MODULE-4

Topics
I. Why do we Need Training?

II. What is Training & Training
Principles?
III. A Systematic Approach to Training
IV. A Training Lesson Plan
Do Organizations Need Training?
The answer is “YES”

However, we must know the
purpose and functions of training
before we can use it.
Training & Development
Training: teach organizational

members how to perform current
jobs.
 Help worker’s acquire skills
to perform effectively.
Development: build worker’s skills

to enable them to take on new
duties.
5
The Gap Concept
Expected Curve
1,000 Cars Gap

200 Cars
Performance Actual Curve
/Results
800 Cars
Time
 In training terms this means we need
to develop programs to fill the Gap
The ASK Concept
• If we follow the GAP concept,
training is simply a means to use
activities to fill the gaps of
performance between the actual
results and the expected results.
• This GAP can be separated into 3
main themes
1. Attitude
2. Skills
3. Knowledge
Training Needs
The reasons for not making As training experts we must
the 1,000 cars: analyze the situation to
• Not enough resources determine if:
- money,fund • Expected result too high
• Poor machines • Target achievable
- Equipments, machinery • Is training the only way to make it
happen
• Poor staff skills
• Are there other factors.
- Employee from the managerial to
operational positions
3 Reasons to Consider Conducting
an Internal Needs Analysis
1. EMPLOYEE OBSOLESCENCE/OUT-DATED
• Technical advancements, cultural changes, new systems, computerization
2. CAREER PLATEAUS
• Need for education, training programs and lack of skills
3. EMPLOYEE TURNOVER
• Development plan for new employees
IMPORTANCE OF TRAINING
Maintains qualified products / services
Achieves high service standards
Provides information for new comers
Refreshes memory of old employees
Achieves learning about new things; technology, products /
service delivery
Reduces mistakes - minimizing costs
Opportunity for staff to feedback / suggest improvements
Improves communication & relationships - better teamwork
BENEFITS OF TRAINING
Most training is
targeted to ensure
trainees “learn”
something they
apply to their job.
What is Training?
• Training is a systematic process through

which an organization’s human
resources gain knowledge and develop
skills by instruction and practical
activities that result in improved
corporate performance.
Differences between Training,
Education & Development
• Education is a lifetime investment. It
tends to be initiated by a person in the
area of his/her interest
• Training is short term, task oriented and
targeted on achieving a change of
attitude, skills and knowledge in a
specific area. It is usually job related.
• Development is a long term investment in
human resources.
Five Principles of Learning
• Participation: involve trainees, learn by doing
• Repetition: repeat ideas & concepts to help
people learn
• Relevance: learn better when material is
meaningful and related
• Transference: to real world using simulations
• Feedback: ask for it and adjust training
methods to audience.
A Systematic Approach
to Training
Key Concepts in Preparing a Training Plan

Before you train and develop people identify what:
• They must know - before they can perform job
• They should know - to improve performance
• Would be nice for them to know – but not necessary
to perform duties.
Model of the
Training Process
*Goldstein, I. (2002) Training in Organizations 4th Ed.
Assessment Stage Training Stage Evaluation Stage
Organizational
Needs Assessment
Task Need Assessment
Development of Design & Select Measure Training

Training Objectives Procedures Results
Development of Train Compare Results to

Criteria for Training Criteria
Evaluation
Feedback 15
Nine Steps in the Training
Process
1. Assessing training needs
2. Preparing training plan
3. Specifying training objectives
4. Designing the training program(s)
5. Selecting the instructional methods
6. Completing the training plan
7. Implementing the training program
8. Evaluating the training
9. Planning future training
1) Assessing Training
Needs
Conduct a training needs analysis by
either one, or both, of the following
•External approach (company, guests,

society)
• Internal approach – using a staff opinion
survey.
2) Preparing Training Plan
Consider whether to design a long (5-10 years), medium (3-5 years)

or short (1 year) term plan.
• Ask your self “What are we going to achieve in the time period?”
• Use a holistic approach by using a calendar for inputting your
training activities.
 HOLISTIC APPROACH a method that prepares learners to
succeed in real performance situations
Training Calendar Example
Training Area Month in the year

