Training 1

TRAINING

Training 2

Importance of training

• Training helps new employees how to do their jobs.

• Training helps experienced employees to keep up with job changes and to improve performance.

Developing an effective training program

Needs Assessment

Set Objectives

Design training

Deliver training

Evaluating training

Training 3

1. Need Assessment

A need assessment is conducted to determine:

1) which employees need training

2) what the content of the training should be

Needs assessment focus on three levels:

1) Organization

2) Job

3) Person

Training 4

Organization level is concerned with:

1. objectives of the organization

2. how the objectives are addressed by the

performance of the employees.

The job level is concerned with:

the nature of tasks involved in each Job.

Job analysis

Training 5

The person level is concerned with:

How well job applicants or present employees

are able to do the job tasks.

• It assesses the KSAO levels of people rather than jobs.

• The KSAOs of the job and people are compared to determine the

areas where training is needed.

2. Objectives

The objectives of training are based on criteria.

Criterion is a statement of how achievement of training objectives

can be assessed.

Training 6

3. Training Design

Training is conducted with the expectation that employees will

apply what they have learned on the job.

This is called transfer of training.

Transfer of training is affected by:

1) Trainee characteristics

2) Training design factors

3) Work environment

Training 7

1) Trainee characteristics focus on:

i) Ability: Not everyone has the same ability to learn a given task.

ii) Attitudes

iii) Motivation

2) Training design factors:

i) Feedback

Feedback should be built into the training as

appropriate so that the trainee can tell if he or

she is learning the correct material.

Training 8

ii) General principles.

Training should teach why something is done as well as how it

should be done.

iii) Identical elements

Trainees can easily apply what has been learned in training to the

job setting if the responses in the training situation are identical to

those in the job situation.

Training 9

Through overlearning a person achieves automaticity.

Tasks can be done smoothly, without the person having to mentally

monitor or pay attention to how he or she is performing.

iv) Overlearning

Overlearning refers to giving the

trainee practice beyond that

necessary to reach a criterion for

success in training so that he or

she can use what has been

learned with little thought.

Training 10

v) Sequencing of Training Sessions:

Training sessions can be sequenced into two ways:

a) Part versus whole

b) Massed versus spaced

Part training refers breaking a task into components, which are

learned at one time.

Whole training occurs when the entire task is taught at one time.

Part training is preferred over whole training when tasks are too

complex to be learned at once.

Training 11

Massed training means that the training sessions are long in

duration and take place over a relatively short period of time.

Spaced training means that training sessions are relatively short

and are spread out over time.

• Massed training can be very efficient

• Spaced training can be more effective than massed training in the

long term and produces better learning.

Training 12

3) Work Environment

1. The work environment must be supportive where supervisors

and other people encourage the application of learned principles.

2. On the job the trained employees must get the opportunity to

use the new training.

Training 13

Training Methods

1. Audiovisual Instruction

Materials are presented

electronically using audiotape,

videotape, DVD, or computer.

2. Autoinstruction

The training which is self-paced and does not use an instructor is

called autoinstruction.

Training 14

3. Conference

A conference is a meeting of

trainees and a trainer where

participants can discuss the

material and ask questions.

4. Lecture

A lecture is a presentation by a trainer

to a group of trainee.

Training 15

5. Modeling

In modeling trainees watch someone

perform a task and then having them

model what they have seen.

6. On-the-Job Training

Any method used to show employees

how to do the job while they are

doing it is called on the job training.

Training 16

7. Role Playing

A role play is a type of simulation in

which the trainee pretends to be

doing a task.

8. Simulations

In simulation specialized

equipments or materials are used

to portray a task situation.

Training 17

Conclusion

Each training method has its advantages and limitations, so there

is no one best way to train. Rather, the methods can be used in

combination.

4. Delivery of a Training Program

To be effective the training program must be delivered properly by

the specialists who are skilled in training.

Training 18

5. Evaluation

An evaluation is a piece of research to see whether or not the

program had its intended effects.