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Session 10 - Learning & Development

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Harshith Chandra
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43 views

Session 10 - Learning & Development

Uploaded by

Harshith Chandra
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Learning and Development

Session 10
What is Training and Development

Training
• Systematic process of altering the behavior of employees in a direction to
increase organizational goals
• Improve knowledge, skills, attitude and thus equip an individual to be
more effective in his present job or prepare him for a future assignment

Development
• It is more future oriented
• More in terms of educating i.e. imparting knowledge in general that can
be applied in many different settings
Objectives of Training and Development

Training
• Emphasis on imparting job-related skills
• Focus on present job
• Immediate and short-term

Development
• Emphasis on continuous learning
• Focus on future growth
• Long-term objectives
Process of Training and Development

Needs analysis
• Identify job performance skills needed, knowledge gaps, assess
prospective trainees skills, and develop objectives.
Design
• Produce the training program content, including workbooks, exercises,
and activities.
Development
• Presenting (trying out) the training to a small representative audience.
Implement the program
• Actually training the targeted employee group.
Evaluation
• Assesses the program’s successes or failures.
Training Needs Assessment
Training Needs Assessment – Auditing current situation
Organizational analysis
Organizational analysis looks at the proposed training within the context of the
entire organization

Job / Task analysis


Identify training needs according to job descriptions and specifications—specify
skills/knowledge/behavior to be trained

Person analysis
Individual analysis determines which employees should receive training and what
their current levels of skill and knowledge are

• identifies the learning problem, the goals and objectives, the audience’s needs,
existing knowledge, and any other relevant characteristics
Need Analysis

• Who is going to receive your training? (Analyze your trainees)


• What will your training be? (The context of your training)
• When is it going to happen? (Set a time-frame right off the bat)
• Where is it going to happen? (Will you deliver it online or in a
classroom?)
• Why are you doing this? (The objectives of your training)
• How are you going to achieve this? (The methodology and the
requirements)
Design a training programme
• Choose training materials: to decide what format you are going to
use. Is it going to be a simulation, a simple quiz with minimal
interaction, a video-based course

• Set the learning objectives, exercises, content, subject matter


• Determine training modes and methods.
• Duration and structure
• Select trainers.
• Schedule training.
• Develop training
. budget.
DEVELOP

• List activities the will help the participants learn the task.

• Select the delivery method such as tapes; handouts; etc. Review


existing material so that you do not reinvent the wheel. Develop
the instructional courseware.

• Synthesize the courseware into a viable training program.

• Validate the instruction to ensure it accomplishes all goals and


objectives.
Implementation

 Create a management plan for conducting the training.

 Conduct the training.

 Include training the participants on new tools (software or


hardware)
Evaluation and follow-up

Types of evaluation:

• Concurrent evaluation: evaluate training effects during training.

• Immediate evaluation: evaluate training effects at the end of the training.

• Follow-up evaluation: evaluate training effect by evaluating trainee


performance over time.
Forms of evaluation
• Written tests: Check learning results of knowledge.
• Simulation: check learning results of skills.
• Interviews: check training effects by talking to the trainees and
their supervisors.
• Questionnaire: check effectiveness of instruction materials, trainer
and training methods.
• Performance appraisal: check learning transfer and training
effectiveness on job.
Kirkpatrick Model

for evaluating

training & development


Kirkpatrick Model:
Four Levels of Learning Evaluation
70-20-10 Model

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