Training & development evaluation is a continual and systematic process of assessing the value or potential value of a training program, course, activity or event. Results of the evaluation are used to guide decision-making around various components of the training (e.g. delivery, results) and its overall continuation, modification, or elimination.
INTRODUCTION
Corporations across globe spend more money annually on training than do all the public school systems in any given country. As the gap widens between the knowledge, skills, and abilities of what entry level employees are required to know and do and what they actually know and do, training specialists and consultants become increasingly more valuable. However, becoming skilled at training is no longer a function of just a Human Resources professional. Today, many managers and professionals are being asked to be responsible for the training and development of their employees.
LEARNING OBJECTIVES
By the end of this course you will be able to:
• Describe the field of Training and Development and its role in optimizing performance.
• Apply theoretical concepts and models to training design.
• Design training interventions using a variety of methodologies.
• Evaluate the effectiveness of training interventions.
• Assess whether training is a viable and implemntable in your organization.
Training & development evaluation is a continual and systematic process of assessing the value or potential value of a training program, course, activity or event. Results of the evaluation are used to guide decision-making around various components of the training (e.g. delivery, results) and its overall continuation, modification, or elimination.
INTRODUCTION
Corporations across globe spend more money annually on training than do all the public school systems in any given country. As the gap widens between the knowledge, skills, and abilities of what entry level employees are required to know and do and what they actually know and do, training specialists and consultants become increasingly more valuable. However, becoming skilled at training is no longer a function of just a Human Resources professional. Today, many managers and professionals are being asked to be responsible for the training and development of their employees.
LEARNING OBJECTIVES
By the end of this course you will be able to:
• Describe the field of Training and Development and its role in optimizing performance.
• Apply theoretical concepts and models to training design.
• Design training interventions using a variety of methodologies.
• Evaluate the effectiveness of training interventions.
• Assess whether training is a viable and implemntable in your organization.
Management Training requires Assessment and Analysis which is explained in Effective HR. This presentation explains the significance of ‘needs analyses’ in training. Understand various types of training needs and the processes involved in Training Analysis, know the components of a training Needs Assessment and the methods for collecting data.
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Chapter 1: EMPLOYEE TRAINING AND DEVELOPMENTsourashtra
Meaning, Importance, Benefits to organisation and to an individual, Process,Difference between Training and Development, Models of T&D in Organisation, and Meaning and Charecteristics of Virtual organisation
Management Training requires Assessment and Analysis which is explained in Effective HR. This presentation explains the significance of ‘needs analyses’ in training. Understand various types of training needs and the processes involved in Training Analysis, know the components of a training Needs Assessment and the methods for collecting data.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Chapter 1: EMPLOYEE TRAINING AND DEVELOPMENTsourashtra
Meaning, Importance, Benefits to organisation and to an individual, Process,Difference between Training and Development, Models of T&D in Organisation, and Meaning and Charecteristics of Virtual organisation
UWSB offers Post Graduate courses at its Ahmedabad and Kolkata campuses. Ahmedabad campus, approved by AICTE, offers Post Graduate Diploma in Management (PGDM). Kolkata campus offers Post Graduate Programme in Management along with an option of AICTE approved Post Graduate Diploma in Management (PGDM) and/or MBA. Our programmes aim to create value-instilled potential leaders by incorporating higher-management functions. http://www.unitedworld.in/school-of-business/
UWSB offers Post Graduate courses at its Ahmedabad and Kolkata campuses. Ahmedabad campus, approved by AICTE, offers Post Graduate Diploma in Management (PGDM). Kolkata campus offers Post Graduate Programme in Management along with an option of AICTE approved Post Graduate Diploma in Management (PGDM) and/or MBA. Our programmes aim to create value-instilled potential leaders by incorporating higher-management functions. http://www.unitedworld.in/school-of-business/
UWSB offers Post Graduate courses at its Ahmedabad and Kolkata campuses. Ahmedabad campus, approved by AICTE, offers Post Graduate Diploma in Management (PGDM). Kolkata campus offers Post Graduate Programme in Management along with an option of AICTE approved Post Graduate Diploma in Management (PGDM) and/or MBA. Our programmes aim to create value-instilled potential leaders by incorporating higher-management functions. http://www.unitedworld.in/school-of-business/
