Week 1

What is Training?

Training is the action of informing or instructing your employees on a certain task in

order to help them improve their performance or knowledge. If people are to perform
their job to the highest possible standard, they must be effectively and efficiently trained.
Effective training will mean the activities have achieved the specific outcomes required.
In addition, your workers need to gain or maintain the skills and knowledge they need to
perform their work, direct others to perform work and to supervise work. Lack of training
can be attributed to one of the reasons of real quality problems.
Effective training should be cost efficient, while also ensuring that time and money is a
good investment.

1. Pre-employment Training
This is when your new employee has already has some previous education or
training. This training has happened prior to your new employee being hired.
Although this level of training indicates that previous education may be beneficial,
this will often not be directly related to the job at hand. Therefore, educational
certificates and qualifications should only be used as an initial indicator as to
what skills and knowledge an individual already has, but your will need to be
delved into a lot deeper.

2. Induction Training
This is also known as orientation. This is a formal way to induct the new
employee into your organization. It introduces them to be members of your
teams.
Induction training will generally occur right upon the new employee commencing
their new role. This stage of training can range from one
 day to several weeks depending on the nature of the job. It is arguably one of the
most important stages, as this is the time frame that new employees will form
impressions on the company and decide if they want to stay with your
organization.
This stage of training may involve the use of a schedule or checklist. It is highly
beneficial to invest time or money into this stage of training, as the new
employees will be more motivated, feel like they are of value to your organization
and hopefully make fewer mistakes when on the job.

3. In-Service Training
This will occur throughout the period of employment. It is particularly important
when the processes or products change.

4. Career Development Training

This is similar to in-service training> It is most related to employees being able to
be promoted or expanding their knowledge and understanding of the job at
hand.
This type of training will not relate to all employees, as some people are happy to
keep working in the role they started in. It is for the employees that have a drive
to better themselves, further training would be appreciated by them.
This will also help with the employee feeling like they company wants them to do
good, as they will be receiving the resources needed to improve.

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How to Design Effective Training Programs

 Identifying the training needs: The first step is to identify the training
needs of the learners. This can be done by conducting a needs assessment,
which involves gathering information about the learners' current skills and
knowledge, as well as the skills and knowledge they need to be successful
in their roles. This information can be gathered through surveys, interviews,
and observation.

 Setting clear goals and objectives: Once the training needs have been
identified, it is important to set clear goals and objectives for the training
program. This will help to ensure that the program is focused and relevant to
the learners. The goals and objectives should be specific, measurable,
achievable, relevant, and time-bound.

 Choosing the right learning methods: There are many different learning
methods available, such as eLearning, blended learning, and classroom
training. The best learning method for a particular training program will
depend on the learners' needs, the subject matter, and the budget. For
example, if the learners are short on time or have limited access to
technology, eLearning may be the best option. If the learners need to learn a
new skill quickly, a blended learning approach may be more effective.
  Creating engaging and relevant content: The content of the training
program should be engaging and relevant to the learners. This will help to
keep them motivated and interested in the material. The content should be
tailored to the learners' level of understanding and should be presented in a
way that is easy to understand.

Using active learning techniques: Active learning techniques, such as group

work and problem-solving exercises, can help learners to retain the information
they learn. These techniques can help learners to apply the knowledge they learn
to real-world situations.

 Evaluating the effectiveness of the program: It is important to evaluate the

effectiveness of the training program to ensure that it is meeting the needs of the
learners. This can be done by using surveys, tests, and interviews. The
evaluation should be conducted at the end of the training program and at regular
intervals thereafter.

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card

1|P a g e
Kh Mahmud Hossain,SPP,psc

THE FORCES INFLUENCING WORKING AND LEARNING

The forces that are influencing working and learning are as foll
ows:

THE FORCES INFLUENCING WORKING AND LEARNING
The forces that are influencing working and learning are as foll
ows:
 Globalization
 Increased Value Placed on intangible assests and human
capital
 Focus on link to business Strategy
 Changing demographics and diversity of the work Force
 Talent Managem
1|P a g e
Kh Mahmud Hossain,SPP,psc

THE FORCES INFLUENCING WORKING AND LEARNING

The forces that are influencing working and learning are as foll
ows:

The forces that are influencing working and learning are as foll
ows:
 Globalization
 Increased Value Placed on intangible assests and human
capital
 Focus on link to business Strategy
 Changing demographics and diversity of the work Force
 Talent Management

