Traning & Development

Training And Development

(Different Types, Difference, Evaluation)

Submitted By:

Muhammad Junaid Azher

Employee Training and Development

← Importance of Training

← Definition of Training

← Training V/s Development

← Types of Training

← How Employees Learn Best

← Developing a Job Training Program

← Misconception about Training

← Methods of Training

← Evaluation

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Introduction of Training

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is activity leading to skilled behaviour. Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time.

Definition

According to Edwin B. Flippo

“Training is the act of increasing knowledge and skill of an employee for doing a particular job.” “Principles of personnel management (1976, p. 209), Personnel Management (6th Edition, 1984, P. 114)

According to Michael Armstrong

“Training is the systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job.”

Training Vs Development

Training

“Teaching operational and technical skills to do the job for which an individual is hired”

Training is the formal and systematic modification of behaviour through learning which occurs as a result of education, instruction, development and planned experience.

Development

“Teaching managers and professionals the skills needed for the present and future jobs”

Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance.

Distinction between Training and Development

|Learning |Training |Development |
|Who |Non – Managers |Managers |
|Why |Technical |Theoretical |
|Duration |Short Term |Long Term |
|Content |Specific Job related information |General Knowledge |
|Focus |Current Job |Current and Future Job |

Responsible for Training

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Importance of Training

← Higher productivity

← Better quality of work

← Less learning period

← Cost Reduction

← Reduced supervision

← Low accident rate

← High morale

← Personal Growth

Importance of Training and Development

← Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

← Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioural skills in an organization. It also helps the employees in attaining personal growth.

← Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

← Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

← Team spirit – Training and Development helps in inculcating the sense of teamwork, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

← Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

← Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

← Quality – Training and Development helps in improving upon the quality of work and work-life.

← Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals align with organizational goal.

← Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

← Morale – Training and Development helps in improving the morale of the work force.

← Image – Training and Development helps in creating a better corporate image.

← Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation.

← Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

Types of Training and Development

← Skills Training

← Retraining

← Cross-Functional

← Team Training

← Creativity Training

← Literacy Training

← Diversity Training

← Customer Service

1. Skills Training

Focus on job knowledge and skill for Instructing new hires and Overcoming performance deficits of the workforce.

2. Retraining

Maintaining worker knowledge and skill as job requirements change due to Technological innovation and Organizational restructuring.

3. Cross-Functional Training

Training employees to perform a wider variety of tasks in order to gain Flexibility in work scheduling and Improved coordination.

4. Team Training

Training self-directed teams with regard to Management skills, Coordination skills and Cross-functional skills.

5. Creativity Training

It is using innovative learning techniques to enhance employee ability to spawn new ideas and new approaches.

6. Literacy Training

Improving basic skills of the workforce such as mathematics, reading, writing, and effective employee behaviours (punctuality, responsibility, cooperation, etc.)

7. Diversity Training

Diversity training is an educational tool used by companies to improve the internal relationships and overall effectiveness of employees. The main thrust of the training is to educate employees about different backgrounds, cultures, customs, and points-of-view in order to prevent any offensive behaviour.

8. Customer Service Training

This training conducted to improve communication, better response to customer needs, and ways to enhance customer satisfaction.

Misconception About Training

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The Benefits of Training

Gives the supervisor more time to manage, standardized performance, less absenteeism, less turnover, reduced tension, consistency, lower costs, more customers, better service

Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries and accidents, gives them a chance to advance.

Gives the business a good image and more profit.

Designing Training and Development Program

Every training and development program must address certain vital issues:

1. Who participate in the program?

2. Who are the trainers?

3. What methods and techniques are to be used for training?

4. What should be the level of training?

5. What learning principles are needed?

6. Where is the program conducted?

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Then why is training often neglected?

← Urgency of need

← Training time

← Costs

← Employee turnover

← Short-term worker

← Diversity of worker

← Not knowing exactly what you want your people to do and how

Who will do the Training?

Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements.

The magic apron method: people train themselves the easiest ways to get the job done, and what will keep them from getting into trouble.

The person that is leaving trains: teaches shortcuts and ways of breaking the rules.

The logical person to train new workers is YOURSEF!

How employees learn the best:

← When they are actively involved in the learning process-(to do this choose a appropriate teaching method).

← Training is relevant and practical.

← Training material is organized and presented in chunks.

← Training is in an informal, quiet, and comfortable setting.

← When they have a good trainer.

← When they receive feedback on performance.

← When they are rewarded.

Model of Training

Training is a sub-system of the organization because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. Training is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs).

System Model Training

The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards.

The steps involved in System Model of training are as follows:

System Model Training

← Analyse

← Design

← Develop

← Execute

← Evaluate

Analyse

Analyse and identify the training needs i.e. to analyse the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated.

Design

Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents.

Develop

Developing phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals and objectives.

Execute

Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program.

Evaluate

Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices.

Methods of Training

There are various methods of training, which can be divided in to Cognitive and Behavioural methods. Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training.

These methods are associated with changes in knowledge and attitude by stimulating learning.

The various methods that come under Cognitive approach are:

← Lectures

← Demonstrations

← Discussions

← Computer Based Training(CBT)

← Intelligent Tutorial System(ITS)

← Programmed Instruction (PI)

← Virtual Reality

Behavioural methods

Behavioural methods are more of giving practical training to the trainees. The various methods under Behavioural approach allow the trainee to behaviour in a real fashion. These methods are best used for skill development.

The various methods that come under Behavioural approach are:

← Games And Simulations

← Behaviour-Modelling

← Business Games

← Case Studies

← Equipment Stimulators

← In-Basket Technique

Management Development

The more future oriented method and more concerned with education of the employees. To become a better performer by education implies that management development activities attempt to install sound reasoning processes. Management development method is further divided into two parts:

On The Job Trainings

← Employee training at the place of work while he or she is doing the actual job.

← The development of a manager’s abilities can take place on the job.

← Coaching and Counselling

← Planned Progression

← Job Rotation

← Junior Board

← Job Instruction Technique (JIT)

It is a proven technique for teaching new skills and safe, healthful work habits faster and more effectively.

Job Instruction Training (JIT)

Also called on the job training

• Consists of 4 steps:

1. Prepare the learner

2. Demonstrate the task

3. Have the worker do the task

4. Follow through: put the worker on the job, correcting and supporting as necessary.

Off The Job Training

Employee training at a site away from the actual work environment. There are many management development techniques that an employee can take in off the job. The few popular methods are:

← Classroom method

← Business Games

← Conference

← Simulation Exercises

← Readings

← In basket training

Evaluation

The last stage in the training and development process is the evaluation of results. Since huge sums of money are spent on training and development, how far the program has been useful must be judged/ determined. Evaluation helps determine the results of the training and development program.

Need for Evaluation:

The main objective of evaluating the training programs is to determine if they are accomplishing specific training objectives that are, correcting performance deficiencies.

A second reason for evaluation is to ensure that any changes in trainee capabilities are due to the training program and not due to any other conditions.

Principles of Evaluation

← Evaluation specialist must be clear about the goals and purposes of evaluation.

← Evaluation must be continuous.

← Evaluation must be specific.

← Evaluation must provide the means and focus for trainers to be able to appraise themselves, their practices, and their products.

← Evaluation must be based on objective methods and standards.

Evaluation

Formal evaluation: uses observation, interviews, and surveys to monitor training while it’s going on.

Summative evaluation: measures results when training is complete in five ways:

1. Reaction

2. Knowledge

3. Behaviour

4. Attitudes

5. Productivity