The document discusses training concepts and strategies for organizations. It outlines a strategic training model with key steps like needs assessment, program development, implementation, and evaluation. Effective training requires integration with organizational goals and collaboration between HR professionals and line managers. Training can have three approaches - fragmented, formalized, or focused - with focused training linking learning directly to strategy and individual needs. Evaluation examines reaction, learning, behavior, and results. A variety of training techniques are discussed.
The document discusses training concepts and strategies for organizations. It outlines a strategic training model with key steps like needs assessment, program development, implementation, and evaluation. Effective training requires integration with organizational goals and collaboration between HR professionals and line managers. Training can have three approaches - fragmented, formalized, or focused - with focused training linking learning directly to strategy and individual needs. Evaluation examines reaction, learning, behavior, and results. A variety of training techniques are discussed.
The document discusses training concepts and strategies for organizations. It outlines a strategic training model with key steps like needs assessment, program development, implementation, and evaluation. Effective training requires integration with organizational goals and collaboration between HR professionals and line managers. Training can have three approaches - fragmented, formalized, or focused - with focused training linking learning directly to strategy and individual needs. Evaluation examines reaction, learning, behavior, and results. A variety of training techniques are discussed.
The document discusses training concepts and strategies for organizations. It outlines a strategic training model with key steps like needs assessment, program development, implementation, and evaluation. Effective training requires integration with organizational goals and collaboration between HR professionals and line managers. Training can have three approaches - fragmented, formalized, or focused - with focused training linking learning directly to strategy and individual needs. Evaluation examines reaction, learning, behavior, and results. A variety of training techniques are discussed.
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Training
Session Extracts
Concept of Training Training is the formal and informal processes an organization uses to facilitate employees learning so that their resultant behavior contributes to the attainment of organizational goals.
Performance
f { Ability, Motivation, Environment}
Enhanced by Training
A Strategic HRM Training Model
Mission Business Goals Analysis of Internal Environment Critical Success Factors Business Strategy Human Resource Strategy Selection T & D Strategy Strategy C & S Pln. Strategy Perf mgt. Strategy
VISION Analysis of External Environment
Human Resource plans T & D Action Plans Implementation of T& D Programmes
Key Strategic Issues
Integration with vision & mission Interdependence with other functional areas Integration with other HR subsystems
Training in Organizations
HR Professionals Role Line Managers Role
HR Professionals Role Establishing HR Training Policy Developing Training Methods Monitoring Training Practices
Advising / Assisting Managers on Training Practices
Line Managers Training Role
Evaluating specific training needs of employees Create the environment suitable for training absorption On the job training Mentoring / Coaching / Counseling Do and communicate performance evaluation Recommend training interventions Carry out corrective procedure
A Training System Approach
Needs Assessment
Training Objectives
Programme Contents Learning Principles
Actual Programme
Skills, knowledge and Attitude of participants
Evaluation Criteria
Evaluation
Source: Hermand Schwind, Hari Das & Terry Wager, 2002
Three Phases of Training
Pre Training Phase Training Phase Post-Training Phase
Identification of training needs
Selection of target group Training design Selection of methods
Actual Training
Training Evaluation
Training Need Analysis
Organizational Analysis Task / Competency Analysis Person Analysis
Training Need Assessment
Organization Analysis Analysis of envt.,strategies,& resources to determine where to emphasize Analysis of activities to be performed to determine the KRAs needed Analysis of performance, knowledge skills and attitudes to determine who needs training
Task Analysis
Person Analysis
The Iceberg Skills Knowledge
Necessary for high Perf. but not sufficient to guarantee
Attitudes Values
Behaviour Predicts Long Term Success
Three Approaches To Training
Fragmented Formalized Focused
The Fragmented Approach
Training is not linked to organizational goals
Training is perceived as a luxury or a waste of time
Approach to training is nonsystematic
The Formalized Approach
Training is linked to human resource needs Training is linked to appraisal system There is a lack of concern about the need for training
The Focused Approach
T& D and Continuous Learning is perceived as a necessity in a rapidly changing environment. Training is regarded as a competitive weapon Learning is linked to organizational strategy and to individual needs Careful Thought is given while designing the programs
I keep six honest serving men, (they taught me all I knew), Their names are What and Why and When and How and Where and Who. Rudyard Kipling, Just So Stories
Evaluation of Training Reaction Level Learning Level Behaviour Level Results Level Kirkpatrick (1987) The immediate reaction of participants to the content and presentation of a session. The extend to which the participants have absorbed the content. The degree to which the learning applied at work. The overall impact to the organization.
Training Techniques
On the job training
Off the job training
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Off the Job Training Techniques Apprenticeship Training Informal Learning Job Instruction Training Lectures Programmed learning Audio-visual Techniques Simulated Training Role Plays Case Studies Games Discussions IT based Training Technique Advantages Disadvantages Specific Application/s Focus (K/S/A) Remarks