Globalization
Every business must be prepared
to deal with the global economy.
Global business expansion has
been made easier by technology. T
he Internet allows data and
information to be instantly
accessible an
d sent around the world. The
Internet, e-mail, and video
conferencin
g enable business deals to be
completed between companies
thous
ands of miles apart. Globalization
is not limited to any particular sect
or of the economy, product market,
or company size.
Globalization

Every business must be prepared to deal with the global economy. Global business
expansion has been made easier by technology. The Internet allows data and
information to be instantly accessible and sent around the world. The Internet, e-mail,
and video conferencing enable business deals to be completed between companies
thousands of miles apart. Globalization is not limited to any particular sector of the
economy, product market, or company size.
Increased Value Placed on Intangible Assets and Human Capital
Today more and more companies are interested in intangible assets
and human capital as a way to gain an advantage over competitors.
Training and development can help a company's competitiveness b
y directly increasing the company's value through contributing to inta
ngible assets. A company's value includes three types of assets that
are critical for the company to provide goods and services: financial
assets (cash and securities), physical assets (property, plant, equip
ment), and intangible assets.

Increased Value Placed on Intangible Assets and Human Capital

Today more and more companies are interested in intangible assets and human capital
as a way to gain an advantage over competitors. Training and development can help a
company's competitiveness by directly increasing the company's value through
contributing to intangible assets. A company's value includes three types of assets that
are critical for the company to provide goods and services: financial assets (cash and
securities), physical assets (property, plant, equipment), and intangible assets.

Focus on Link to Business Strategy

Given the important role that intangible assets and human capital play in a company’s
competitiveness, managers are beginning to see a more important role for training and
development as a means to support a company's business strategy, that is, its plans for
meeting broad goals such as profitability, market share, and quality. Managers expect
training and development professionals to design and develop learning activities that
will help the company successfully implement its strategy and reach business goals.

Changing Demographics and Diversity of the Work Force

 Companies face several challenges as a result of increased demographics and
diversity of the work force. Population is the single most important factor in determining
the size and composition of the labor force, which is composed of people who are either
working or looking for work.

Talent Management

Talent management refers to attracting, retaining, developing, and motivating highly

skilled employees and managers. Talent management is becoming increasingly more
important because of changes in demand for certain occupations and jobs, skill
requirements, the anticipated retirement of the baby boomer generation, and the need
to develop managerial talent with leadership skills. It is important to identify employees
who want to develop their skills and seek promotions and to keep them growing through
new job experiences and traning. For example, Liz Claiborne tries to avoid turnover of
the company’s best employees by creating jobs with growth potential. These jobs
involve new assignments that require employees to apply their skills in different ways or
to learn new skills.

Customer Service and Quality Emphasis Companies’

customers judge quality and performance. As a result, customer excellence requires

attention to product and service features as well as to interactions with customers.
Customer-driven excellence includes understanding what the customer wants and
anticipating future needs. Customer- driven excellence includes reducing defects and
errors, meeting specifications, and reducing complaints. How the company recovers
from defects and errors is also important for retaining and attracting customers.

New Technology

Technology has reshaped the way we play (e.g., games on the Internet), communicate
(e.g., cell phones, personal digital assistants), and plan our lives (e.g., electronic
calendars that include Internet access) and where we work (e.g., small, powerful
personal computers allow us to work at home, while we travel, and even while we lie on
the beach!). The Internet has created a new business model — e-commerce, in which
business transactions and relationships can be conducted electronically. The Internet is
a global collection of computer networks that allows users to exchange data and
information. Technology continues to have a large impact on all sectors of the
economy. Robotics, computer-assisted design, radio frequency identification, and
nanotechnology are transforming manufacturing. Technology has also made equipment
easier to operate, helping companies cope with skill shortages and allowing older
workers to postpone retirement.

High-Performance Models of Work Systems

New technology causes changes in skill requirements and work roles and often results
in redesigned work structures (e.g., using work teams). 97 For example, computer-
integrated manufacturing uses robots and computers to automate the manufacturing
process. The computer allows the production of different products simply by
reprogramming the computer. As a result, laborer, material handler,
operator/assembler, and maintenance jobs may be merged into one position.
Computer-integrated manufacturing requires employees to monitor equipment and
troubleshoot problems with sophisticated equipment, share information with other
employees, and understand the relationships among all components of the
manufacturing process.

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Week
2-3

The Evolution of Training

Training has evolved significantly over the years, from traditional classroom-based
instruction to more blended and online learning formats. In recent years, the adoption of
virtual learning has accelerated and many organizations are continuing to explore new
and innovative ways to train their employees.

