SAINT JOSEPH INSTITUTE OF TECHNOLOGY

BUTUAN CITY, PHILIPPINES

Accredited: Philippine Association of Colleges and Universities Commission of Accreditation (PACUCOA)
Certified: ISO 9001 and Rules for Maritime Academics

Slide
1 Employee training and development is a broad term covering
EMPLOYEES multiple kinds of employee learning.
TRAINING AND
DEVELOPMENT

Khristine Irish C. Moran

Slide
TRAINING
2
• a program that
helps employees
learn specific
knowledge or skills
to improve
performance in their
current roles

Slide
DEVELOPMENT
3
• more expansive
and focuses on
employee growth
and future
performance, rather
than an immediate
job role

Slide 5 steps in training process:

THE TRAINING FRAMEWORK
4 1. Analyze and identify the training needs of the organization
NEEDS FOR TRAINING
and the employees.

Slide TNA that involves the analysis of the needs of the following
DOMAINS TO BE CONSIDER
5 domains:
Organization
• Organization analysis – examining the company’s mission,
long- and short-term objectives, and determining the
appropriate training programs to achieve goals. Available
The Person
resources for training support during training activities are
Task also identified.
• Task – involves a detailed study of the jobs in the
organization to identify the skills and behaviors needed to do
particular job. Best source for the information is job
description.
• The person/employee – is a process to determine the causes
of performance deficiencies – knowledge, skills, ability, work
motivations or work-design problems – identify who needs
training and the employees readiness level.

Employee Training and Development

Human Resource Management
Khristine Irish C. Moran
November 2018
 SAINT JOSEPH INSTITUTE OF TECHNOLOGY
BUTUAN CITY, PHILIPPINES
Accredited: Philippine Association of Colleges and Universities Commission of Accreditation (PACUCOA)
Certified: ISO 9001 and Rules for Maritime Academics

Slide NEEDS FOR TRAINING 5 BENEFITS OF TRAINING NEEDS ANALYSIS (TNA) in an

6 organization

Slide • TNA helps training manages identify performance gaps and

7 address these gaps with appropriate training interventions
• TNA acts as a guide to decide what training is needed for
whom to achieve organizational objectives

Slide 3. TNA enables training managers develop training that is most

8 relevant to the leaning needs of a particular group or
department of employees.
4. TNA helps identify training objectives well in advance so that
they can be the basis for evaluating training effectiveness.

Slide 5. TNA helps to allocate an organization’s training budget

9 effectively in the areas where it can have the maximum impact.

Slide Design the training program.

THE TRAINING FRAMEWORK
10
DETERMINE TYPE OF
TRAINING

Employee Training and Development

Human Resource Management
Khristine Irish C. Moran
November 2018
 SAINT JOSEPH INSTITUTE OF TECHNOLOGY
BUTUAN CITY, PHILIPPINES
Accredited: Philippine Association of Colleges and Universities Commission of Accreditation (PACUCOA)
Certified: ISO 9001 and Rules for Maritime Academics

Slide TRAINING METHODOLOGIES T&D Methods:

11 Instructor-led or –guided training
• Instructor-led or –guided training - Lecture – traditional method of learning in a classroom
• On the job training
• Off the job training
format
• technology-based training - Outdoor training – primarily conducted for team-building and
leadership training
- Training Simulations – imitating real-life work experience
through the use of technology
On the job training
- Mentoring – assigning of trainee to an experienced staff who
acts as a guide or helper
- Demonstration/instruction – shows the trainee how to do
the job
- Coaching – involves a close working relationship between
and experience employee and the trainee to help learn skills
and processes by providing instructions or demonstrations.
- Job rotation – allows a trainee to be given several jobs in
succession and to gain experience of a wide range of
activities
Off the job training – training method in which employees are
taken from their place of work to be trained.
- Distance learning and videoconferencing
- Classroom programs (scholarships)
- Simulations
- Role playing
Technology-Based Training
- A computer based training methodology that uses web-
based, intranet-based, DVD and CD-based training on any
topic
- This type of training will allow trainees to customize the
learning material to their own needs with more control over
the learning process.
- It allows to learn in modules based right at their desktop or
computer
- It is flexible such that employees can navigate through the
training to cover topics up to the end.
- It allows selection of materials to be used depending on the
needs of the employee as of the time.

Slide Identify training program goals and objectives

THE TRAINING FRAMEWORK
12
ESTABLISH TRAINING
OBJECTIVES This steps involves listing the specific training objectives for
each program to address identified training needs whether of
the organization, task or the person.

Employee Training and Development

Human Resource Management
Khristine Irish C. Moran
November 2018
 SAINT JOSEPH INSTITUTE OF TECHNOLOGY
BUTUAN CITY, PHILIPPINES
Accredited: Philippine Association of Colleges and Universities Commission of Accreditation (PACUCOA)
Certified: ISO 9001 and Rules for Maritime Academics

Slide Program Objectives – enumerate the overall scope of the

OBJECTIVES THAT SPECIFY
13 training activity such as skills and behaviors that will be learned
• Program Objectives
• Program Content and the expected learning outcomes at the end of the training
• Duration of Training programs.
• Delivery of the Training
• The Trainer Program content list of topics that will be covered in the
• Skills to be assessed after training
• Assessment tools that will be used
training course
Duration – determine if enough time is given for skills training

Slide Develop, validate and implement the training program using

THE TRAINING FRAMEWORK
14 different training methodologies
IMPLEMENTING
TRAINING PROGRAM
VALIDATION by piloting the program uses interviews, surveys or
focused group discussions.

