Trainning and Development (T&D)

By Saba Gul Rehmat Trainning and Development (T&D)

Presentation outlineIntroduction to training and development Training vs. development The training process Development of HRChallenges

Introduction

Training "An organization's planned efforts to help employees to acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job The process of teaching employees the basic skill to perform their jobs efficectively and efficiently .

Development An organizations conscious effort to provide its managers (and potential managers) with opportunities to learn, grow, and change, in hopes of producing over the long term a cadre of managers with the skills necessary to function effectively in that organization .

Training help the employees to-do their current job.

Training is for now

Job oriented

Scope is limited Whereas development by content helps the individual to handle future responsibilities.

development is for future.

Career oriented

Scope is wider

Training vs. development

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The training process

Training need assessment (TNA)

The process of evaluating the organization, individual employees, and employees tasks to determine what kind of training, if any, are necessary.

Variety of conditions may prompt an organization to do NA.

NA answers question in three broad areas..Analysis. Organization , person , and task.

success depends on accurate NA.

Readiness for training A combination of employee characteristics and positive work environment that permit training.

The necessary employee characteristics include ability to learn the subject matter, favorable attitudes toward the training, and motivation to learn. Cognitive ability

A positive work environment is one that encourages learning and avoids interfering with the training program.. Includes encouragement from peers , hr dept etc.

Planning the training program Implementing training program is the responsibility of HR dept ,

When the needs assessment indicates a need for training and employees are ready to learn than HR department plans for trainnig program .

Planning begins with establishing objectives for the training program. Based on those objectives, the planner decides who will provide the training, what topics the training will cover, what training methods to use, and how to evaluate the training.

T&D objectives Need assessment results in objectives , which should state that ,the desire behavior and the condition under which the training should occur. (e.g., physical conditions, mental stresses, or equipment failure)

Objectives are imp because when a trainer know the objective he will communicate to the trainee and trainee will be more focused .

When deciding whom to include in training, the organization has to avoid illegal discrimination, like women , minorities or disables .

Trainers Next question is who will provide the training .

many organizations use outside experts to develop and instruct training courses.

60% companies in US outsource it.

For this HR dept can mail vendors for RFP, request for proposal.

Training methods In selecting training techniques trade offs exist , there is no single method always the best, the best method depends on

Cost effectiveness ,Desire program content,Appropriateness of the facilities

Training methods use for trainnigs On the job training Lectures and video presentation Vestibule trainingRole playingBehavior modeling Case study methodsComputer games

On the job training The most widely used method of training, it is basically learning by doing

Its a trainning method in which a person with job experience and skill guides trainees in practicing job skills at the workplace. This type of training takes various forms, including apprenticeships and internships.

Apparently simple and less costly

if not handled properly the costs can be high damaged machinery, unsatisfied customers, and poorly taught workers

Lecture and video presentation

Its an off the job training which basically means learning before doing.

It heavily relies on communication , then modeling

Lecturing is a powerful technique because it offers relative economy and meaning full organization material.

TV, films ,slides presentations are similar to lectures.

Vestibule training

To keep training from disturbing the normal operations , some organizations use vestibule training.

Separate areas or vestibules are set up with equipment similar to that used on the job .

Hotel management trainings mostly use vestibules trainings, for example they set front desk, room , kitchen etc to train employees

Role playing and behavior modelingEach trainee is assigned a role in a situation and asked to play the role and to react to other players role playing

It may allow a male worker to play a role of female supervisor and vice versa , and given a situation to act according

Sometimes, the role playing is videotaped and reanalyzed as part of the training

It helps to reduce racial differences and acceptance of each. others roles and it helps in teaching interpersonal skills.

Case study methodUses a written description of a real decision-making situation in the organization or a situation that occurred in another organization.

Managers are asked to:Identify the problemsAnalyze the problems for their significancePropose solutions

This method helps employees in problem solving and decision making .

Computer games

Computerized simulations

Mostly used in training top managers

In a typical computerized game procedure, teams of players are asked to make a series of operating (or top-management) decisions like, deciding on product price, purchase of materials, production scheduling, fund borrowing, marketing etc.

Implementation Learning permanently changes behavior.

Employees are most likely to learn when training is linked to their current job experiences and tasks

To fully understand and remember the content of the training, employees need a chance to demonstrate and practice what they have learned.

Trainers should provide ways to actively involve the trainees, have them practice repeatedly, and have them complete tasks within a time that is appropriate in light of the learning objectives.

Evaluation of T&DTo verify program the program success it needs to be evaluate properly .

There are three criteria used for evaluating the training:Internal criteriaExternal criteriaParticipants reaction

Internal criteriaDirectly associated with the content of the programmefor example, whether the employee learned the facts or guidelines covered the programme

External criteria Related more to the ultimate purpose of the programmefor example, improving the effectiveness of the employee, the degree of learning transferred from training sessions to on-the-job situations, change in behavior , increases in sales volume or decrease in turnover

Participants reactionHow the trainees feel about the benefits of a specific training programme

Development of human resourceIts nowadays one of a going concern of HR departments .

Through development of current employees , department reduces the company's dependence on hiring new workers.

If employees are developed properly then the job opening can fill internally.

Promotions and transfers also shows that employees has a career not just a job .

Challenges HR development is also mean to meet several challenges which are as follows.

Employee obsolescence's Technological change Employee turnover etc..

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