1 2 3 4 5 6 7...
Attitude
Train the trainer
Job competency
Sales techniques
Telephone manner
…
Individual Plans
• For individual personalized training, we
must assess the trainees’ weakness and
strengths first before setting up
appropriate programs.
• Training areas maybe tailor-made.
• Trainee should receive an individual
timetable for self progress.
3) Specifying Training Objectives
Training Objectives must be specific & measurable. Why?
Very difficult to measure effectiveness after course is
finished.
• What should trainees be able to accomplish after
participating in the training program?
• What is the desired level of such accomplishment,
according to industry or organizational standards?
• Do you want to develop attitudes, skills, knowledge or
some combination of these three?
4) Designing the
Training Program(s)
1. Program duration 7. Training location &
2. Program structure environment
3. Instruction methods 8. Criteria & methods
for assessing
4. Trainers qualification participant learning
5. Nature of trainees and achievement
6. Support resources – 9. Criteria & methods
materials, classroom for evaluating the
program
5) Selecting Instructional Methods
Note: This is the most important step
1. On-the job-training (OJT)
1. learn while you’re working
2. Off -the job-training
• In house, training or classroom
• External, consultancies or attending external classes
• Independent bodies, such as government talks
• Distance learning, from books or notes
• Computer-assisted learning
• Interactive-video training
• Video conferencing, same as classroom except teachers and
students are in different locations.
6) Completing the Training Plan
• Target group – assess your audience
• Topic – task, skill or attitude ingredient
• Method – direct (one way communication) or
indirect (discussion, games, experimental
exercises…). Important as evaluation of
trainees usually lies on the perception on
what they did in the training session
• Time – length, period, breaks important to
consider
• Location – away from the office?
7) Implementing the Training
Program
Besides trainers qualifications and experience:

• Participant selection
• Group comfort - physical & psychological
• Trainer enthusiasm & skills
• Effective communication
• Feedback mechanism
• The need to learn new training skills
• Preparation by trainers
8) Evaluating the Training
Three Levels of Evaluation
1. Immediate Feedback
 Survey or interview directly after training
2. Post-Training Test
 Trainee applying learned tasks in
workplace?
3. Post-Training Appraisals
 Conducted by immediate supervisors of
trainees
9) Planning Future Training
Last step in the training process

• After taking all evaluated comments, trainers should
modify the programs to keep good things and make
suggested improvements.
Remember, even with the same topic for different

trainees, trainers should address many parts of the
training process again and consider new approaches.
A Training Lesson Plan
• Topic
• Summary of Key Points
• Training Objectives
• Duration of Each Activity in Each Session
• Training Contents
• Training Methods / Activities
• Break(s)
• Exercise to Warm Up
• Questions to test Understanding
• Conclusion
e.g. New Employee Orientation
Time Topic Method Activity
9:00-9:30 AM Welcome Speech Speech Talk & hand shake
by GM
9:30-10:00 AM Intro to Company Slide Slide Show &
Background Presentation Video Tape
3:00-4:00 PM Fire Safety Talk Security Fire Drill &

Manager Equipment

MODULE-4

Uploaded by

Copyright:

Available Formats

MODULE-4

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

MODULE-4

Uploaded by

Copyright:

Available Formats

Topics

I. Why do we Need Training?

The answer is “YES”

Training: teach organizational

Development: build worker’s skills

The Gap Concept

1,000 Cars Gap

• Training is a systematic process through

Key Concepts in Preparing a Training Plan

Task Need Assessment

Development of Design & Select Measure Training

Development of Train Compare Results to

•External approach (company, guests,

Consider whether to design a long (5-10 years), medium (3-5 years)

Training Area Month in the year

Besides trainers qualifications and experience:

Last step in the training process

Remember, even with the same topic for different

3:00-4:00 PM Fire Safety Talk Security Fire Drill &

You might also like