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Training & Development3.2

The document outlines the concepts of training, education, and development, highlighting their differences and the inputs required for effective training programs. It discusses the training process, need assessment, methods of training, implementation, evaluation, and the impediments to effective training. Additionally, it emphasizes the importance of management commitment and collaboration between educational institutions and employers to enhance training effectiveness.

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latham
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12 views8 pages

Training & Development3.2

The document outlines the concepts of training, education, and development, highlighting their differences and the inputs required for effective training programs. It discusses the training process, need assessment, methods of training, implementation, evaluation, and the impediments to effective training. Additionally, it emphasizes the importance of management commitment and collaboration between educational institutions and employers to enhance training effectiveness.

Uploaded by

latham
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Training & Development

Training-> Is the art of increasing the knowledge and skill of


an employee for doing a particular job.
Education-> Is the understanding and interpretation of
knowledge.
Development-> Is a related process-improve job
performance.
Differences – Training & Development
Training Development
Non managerial personnel Managerial persons
Technical and managerial Theoretical and conceptual
Operations ideas
Specific job-related purpose General knowledge
Short – term Long - term
Differences – Training and Education
Training Education
Application orientation Theoretical orientation
Job Experience Classroom learning
Specific tasks General concepts
Narrow perspective Broad perspective
Inputs in Training & Development
*Skills *Education *Development *Ethics
*Attitudinal Changes *Decision making and problem solving skills
Gaps in Training
-Are our training and Development programmes rich in inputs ?
-Foundation for organisational Research and Education (FORE)
-50 undertakings in the central public sector.
-The respondents were asked to express the extent of gaps
existing in knowledge, skills and attitudinal aspects.
-Existing training programmes across top, middle and junior
management levels.
-Ranking.
Training Process
Needs Assessment
-organisational support
-organisational analysis
Training
-Task and KSA analysis
Validity
-person analysis

Transfer
validity
Instructional Development
Objectives Of criteria
Inter
organisational
Selection and Design of validity
Instructional programmes

Inter
Training Use of Organisational
Evaluation validity
models
Need Assessment - Individual and Group
a) Organisational support – work efficiency
b) Organisational analysis – goals of the organisation(short, long)
c) Task and KSA analysis d) Person analysis
Designing T&D Programme
-who participates in the programme -who are the trainers
-what methods and techniques –what should be the level of
Training – what learning principles –where programme
Methods and Techniques of Training
On-the-job Methods Off-the-job Methods
Orientation training Vestibule training
Job instruction training Lecture
Apprentice training Special study
Internship and Films, Simulation
assistantships Television
Job rotation Conference or Discussion
Coaching Case study, Role playing
Programmed Instruction.
What should be the level of learning ?
Learning principles
1. Employee motivation
2. Recognition of individual differences
3. Practice opportunities
4. Knowledge of results (feedback)
5. Goals
6. Scheduling of learning
7. Meaning of material, and
8. Transfer of learning
Conduct of Training – choices
-At the job itself
-On site but not on the job
-Off the site
Implementation of the Training programme
1. Deciding the location and organising training and other
facilities
2. Scheduling the training programme
3. Conducting the programme
4. Monitoring the progress of trainees.
Evaluation of the programme
Programme and its usefulness
*Need for evaluation
-accomplishment of specific training objectives
-Trainee capabilities
-cost effectiveness
Principles of evaluation
-clear about goals -continuous -specific -self appraisal technique
-Based on objective methods and standards
- Each phase , target dates, deadlines.
Criteria for Evaluation
-Training validity
-Transfer validity
-Intra organisational validity
-Inter organisational validity
Techniques of Evaluation
-experimental and control group
-time series analysis
-using questionnaires
Levels of Evaluation
-Reaction
-Learning
-Behaviour
-Results
Impediments of Effective Training
-Management commitment os lacking and uneven
-Aggregate spending on training is inadequate
-Educational institutions award degrees but graduates lack skills
-large scale poaching of trained workers
-No help to workers displaced because of downsizing
-Employers and Bschools must develop closer ties
-organised labour can help
How To Make Training Effective?

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