The document outlines the importance of training and development in the workplace, emphasizing its role in improving employee performance, reducing turnover, and adapting to a diverse environment. It covers various aspects of training, including objectives, methods, and evaluations, while highlighting the significance of expatriate training to enhance cultural sensitivity and facilitate smoother transitions for international employees. Additionally, it presents models and approaches for effective training and development, ensuring alignment with organizational goals.

1. 1dr.mmbagali@gmail.com 1
Module 3
Training and
Development

2. 2
Why Training
Develop
Workplace has become important
learning is the Buzzword
Higher Productivity
Reduces Employees Turnover
Job satisfaction
QWL
Social Transformation
Enter New Market
Effective Performance

3. 3
To Reduce Errors and overheads
Quality and Quantity
Standards have to Improved
Build Skills
Knowledge age
Workplace increasingly diverse
Organization effectiveness

4. 4
Careers becoming fluid
Performance improvement
Personal and Social Improvement
Competitive world / workplace
Adapt to changing Environment
Continually transformation is needed
Performance management
Organization going for Innovation

5. 5
Build high potential Employees
Technology advances
Business Globalizes
Per. Management
Career Development
Organisation Development
Restructuring
Change Behavior

6. 6
Definition
Training is any formal
activity to improve current
employees job
performance.
Training is performance
enhancement to the
organization, as well as
growth for individuals on
both the professional and
personal level.

7. 7
Training is a
Relatively CHANGE
in behavior that
occurs as a Result of
Practice or
Experience

8. 8
Training refers to
p r o v i d i n g
i n s t r u c t i o n s t o
develop skills that
c a n b e u s e d
immediately on the
job

9. 9
Training is an attempt
to improve
employee’s
performance on
current job

10. 10
D e v e l o p m e n t
refers to learning
o p p o u r n i t y
designed to help
employees grow,
and growth of
personality

11. 11
Features of Training
It is a process, not a program
Is application of Knowledge
Skills are developed
Information is provided
Attitude are nurtured
Training helps QWL / Individual/ Organisation
Training facilitates learning
Training facilitates Improvements

12. 12
Training imparts Knowledge
Training imparts Skills
Training increases performance
Training looks at work, Workplace and Workers
Training focus on business, performance,
Learning

13. 13
Models for Training
Organization Needs Analysis
Task Needs Analysis
Employees Needs Analysis
Customers Needs Analysis
Market Needs Analysis

14. 14
Develop Training Objectives
Design and Select Training Procedures
(mode)
Train (Performance tryout)
Measure the Results
Compare Results with Criteria / Evaluation

15. 15
Collecting Needs Assessment
Sources
Organisational Analysis
Job / Task Analysis
Person Analysis

16. 16
Organizational Analysis
Organizational goals and objectives
Personal Inventories
Skills Inventories
Organizational Climate Survey Indexes
Efficiency indexes
Changes in Systems / Subsystems
Exit Interview
MBO

17. 17
Job/ Task Analysis
Job Description
Job Specification
Performance Standards
Performing the job
Work Sampling
Reviewing Literature on the Job
Asking Questions about the job
Training committee
Analysis of operating problems

18. 18
Person Analysis
Performance Appraisal data(Case)
Work Sampling
Interviews / Unstructured
Questionnaire
Attitude Surveys
Training progress
Assessment Centre

19. 19
Critical incidence
Appraisal
Attitude Analysis
Activity Sampling
Termination Interview

20. 20
Job training Analysis
Is Training the answer
Is it cost Beneficial
Is Incentives followed by training
Approaches
Activity Analysis
Role Analysis
Profile of Learner
Number and Location
Cost per unit of Labor
Productivity per unit of Labor
The value attached to Training

21. 21
Set Learning Objectives:
SMART…..
Specific, Measurable, Attainable, Relevant
and Timely.
Be Objective
Measurable
Results Oriented
Clearly Worded; Specific

22. 22
Philosophy
Be Objective
Measurable
Results Oriented
Clearly Worded; Specific

23. 23
Assess the costs / benefits
How do you calculate the COST

24. 24
Then, Training is skill or Knowledge
based(for what)

25. 25
How to go about
When / Why / Where / How much / Which

26. 26
kirkpatrick model
The model was then updated in 1975, and again in 1994, when he
published his best-known work, "Evaluating Training Programs."
The four levels are:
Reaction.
Learning.
Behavior.
Results.
Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin
and past president of the American Society for Training and
Development (ASTD)

27. 27
Types of Training Used

28. 28

29. 29
Orientation
Refresher

30. 30
Technical
Soft Skills
Behavioral
Cognitive
Self Confidence
Attitude Development
Change Management
Core Competency

31. 31
HR Training area
Values / Ethics
Negotiation
Teamwork
Empowerment
Leadership
Who moved my Cheese
Leadership
Performance appraisal
Interpersonal Skills
Positive Thinking
IR

32. 32
Team working
Problem Solving
Time
Presentation
Stress Management
Motivation
Negotiation
Creativity
Handling Conflicts
Communication