Slide Evaluate the training efforts to determine if the training

THE TRAINING FRAMEWORK
15 program has realized its objectives and created the expected
EVALUATING TRAINING
PROGRAM employee competencies needed to achieve organizational
objectives.

Slide Level 1 REACTION – how did the participants feel about the
EVALUATION TRAINING LEVELS
16 training program?
- This measures participants’ reaction to the program and how
the participants felt about the training or learning
experience.
Level 2 LEARNING – Is there an increase in knowledge (Before vs
After Training)?
- Make use of pre- and post-test, skill practices, role plays,
simulation, interview, observation, and other assessment
tools.
Level 3 BEHAVIOR – Did the participants change their behavior
and apply learning back?
- Measures how much transfer of knowledge, skills and
attitude has occurred once participants return to their jobs.
Level 4 RESULTS – to what extent did the change in behavior
affect the organization?
- Impact of the training program by the trainees on the
organization’s output, quality, costs, time and customer
satisfaction

Employee Training and Development

Human Resource Management
Khristine Irish C. Moran
November 2018
 SAINT JOSEPH INSTITUTE OF TECHNOLOGY
BUTUAN CITY, PHILIPPINES
Accredited: Philippine Association of Colleges and Universities Commission of Accreditation (PACUCOA)
Certified: ISO 9001 and Rules for Maritime Academics

Slide Level 5 RETURN on INVESTMENT – involves making estimates or

EVALUATION TRAING LEVELS
17 obtaining measurements of the expenses and benefits
connected with a training program this calculating ROI

Slide
18

Slide Questionnaire
19 Questionnaires are the most common of the training evaluation
tools used to gather information on a program or session. This is
because they are an efficient way to gather large amounts of
both quantitative and qualitative data about a training course.
Focus Groups
A focus group is a facilitated discussion with a group of
individuals who share similar characteristics or common
interests intended to collect information or obtain opinions on a
specific issue. Focus groups are an excellent method to get more
in-depth information on perceptions, insights, attitudes, or
experiences.
Observation
Observation is a method of gathering data by watching an
individual’s behavior in their natural setting. It entails simple
watching and noting a person’s behavior after a training course
to determine if they are able to perform the intended
objectives. This method allows many aspects to be captured,
including the physical environment, the person’s own behaviors,
and his or her interactions with others.
Interviews
Interviews are a data collection method aimed at gathering both
facts and opinions. They involve asking open-ended questions
where the respondent can answer the questions in as much
detail as her or she wishes to. Interviews can provide valuable
insight into the behaviors, attitudes, opinions and mindsets.

Employee Training and Development

Human Resource Management
Khristine Irish C. Moran
November 2018
 SAINT JOSEPH INSTITUTE OF TECHNOLOGY
BUTUAN CITY, PHILIPPINES
Accredited: Philippine Association of Colleges and Universities Commission of Accreditation (PACUCOA)
Certified: ISO 9001 and Rules for Maritime Academics

Slide The Importance of Training Improved employee performance – the employee who receives
20 the necessary training is more able to perform in their job. The
training will give the employee a greater understanding of their
responsibilities within their role, and in turn build their
confidence.

Improved employee satisfaction and morale – the investment

in training that a company makes shows employees that they
are valued. The training creates a supportive workplace.

Addressing weaknesses – Most employees will have some

weaknesses in their workplace skills. A training program allows
you to strengthen those skills that each employee needs to
improve.

Consistency – A robust training and development program

ensures that employees have a consistent experience and
background knowledge. The consistency is particularly relevant
for the company’s basic policies and procedures.

Increased productivity and adherence to quality standards –

Productivity usually increases when a company implements
training courses. Increased efficiency in processes will ensure
project success which in turn will improve the company
turnover and potential market share.

Increased innovation in new strategies and products – Ongoing

training and upskilling of the workforce can encourage
creativity. New ideas can be formed as a direct result of training
and development.

Reduced employee turnover – staff are more likely to feel

valued if they are invested in and therefore, less likely to change
employers. Training and development is seen as an additional
company benefit. Recruitment costs therefore go down due to
staff retention.

Enhances company reputation and profile – Having a strong

and successful training strategy helps to develop your employer
brand and make your company a prime consideration for
graduates and mid-career changes. Training also makes a
company more attractive to potential new recruits who seek to
improve their skills and the opportunities associated with those
new skills.

Blended learning is the effective combination of online learning

and classroom learning. This makes it much more cost-effective
and allows for greater process consistency.

Employee Training and Development

Human Resource Management
Khristine Irish C. Moran
November 2018