UWSB offers Post Graduate courses at its Ahmedabad and Kolkata campuses. Ahmedabad campus, approved by AICTE, offers Post Graduate Diploma in Management (PGDM). Kolkata campus offers Post Graduate Programme in Management along with an option of AICTE approved Post Graduate Diploma in Management (PGDM) and/or MBA. Our programmes aim to create value-instilled potential leaders by incorporating higher-management functions. http://www.unitedworld.in/school-of-business/
The programme is designed to render the students with a holistic education and deeper understanding of business tactics of global magnitude. We stress on conducting interactive study sessions which give birth to rational ideas and develop innovative thinking, live cases, e-learning and positive influence of our renowned guest speakers facilitates students’ abilities and aspirations. http://www.unitedworld.in/school-of-business/
Unitedworld is a modern and innovative
group of institutions that has been built
on a superior level of teaching, learning
and research.The group has set benchmarks in
educational excellence with its elite
institutes of:
Ø Unitedworld School of Business
Ø Unitedworld School of Law
Ø Unitedworld Institute of Design
Ø Karnavati School of Dentistry
The programme is designed to render the students with a holistic education and deeper understanding of business tactics of global magnitude. We stress on conducting interactive study sessions which give birth to rational ideas and develop innovative thinking, live cases, e-learning and positive influence of our renowned guest speakers facilitates students’ abilities and aspirations. http://www.unitedworld.in/school-of-business/
McDonald's is the world's #1 fast-food company by sales
Serving burgers and fries, it operates more than 34,000 flagship restaurants http://www.unitedworld.edu.in/
ADDIE model in training - Manu Melwin Joymanumelwin
The ADDIE model is a framework that lists generic processes that training developers use.
It represents a guideline for building effective training and performance support tools in five phases.
Microeconomics is a branch of economics that studies the behavior of individuals and small impacting organizations in making decisions on the allocation of limited resources
www.unitedworld.edu.in
UNIT - II: TRAINING & DEVELOPMENT OF EMPLOYEES: Analyzing Training needs &
Designing the program – Implementing different training program – Implementing
Management Development Programs – Evaluating the Training Programs; PERFORMANCE
APPRAISAL: Concept of Performance, Performance Management, Performance Appraisal –
Methods of Performance Appraisal - Assessment Centre.
Running Head TRAINING AND DEVELOPMENT PROPOSALTRAINING AND DE.docxagnesdcarey33086
Running Head: TRAINING AND DEVELOPMENT PROPOSAL
TRAINING AND DEVELOPMENT PROPOSAL
11
Training And Development Proposal
Katrina A. Kinlow
Dr. T.A. Swinney
335 – Training and Development
February 1, 2015
Training and Development Proposal
Introduction
Computer Aided Design
Solution
s is a small business that has been started to provide solutions to design problems. The scope of the business ranges from design of machinery and structures like buildings to household vessels. The design program has to be taught to individuals to enable them to inductively participate competently in the market of design solutions. I always get invited to offer consulting services in this field. I will draw heavily from my experience when I provide training and development services to this business. There are numerous challenges to be overcome for one to be successful as I will show herein.
Training Methods to Be Used
Good learning and development initiatives in the Design field always feature a combination of many methods that, blended together, produce one effective training program. Below are some of the ways of delivering training and development activities for the consulting services.
Orientation
Orientation will familiarize the new trainees with the field of Computer Aided Design. It will be conducted through training manuals, a one-on-one meeting with a consultant who will give a lecture. Newcomers will receive information on our company's history and strategic position, the key people in authority at the business, the structure of departments and how they contribute to the overall mission of the enterprise, and the employment policies, rules, and regulations.
Lectures
Lecturers are a verbal method of presenting information; lectures are mainly useful in situations when the goal is to impart the same information to a large number of people at one time.
Case Study
The Case study method of training is a non-directed method of study where trainees are given practical case reports with similar situations and facts as the current situation to analyze. The case report includes a thorough description of a simulated or real-life situation.
Role Playing
Students assume a role outside of their current role and responsibilities and play out that role within a group. A facilitator creates a scenario that is to be acted out by the participants under the guidance of the facilitator. While the situation might be contrived, the interpersonal relations are genuine. In addition, participants receive immediate feedback from the facilitator and the scenario itself, allowing better understanding of their behavior.
Computer-Based Training
This method of training will involve the use of computers and computer-based instructional materials as the primary medium of instruction. Computer-based training programs will be useful to structure and present instructional materials, as well as facilitate the learning process for the trainee.
