3. In basket exercise
Continued…
1. Role playing:
Help participants experience what something sounds and feels like.
It is elaborately preplanned
Mainly useful for training behavioral dimensions
Continued..
2. Simulation Games:
These focus primarily on the process of interpersonal relations,on how decisions are made and with what consequences ,rather than on the substance of the decision.
Games have set rules and predictable results.
Continued..
3. In basket Exercise:
More elaborate simulations create a complex organization,rotate participants through key roles in it,and have them deal with specific task in settings of a kind they will encounter in real life.
Incidents and cases
Gives a wider scope of working
Help participants develop a habit of taking more factors into account than they usually do,analyze them care fully and put them together in an integrated picture for guiding understanding and action.
Individualized training
Tutoring and coaching individuals through reading and writing assignments
It enables each participants to determine the pace of training
A tutor adapts his or her activities to the participants condition
Other Methods
Seminar
Workshops
Group Discussions
Lectures
Distance learning
Laboratory Training
Job Rotation
Projects
Evaluation of the training program
Evaluation of the training can be done at various levels
1. Reaction Level-reviewing trainees reaction to the training and the trainer
2. Learning Level-changes in knowledge,skill and attitudes
3. Job Behavioral Level- change in job behavior
4. Organizational Level-effect on the organization
5. Ultimate level- benefit to the organization and the individual
Transfer of Training
It refers to the extend to which knowledge, skill, abilities or other characteristics learned in training can be applied on the jobIt can be a :
Positive transfer Negatives transfer Neutral
Training Initiatives Learning organizations:E.g.:HPCL
1. People express their capacity to create desired results
2. New and expansive patterns of thinking are nurtured
3. Collective aspirations are set free4. People learn together5. Learning does not start and end but is continuous
process over the life time
Elements of a learning organization
Building a shared vision
Continuously developing personal skills and vision
Capability to reflect about theirs company
Team learning
Systematic learning
Continued…Transfer of knowledge through Academy-industry interfaceEg:Management Development Institute &Indian Institute of Petroleum Management
Multi-skilling,Retraining and DeploymentEg: BHEL
Developing Global Learning and Training CapabilitiesEg: Motorola
Career Development
Career is a sequence of job occupied by a person during the course of a lifetime.Career development looks at the long term career effectiveness and success of organizational personnelOrganizations Career Development: tracking career paths to ensure capable managerial and technical talent to meet organizational needsIndividual Career Development: focuses on assisting individual to identify their career goals and to determine what they need to do to achieve it.
Need of Career Development
Ensures needed talent will be available
Improves the organizations Ability to attract and retain high talent
Ensures growth opportunity for all employees
Reduces Employee frustration
Career Stages
Exploration
Establishment
Mid-career
Late Career
Decline
Types of Careers
Steady-State -One-time commitment to certain kind of job that is maintained
throughout one’s working life.
Linear- A person progresses through a sequence of jobs and each job
entails progress over the prior one in terms of responsibility, skills needed,
level in the hierarchy of an organization, and so on.
Spiral- A person holds different types of jobs that build on each other but
tend to be fundamentally different
Transitory- Person changes jobs frequently and each job is different
from the one before
Effective Organizational Career Development
Challenging jobs
Dissemination of career options information
Job posting
Assessment centers
Career Counseling
Career Development Workshops
Continuing training
Job Changes
Individual’s Career development
Identify and organize your skills
Convert these inventories in general career fields
Test these possibilities against the realities of the organizations and the job market