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author-card

Evolution of Training Then and Now

By Harris Khan

Early Years Classroom Training:

Simple training in the form of apprenticeship and on-the-job training were the methods
followed in ancient times. With the industrial revolution, the need of formal training to the
unskilled mass was felt. This gave birth to classroom training trend. The need of training
the unskilled manpower and making them ready for production in a short time is what
was required from these pieces of training. However, the main drawback was that no
practical knowledge and hands-on knowledge could be experienced, thus risking
making mistakes and raising safety concerns.

Individualized Instruction:

To save time and to scale the learning and business records, instructor-led training is
replaced with self-study material. The complete curriculum is usually divided into
smaller lessons that are easy to understand and absorb. Based on this learning, the
learner is assessed on the learning achieved in the form of graphs, table formation,
quizzes, etc. followed by immediate feedback. The learning method provides an
opportunity to learn in pieces that are easy to retain. However, the training is performed
is not on the job and might not relate completely to actual job requirements.

Machine Based Learning:

A testing machine was created way back in 1954 to use for teaching purposes. The new
technology-enabled to administer the program with the physical presence of the
teacher. The students were given the questions which they were required to answer.
This helped the learners to test themselves as the correct answers were told
immediately.

E-Learning Tools:

During the early ’90s, computers became an integral part of our day-to-day life.
Learning and training also leveraged the technology. Making maximum use of the
features, personalized training via webinars became the trend. Without traveling to the
venue, the learners could attend these video-based classes from the comfort of their
desks. While this kind of training is useful and effective for the initial training, there is no
reference content available in case the learner wants to brush up on their skills. Use of
cloud storage knowledge, the trainer could supplement webinars with information that
could be made accessible to the learner on-demand. This also helps the trainers to
keep their information updated with ease as only changes/updates required updates
without affecting the original and basic content.

Digital Adaptation:

With the rapid advancement of technology and the pandemic scenario, the employer
and the trainer faced the challenge of training out-of-the-classroom scenarios. The
training methods and techniques were reinvented. Apt and optimal use of tools helps to
reduce the gaps between theoretical training and practical use. With an effective
learning management system, the companies are able to roll out much more engaging
training courses while providing learner’s the liberty to learn at their own pace and
comfort. The inclusion of various multimedia tools and methodologies provides real-life
experiences by reducing the training time and budget.
https://welpmagazine.com/author/admin/

Strategic training and development is the process of designing specific employee

training programs that directly align with business needs. Training with a strategic focus
develops the capabilities and tools that employees need to successfully carry out their
jobs.

https://acorn.works/enterprise-learning-management/strategic-training-and-
development#:~:text=Strategic

Strategic Training and Development Process

Strategic training and development process refers to a projected plan that integrates
an organization's goal, guidelines, and actions.

Steps in the Strategic Training and Development Process

Appropriate company plans formulation and identification

For a company to start a projected business strategy, the important objects that get
identified first are the mission, vision, goals, and values required for a company to run.
Next is a view of the internal study of the strengths and weaknesses together with an
external focus on the opportunities and threats that conquer the company currently or
gets expected.

Suitable strategic training and growth initiative

Accelerating the pace of employee learning ensures that the work environment is
suitable to support learning and transfer of training activities. For example Improvement
of customer services, providing development opportunities, communicating with
employees and using knowledge sharing.

Accurate Training and development activities

Entails use of modern technology like the internet for training. For example development
of many websites for information sharing about the company, creation of development
planning obligations and enhancement of amount of customer service training.

Metrics that prove the importance of training

Metrics are used to determine whether the program used resulted in business
associated result of the organization.

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Organizational Characteristics that Influence Training

Global Presence

Companies that deal with global business need the training to prepare employees for
the abroad task. For instance, companies must make a decision on how the training will
be conducted either through satellite installations or management through a central
overseas facility.

Integration of Company Units

The measure of the combination of business units influences the training approach.
Employees of a company need to recognize all sections of the organization and through
a training approach all the needs must get addressed.

Peak organization Support

Top manager is (CEO) accountable for vision, learner, marketing manager and the
sponsor administrator of the company.

Human Resource Management Practices

Human Resource Management Practices are activities that involve investments. It also
entails routine management, proper training, staffing and benefits of training.
Companies that apply these practices tend to have a higher level of performance.

Staff Involvement in Training and Development

Managers in different firms need to be involved in training approaches so that training

can stay related to the company needs.

I consider identification of the company's business strategy as the most important

organizational characteristic that influences training because this is a stage where the
mission, vision, the values, and goals are selected.

https://www.expertsmind.com/