Elements of Training and Developmen.
✓Identify the strategic value of training and
development
✓ Differentiate the types of training delivery
✓Identify the most common methods of training used
by organizations
✓ Recognize the content and resources needed to
meet training goals and objectives
Racket analysis - Transactional Analysis - Manu Melwin JoyManu Melwin Joy
Any time your experience a racket feeling, you are in script.
As children, we use racket feeling to get our needs met in families.
We attempt to manipulate the environment so as to gain the parental support we gained in childhood by experiencing and showing these racket feelings.
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Berne defined a contract as an explicit bilateral commitment to a well defined course of action.
James and Jongeward defined contract as an adult commitment to one’s self and/or someone else to make a change.
Symbiosis and script - transactional analysis - Manu Melwin JoyManu Melwin Joy
Thus in ideal parenting, the child’s caretaker will be employing Parent and Adult resources appropriately, while still not discounting her own Child. As the child grows, the parent will provide him with what is needed to complete each stage of development.
Healthy symbiosis - transactional analysis - Manu Melwin JoyManu Melwin Joy
For example, I have just come out from under anesthetic after an operation. Nurse is holding my hands and telling : “ You will be alright. Just hang one to my hand”. At that point, my Adult and Parent are out of commission.
Frame of reference and redefining - transactional analysis - Manu Melwin JoyManu Melwin Joy
The frame of reference is defined by the Schiffs as the structure of associated responses which integrates the various ego states in response to specific stimuli.
Role of parent in frame of reference - transactional analysis - Manu Melwin...Manu Melwin Joy
The parent ego state plays a particularly important part in the formulation of the frame of reference. This is because our frame of reference consists of definitions of the world, self and others.
Frame of reference and ego states - transactional analysis - Manu Melwin JoyManu Melwin Joy
As an further aid to understanding the frame of reference, the Schiffs suggest that it can be thought of as a “skin that surrounds the ego states binding them together.
Frame of reference - transactional analysis - Manu Melwin JoyManu Melwin Joy
The frame of reference is defined by the Schiffs as the structure of associated responses which integrates the various ego states in response to specific stimuli.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
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Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
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3. Training provides employees with the knowledge and skills to
perform more effectively. This allows them to meet current job
requirement or prepares them to meet the inevitable changes
that occur in their jobs. However, training is only an opportunity
for learning. What is learned depends on many factors, such as
the design and implementation of training, the motivation and
learning style of the trainees, and the learning climate of the
organization.
Training goals and roles
4. Training is also part of an integrated system in which
performance is measured against criteria (best practices
benchmarks) that are tied to strategic objectives. Training is used
extensively to help employee understand how they can assist in
meeting cooperative objectives.
Training goals and roles
5. A business must interact with its environment and thus it is an
open system. Open systems have dynamic relationship with
their environment, but closed system do not interact with their
environment. Inputs from the environment keeps the system
active. The environmental inputs are transformed into outputs
by the system’s processes.
Training as an open system
7. Training is a subsystem within the larger Human Resource Unit, which is itself
a subsystem of the company.
Input Process Output
Training’s Organizational Environment
Mission Strategy Structure Policies Procedures
Finance Resources People Products Technology
Training Subsystem
Org Needs
Employee Needs
Budget
Equipment
Staff
Analysis
Design
Development
Implementation
Evaluation
Knowledge
Skill
Attitude
Motivation
Job Performance
8. A training process model
Training should be viewed as a set of integrated processes in
which organizational and employee needs are analyzed and
responded to in a rational, logical and strategic manner. When
training is conducted in this manner, the organization will
improve, the value of training will increase and further
investment in training is likely to occur.
9.
10. A training process model
The training process begins with some type of triggering event.
A triggering event occurs when a person with authority to take action
recognizes that Actual Organizational Performance (AOP) is less than the
Expected Organizational Performance (EOP).
Triggering Event = AOP<EOP
11. Analysis Phase
In a TNA, both training and non training needs are identified. An
effective training system begins with the identification of the
organization’s training needs. These need will create a
performance gap (AOP is less than EOP). Performance gap can be
current or future oriented. Things such as profitability shortfalls,
low level of customer satisfaction or excessive scrap are all
examples of current performance gap. Another type of
performance gap is future oriented. Here, the company is seen
as likely to perform poorly in the future unless changes are made.
