presentation

1. Jahangirnagar University
Submitted To
Md. Ashadullah
PhD
Associate Professor
Dept. of Management Studies
Jahangirnagar University
Submitted By: Group:E
Name ID
Aktaruzzaman 20201049
Mir Shafayet Hossain 20202054
Shamara Fahin 20202057
Bivor Day Sarkar 20202052
Tabassum Marjia 20203098
Training Design Process
Subject: Employee Training & Development
Course code: EHRM-519

3. Oriental Group commenced modesty in 1982 in Real Estate business and with prudent
entrepreneurship of our prominent founder Late Mr. Amjad Ali Khan. Now the group has been led
his three competent here, Md. Rezaul Karim Khan, Md. Atiqul Karim Khan, Md. Rakibul Karim Khan.
At present the group has several numbers of concerns owned private Limited Companies. Oriental
Group is a dynamic organization always exploring new ideas and avenues to expand and develop.
Oriental Group concerns are….
• Oriental Real Estate Ltd.
• Oriental Ecowoods Ltd.
• Oriental Abasan
• Oriental Power
• OG Elevator
• Oriental Autos

4. Training Design Process
Training: Training is learning process in which employees get
an opportunity to develop skill, competency and knowledge as
per the job requirement.
Development: Development is the educational process which is
concerned with the overall growth of the employees.
The training design process is referred to as the ADDIE model
because it includes Analysis, Design, Development,
Implementation and Evaluation.
Analysis
The Training Needs Analysis helps organization to find out the
gap in terms of skills and training in their existing employees to
perform the current and upcoming job efficiency.

5. Designing Effective Training
1. Conducting Needs Assessment of
Oriental Group
Organizational Analysis: Oriental groups
organizational analysis involves
• Identifying whether training supports the
company’s strategic direction
• Whether managers, peers and employees
support training activity and
• What training resources are available.

6. Designing Effective Training
Person Analysis: Oriental group identify employees
• Need of training,
• Lack of training or
• Poor training is one possible explanation.
Task Analysis: Oriental groups task analysis result in a description of
• Work activities,
• Including tasks performed by the employees and
• The knowledge, skills and abilities required to complete the tasks.

7. Designing Effective Training
2. Ensuring employee readiness for training of Oriental group
7 Ways to Gauge the Readiness of Corporate Learners
1. Conduct an Online Skills Assessment
2. Survey
3. Monitor Employee’s Motivation
4. On the job Observation
5. Evaluate the structure of the year of staff
6. Ask Employees About The Current Online Training Program
7. Open The Floor To Suggestions
Motivation to learn is the desire of the trainee to learn the content of the training program.
• Self
• Efficacy
• Is the employees' belief
• That they can successfully learn the
• Content of the training program

8. Designing Effective Training
3. Creating a Learning Environment: Oriental group creating best learning
environment for employee such as:
1. Oriental group make mental state for learning and helps them understand the personal
and work related meaningfulness and relevance of course content.
2. Oriental group using a flowchart or course outline for employee learning
3. Oriental group make course scheduling, how the course will be evaluated and who will
review and update the course.
4.Oriental group supply Support materials include any equipment such as computers,
Projectors or tablet computers

9. Designing Effective Training
4. Ensuring Transfer of Training of Oriental Group
• Boost self-efficacy
• Define learning transfer goals
• Enables employees to apply the skills learned in training on the job
• Implementation of a training program should enable employees to
transfer what they have learned to the Training.
• Behavior change as a result of the training

10. Designing Effective Training
5. Developing an Evaluation
Outcomes: The more specific and measurable these objectives are the easier it is to identify
relevant outcomes for the evaluation.
Cost-Benefit Analysis: Organization use different methods to assess the benefits of training in
terms of number the benefits of training in terms of number the profit. Some of the
frequency used methods are ROI and utility analysis
Return On Investment (ROI): The ROI methodology is often used to estimate the potential
profit from conducting a training program, and to make sure that the projected costs would fit
the budget.
Utility Analysis: Utility analysis basically derives the effectiveness from analyzing the change in
the behavior of the trainee and the positive financial implications of the same.

11. Designing Effective Training
6. Selecting Training Method
1. Traditional
2. E-learning
Oriental group is following traditional method:
• Classroom Based Training: Face to Face training & learning in a place.
• Interactive Training: This training can take the form of simulations,
scenarios, role plays, quizzes or games.
• On the job training: Participate in real activities that relate to their
current or future job

12. Designing Effective Training
7. Monitoring & Evaluation process of Oriental group
Make
Changes
Follow-
up
Oral
Sharing
Question
naire
Records
Interview
Monitoring is essentially an on-going
process to ensure that the training
program is on track, and that the pace
and content of the learning remain
relevant to any particular group of
learners

13. Thank You