3. Training
“The process of providing employees with specific skills or
helping them correct deficiencies in their performance”
*Luis R. Gomez Mejia, David B. Balkin, Robert L. Cardy, 2007
4. Training
“The process of providing employees with specific skills or
helping them correct deficiencies in their performance”
Development
*Luis R. Gomez Mejia, David B. Balkin, Robert L. Cardy, 2007
5. Training
“The process of providing employees with specific skills or
helping them correct deficiencies in their performance”
Development
“An effort to provide employees with the abilities the
organization will need in the future”
*Luis R. Gomez Mejia, David B. Balkin, Robert L. Cardy, 2007
7. Differences between
training&Development
Training Development
Current and Future
Focus Current Job
Jobs
Mostly New and Low-
Scope Mostly Managers
Level Employees
Time Short-Term Long-Term
Theoretical and
Content Technical and Practical
Educational
8. Differences between
training&Development
Training Development
Current and Future
Focus Current Job
Jobs
Mostly New and Low-
Scope Mostly Managers
Level Employees
Time Short-Term Long-Term
Theoretical and
Content Technical and Practical
Educational
9. Differences between
training&Development
Training Development
Current and Future
Focus Current Job
Jobs
Mostly New and Low-
Scope Mostly Managers
Level Employees
Time Short-Term Long-Term
Theoretical and
Content Technical and Practical
Educational
10. Differences between
training&Development
Training Development
Current and Future
Focus Current Job
Jobs
Mostly New and Low-
Scope Mostly Managers
Level Employees
Time Short-Term Long-Term
Theoretical and
Content Technical and Practical
Educational
11. Differences between
training&Development
Training Development
Current and Future
Focus Current Job
Jobs
Mostly New and Low-
Scope Mostly Managers
Level Employees
Time Short-Term Long-Term
Theoretical and
Content Technical and Practical
Educational
12. Relationship between Human
Resources and Training&Development
Two of main functions of Human Resources are to:
Develop Manpower
Maintain Manpower
Lack of organizational support(training etc.) leads
low organizational commitment
Lack of growth opportunities leads low job
satisfaction
13. training is needed
when...
New Technology
New Task
Low Performance Appraisal Results
Inefficiency
15. The training process
Need Assessment Phase
Implementation of Training Phase
Evaluation of Training Phase
16. Need Assessment
phase
Consisted of three parts: Organizational, Task
and Person Analysis
Organizational Analysis: Identifying overall
needs
Task Analysis: Identifying required skills and
knowledge to perform a specific task
Person Analysis: Identifying which employee
needs training to learn required skill
17. Organizational
Analysis
Organizational Support: Impossible without
it
Organizational Analysis: Short-term, Long-
term goals, trends in competitive environment
may affect the training policy.
18. Task Analysis
Requirements Analysis: How to collect
information, how much data should be
collected
Skills, Knowledge and Attitudes(KSAs)
Analysis: Which KSAs are most critical to job
performance, What should be learned for this
job
19. Person Analysis
Person Analysis: How well the employee
perform required KSAs,
Performance appraisals are crucial at this
point.
Supervisor’s evaluations are also important.
20. How To Assess Needs
Assessment methods are;
Performance appraisals
Questionnaires
Interviews
Assessment centers
Manager suggestions
21. In Turkey...
According to Seray Sozer’s research on 200
Turkish Firms, the percentage of the need
analysis methods used in the firms are;
Performance Appraisals 60%
Questionnaires 53%
Interviews 40%
Assessment Centers 9.5%
Manager Suggestions 4%
22. Implementation
phase
Choosing a training program that is effective and
have high return on investment
Choosing trainees with high readiness and
motivation:
High Self Efficacy
High Internal Locus of Control
Commitment to Career
Train them on what they want
23. Types of Training
Programs
On the job training
Simulations
Case studies
Lectures
Self-learning programs
Behavioral Learning
24. In Turkey...
According to Sozer’s thesis, the percentage of
types of training programs used are:
On The Job Training 72.5%
Lecture 71.5%
Role Playing 24%
Simulator 15%
Games 21%
25. Evaluation phase
Evaluating the effectiveness and cost-benefit
ratio of the training
Ex: Sales Figures after training- Sales Figures
before training= Outcome of training
Return on investment: Outcome of training /
Amount of budget you invested in training
26. In Turkey...
Methods of Training evaluation Percentage
Trainee Evaluation 69%
Test Applied Before and After Training 41.5%
Trainer Evaluation 41.5%
Consultancy Firm Evaluations 37%
Behavioral Change 35%
Utility Analysis 27.5%
No Evaluation
