This document discusses training design and implementation. It covers identifying training needs through organizational, operational and individual analysis. It describes the gap concept to identify why performance is not meeting expectations. The training process involves 5 steps: 1) identifying needs, 2) preparation and instructional design, 3) validation, 4) implementation, and 5) evaluation and follow-up using Kirkpatrick's four levels. Effectiveness measures goal achievement while efficiency measures productive use of resources.

1. Unit-2
Training Design
&
Implementation
Dr. Pooja Agrawal
Assistant Professor
VU

3. EFFECTIVENESS
VS
EFFICIENCY

4. Organizational
performance
• A measure of how efficiently and
effectively managers are using
organizational resources to satisfy
customers and achieve goals.
• Efficiency: A measure of how well or
productively resources are used to
achieve a goal.
• Effectiveness: A measure of the
appropriateness of the goals an
organization is pursuing and the degree
to which they are achieved.

6. TRAINING & DEVELOPMENT

7. Training Process
Step-5: Evaluation and Follow-up
Step-4: Implementation
Step-3: Validation
Step-2: Preparation for Training/Instructional Design
Reaction Learning Behavior Result
Support
Material
Training
Period
Training
Method
Trainer's
Preparati
on
Step-1: Training Need Identification
Organizational Analysis Operational Analysis Individual Analysis

8. The Gap Concept
(Training Need Assessment)
8
Performance
/Results
Time
Expected Curve
Actual Curve
Gap
In training terms this means we need to
develop programs to fill the Gap
1,000 Cars
800 Cars
200 Cars

9. -Identify the reasons for not making the 1,000
cars:

10. Training Need Assessment
 The reasons for not
making the 1,000 cars:
 Not enough resources
 Poor machines
 Poor staff skills
 As training experts we must
analyze the situation to
determine if:
 Expected result too high
 Target achievable
 Is training the only way to
make it happen
 Are there other factors.
10

11. (1)Training Needs Analysis
1. Organization Analysis: Identify training needs of the
organization according to its long-term goals-set the training
goals.
2. Job Analysis: Identify training needs according to job descriptions
and specifications—specify skills/knowledge/behavior to be
trained.
3. People Analysis: Identify people that need training and their
trainability-identify potential trainees.

12. (2) Instructional Design
1. Set Training Goals.
2. Determine What To Train.
3. Identify Trainees.
4. Choose Training Materials.
5. Determine Training Methods.
6. Select Trainers.
7. Schedule Training.
8.Develop Training Budget.

13. (3) Validation
A. Validate the training program before implementation.
• Pilot study: Conduct the program with a small number of
trainees to test its effect.
• Consultation: Consult the trainees and their supervisors on the
appropriateness of the program.
B. Make revision of the training programs before implementation.

14. (4) Implementation
a) Deciding the location and organize training and other facilities.
b) Scheduling the training program
c) Conducting the training program
d) Monitoring the progress of trainees

15. (5) Evaluation and Follow-up
Donald Kirkpatrick (1959), first published his Four-Level
Training Evaluation Model. The model was then updated in
1975, and again in 1994.
The four levels are:
1. Reaction.
2. Learning.
3. Behavior.
4. Results.