Once a performance gap exists, the cause must then be
determined.
12. Analysis Phase
Inadequate KSA results in training needs. Other reasons for
performance gaps such as motivational issues etc are non
training needs and requires a different solution. In the analysis
phase, the cause of performance gap is identified , seperating
KSA from non KSA causes. Those performance gaps caused by
KSA deficiencies are identified as “Training needs” because
training is the solution. Analysis phase attaches priorities to the
training needs that are identified. Not all needs will have same
level of importance for the company. This process of data
gathering and causal analysis to determine which performance
problems should be addressed by training is the analysis phase of
the training phases.
13. Design Phase
Training needs identified in the analysis phase in addition to
areas of constraints and support is inputs to design phase. An
important output from the design phase is the development of
training objectives that provide specific direction for what will be
trained and how. These objectives specify the employee and
organizational outcomes that should be achieved as a result of
training and become inputs to the evaluation phase. Another part
in the design process is identifying the factors needed in the
training program to facilitate learning and its transfer back to the
job, including identifying alternative methods of instruction.
14. Development Phase
Program development is the process of formulating an
instructional strategy to meet a set of training objectives. The
instructional strategy consists of the order, timing, and
combination of methods and elements used in the training
program. Inputs to this phase are provided by design phase and
outputs are specific content, instructional methods, materials,
equipment's and media, manuals, and facilities integrated into a
training plan designed to achieve the training objectives. These
outputs of the development phase serve as inputs to the
implementation phase.
15. Implementation Phase
All aspects of the training program come together during the
implementation phase. However, it is a mistake to assume that
everything will happen as planned. Therefore, it is useful to
conduct a dry run and even a pilot of the program.
16. Evaluation Phase
Evaluation objectives are the outcomes of design phase and
become inputs to the evaluation phase. Another input is
organizational constraints. Time, money and staff all affect how
training is evaluated. Two types of evaluation are useful.
Process evaluation – How well a particular process achieved its
objectives.
Outcome evaluation – Evaluation conducted at the end of
training to determine the effects of training on the trainee, job
and organization. This kind of evaluation uses the training
objectives as standard.
17. Challenges and opportunities for training
• Aligning training with business strategy.
• Changing demographics.
• Knowledge workers.
• Training as continuous improvement.
• Quality.
• Legal Issues.
18. Teaching the act of imparting knowledge.
Learning is a relatively permanent change in behaviour in response to a
particular stimulus or set of stimuli.
Training is the systematic process of providing an opportunity to learn KSAs for
current or future jobs.
Development refers to the learning of KSAs.
Education focuses on general KSAs related to a person’s career or job.
19. Training is only an opportunity to learn.
What is learned depends on many factors such as
• Design and implementation of training.
• The motivation of trainee.
• Learning style of trainee.
• Learning climate of the organization.
20. Teaching is mostly theoretically oriented where as training is practical
oriented.
Teaching provides new knowledge to the people while training helps the
already knowledgeable people to learn the tools and techniques to apply the
same.
Training is subset of teaching.
Teacher provides information, knowledge, experience where as trainer
facilitates learning.
Teaching usually refers to classroom learning. On the contrary, training refers
workshops, seminars involving various games, role-plays, simulation methods
etc.
Teaching Vs Training
22. Knowledge is an organized body of facts, principles, procedures and
information acquired over time.
1. Declarative knowledge is a person’s store of factual information about a
subject.
2. Procedural knowledge is a person’s understanding about how and when
to apply the facts that have been learned.
3. Strategic knowledge is used for planning, monitoring and revising goal –
directed behavior.
Knowledge
23. Knowledge is a prerequisite for learning skills.
Skills are the capacities needed to perform a set of tasks that are developed
as a result of training and experience.
There are two levels of skill acquisition.
1. Compilation (Lower level) – He needs to think about what he is doing
while he is performing the skill.
2. Automaticity (Higher level) - He is able to perform the skill without really
thinking about what he is doing.
Skills
24. Attitudes are employee belief and opinions that support or inhibit behavior.
Attitudes are important to training because they affect motivation.
Attitudes
A competency is a set of knowledge, skills and attitudes that enable a person
to be successful at a number of similar task.
A competency is more than just KSAs: It is the ability to integrate and use the
KSAs to perform a task successfully.
Competencies
25. Prepared by
Manu Melwin Joy
Research Scholar
SMS, CUSAT, Kerala
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com