Employee Training and Development
Importance of Training
Who Will Do the Training
How Employees Learn Best
Developing ...
Importance of Training
Teaching people How to do Their Jobs:
There are three kinds of training:
Job Instruction, Retraini...
The Benefits of Training
Gives the supervisor more time to
manage, standardized performance, less
absenteeism, less turno...
Then why is training often neglected?
Urgency of need
Training time
Costs
Employee turnover
Short-term worker
Divers...
Who will do the Training?The magic apron method: people
train themselves the easiest ways to get
the job done, and what w...
How do Employees Learn the Best?
Learning is the
acquisition of skills,
knowledge, or attitudes.
The adult learning
theo...
How employees learn the best:When they are actively involved in
the learning process-(to do this
choose a appropriate tea...
Developing a Job-Training Program
Training plan: A detailed plan
for carrying out employee
training for a unit of work.
...
Developing a Unit Training Program
This is taught in several sessions.
It should provide check points to
measure progres...
Moving from Plan to Action
Training people with
some experience begins
with a pretest.
Carry out the training
program wi...
EvaluationFormal evaluation: uses observation,
interviews, and surveys to monitor
training while its going on.
Summative...
Job Instruction Training (JIT)
Also called on the job training.
Consists of 4 steps:
1. Prepare the learner
2. Demonstra...
Classroom Training Skills
Be aware of appropriate body
language and speech.
Watch how you talk to
employees. Covey respe...
Retraining
Needed when changes are made that
affect the job, employees performance
drops below par, or when the worker
ha...
Orientation: the pre-job phase of training.
Introduces each new
employee to the job and the
workplace.
Tells new staff m...
Overcoming Obstacles to Learning
Reduce fear with a positive
approach (convey confidence in
the worker).
Increase motiva...
Overcoming Obstacles to Learning
Teaching not adapted to
learners: Deal with people as
they are (teach people not tasks),...
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Employee training & development

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Employee training & development

  1. 1. Employee Training and Development Importance of Training Who Will Do the Training How Employees Learn Best Developing a Job Training Program Retraining Orientation Overcoming Obstacles to Learning 1
  2. 2. Importance of Training Teaching people How to do Their Jobs: There are three kinds of training: Job Instruction, Retraining, and Orientation. The big sister, big brother, or buddy system is when a old hand shows a newcomer the ropes. When good training is absent there is likely to be an atmosphere of tension, crisis, and conflict because nobody knows what to do. 2
  3. 3. The Benefits of Training Gives the supervisor more time to manage, standardized performance, less absenteeism, less turnover, reduced tension, consistency, lower costs, more customers, better service Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries and accidents, gives them a chance to advance. Gives the business a good image and more profit. 3
  4. 4. Then why is training often neglected? Urgency of need Training time Costs Employee turnover Short-term worker Diversity of worker Kinds of jobs (simple-complex) Not knowing exactly what you want your people to do and how 4
  5. 5. Who will do the Training?The magic apron method: people train themselves the easiest ways to get the job done, and what will keep them from getting into trouble. The person that is leaving trains: teaches shortcuts and ways of breaking the rules. Big sister, big brother, or buddy method: passes on bad habits and may resent new person as a competitor. The logical person to train new workers is YOURSEF! 5
  6. 6. How do Employees Learn the Best? Learning is the acquisition of skills, knowledge, or attitudes. The adult learning theory is a field of research that examines how adults learn. A number of the following tips come from the adult leaning theory. 6
  7. 7. How employees learn the best:When they are actively involved in the learning process-(to do this choose a appropriate teaching method). Training is relevant and practical. Training material is organized and presented in chunks. Training is in an informal, quiet, and comfortable setting. When they have a good trainer. When they receive feedback on performance. When they are rewarded. 7
  8. 8. Developing a Job-Training Program Training plan: A detailed plan for carrying out employee training for a unit of work. 1st- establish performance standards: they provide a ready made structure for a training program. 2nd- write a training objective derived form above. 3rd- Develop standard procedures (list tasks and spell them out). 8
  9. 9. Developing a Unit Training Program This is taught in several sessions. It should provide check points to measure progress. Should include two elements: 1. Showing and telling the employee what to do. 2. Having the employee do it (right). Location should be quiet. Training materials should be the same as used on the job. 9
  10. 10. Moving from Plan to Action Training people with some experience begins with a pretest. Carry out the training program with employees who do not meet standards. Once the training process is complete EVALUATE. 10
  11. 11. EvaluationFormal evaluation: uses observation, interviews, and surveys to monitor training while its going on. Summative evaluation: measures results when training is complete in five ways: 1. Reaction 2. Knowledge 3. Behavior 4. Attitudes 5.Productivity 11
  12. 12. Job Instruction Training (JIT) Also called on the job training. Consists of 4 steps: 1. Prepare the learner 2. Demonstrate the task 3. Have the worker do the task 4. Follow through: put the worker on the job, correcting and supporting as nessicary. 12
  13. 13. Classroom Training Skills Be aware of appropriate body language and speech. Watch how you talk to employees. Covey respect and appreciation. Handle problem behaviors in an effective manner. Avoid time wasters. Facilitate employee participation and discussion. Use visual aids to avoid constantly referring to notes. 13
  14. 14. Retraining Needed when changes are made that affect the job, employees performance drops below par, or when the worker has not mastered a particular technique. A positive one-on-one approach to retraining is referred to a coaching. Coaching is a two part process. 1. Observation of the employees performance. 2. Conversation between manager and employee focusing on job performance. 14
  15. 15. Orientation: the pre-job phase of training. Introduces each new employee to the job and the workplace. Tells new staff members what they want to know and what the company wants them to know. Communicates information give out a employee handbook. Creates positive employee attitudes toward the company and the job. 15
  16. 16. Overcoming Obstacles to Learning Reduce fear with a positive approach (convey confidence in the worker). Increase motivation: emphasize whatever is of value to the learner, make the program form a series of small successes, build in incentives and rewards. Limited abilities: adjust teaching to learners level. Laziness, indifference, resistance: May mean a problem worker. 16
  17. 17. Overcoming Obstacles to Learning Teaching not adapted to learners: Deal with people as they are (teach people not tasks), keep it simple, involve all the senses. Poor training program: revise to include objectives. Poor instructor: The trainer needs to know the job, be a good communicator + leader, sensitive, patient, helpful, etc. 17

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