33. 33
Accident Prevention
Safety
Appraisal
Employee Development
TA
TQP
Handling and Communication with Unions

34. 34
Modes of Training
Visual
Pictures
Models
Symbols
Demonstrations
Example
TV
Computer

35. 35
Auditory
Listen
Hear
Lecturers
Audiotapes

36. 36
Print
Text
Journals
Books
Web
Visual
Handbook / Handout

37. 37
Interactive
GD
Question-Answers
Group Sessions
Conference Room
In-tray
Business Games
Simulations
Performance Test
Team Exercise

38. 38
Media
Films
Slides
Film Strips
Video tapes
Audio-Cassettes
OHP
Charts

39. 39
Kinesthetic
Role Play
Games
Psycho-motor skills
Projects
Exercise

40. 40
Tactile
Model Building
Object Handling
Material assembly
Practice by Doing

41. 41
Action learning Group
Prepare and recommend strategy for One
existing Company

42. 42
Other ways….
On the Job
Job Instruction
Case
Management Games
Behavior Modeling
Syndicate meeting
Problem Solving conference
On the Site

43. 43
Staff development Meetings
Questionnaire
Written test
Observation
Simulations
In Basket
Benchmark

44. 44
Most Frequently offered Training Program

45. 45
New Employee Orientation
New Equipment Orientation
Performance Appraisal
Sexual Harassment
Leadership
Product Knowledge
Customers Education
Team Building

46. 46
Problem Solving/ Decision Making
Time Management
Train-the-trainer
Hiring/ Interviewing
Managing Change
Safety

47. 47
Quality/ process improvement
Strategic Planning
Public speaking/ presentation
Diversity
Basic life/ work skills
Wellness

48. 48
Ethics
Outplacement/ retirement
Creativity
Remedial math
Remedial Writing
Welfare to work

49. 49
Successful Training Initiatives
Study Learning Needs
Select Strategy
Be beneficial to both Individual and Organization
What is Organization Strategy to be addressed
Employees needs , then design Training
Design and develop instructions

50. 50
Logistic Arrangements
Participant Grouping
Training Environment
Teaching Methods
Contents
Knowledge level Imparting

51. 51
Monitoring and Improving the process
through Evaluation
Action ( Implement and Start Training)
Reaction
Learning involved or No
Behavior Change
Results of Training
Enhancement
Feedback and follow-up

52. 52
Tips for Trainer
Establish
Compatibility
Creditability
Courteous

53. 53
Demonstrate Organization and Competence
Desire for betterment
Master the Content
Master Leadership
Gain Support from Attendees
Keep energy level high
Polite Voice
Apply non-verbal communication
Respond Adequately

54. 54
Invite and Encourage participants
Time
Workplace expectations / Develop accordingly
Develop an Learning Environment
ROI : What Economy needs
Goal Setting
Adequate investment across different levels of Training
Materials of Standards
Design an Evaluation Program

55. 55
The Nuts and Bolts of Delivering
Training
Define Training needs accurately / Major needs
Training need analysis / What you want to accomplish
End Results in Mind
Training should have specific purpose (vision)
Training be structured (focused)

56. 56
POP- Purpose – Outcome – Process
Core goal of Session
Learning Objectives
Outcome desired
Content , includes material / time / place
Ideal Physical and Psychological environment

57. 57
Stimulate the Senses with Music
Print Material
Visual Stimulation
Auditory
Interactive Training
Food
Thanking u note

58. 58
Select Training Options
Create Training Plan
Budgetary constrains
Monitor and Evaluate
Implementation
Review Progress

59. 59
Guidelines for good Training: Key
Elements
Clarify Learning Objectives (clear statement of objectives)
Clarify the relevance
Use Material appropriate
Provide opportunities for learner self evaluation
Reward success
Use Involving Experience in training

60. 60
Provide the BIG picture
Provide feedback and reinforcement
Use varieties of pedagogy
Consider the trainees needs, abilities, interests, skills
Choose technology appropriate
Maximum interaction

61. 61
Provide alternative way of learning
Be considerate of the trainee
Provide the documents
Add multimedia

62. 62
Expatriate Training

63. 63
Key Learning Objectives include
Leverage their new competencies back
into the organization
• Gain insight into the emotional and
logistical adjustments, as well as lifestyle
changes they will need to make in order to
thrive, not just survive, in making the
transition back home;

64. 64
• Develop skills for re-connecting with
previous relationships through an
increased awareness of their
expectations and needs
• Learn to appreciate and take advantage
of the international experience so as to
maximize its value, rather than forcing
it onto others or rejecting it altogether

65. 65
• Be re-acquainted with the rules and
operating procedures for conducting
business in their previous environment
• Develop Action Plans for maximizing
newly learned business expertise for
the betterment of the company, in
general, and one's own career in
particular

66. 66
• Develop Action Plans for maximizing
newly-learned business expertise for the
betterment of the company
• Stimulate Career Development and
Personal Development Planning

67. 67
Goals Of Expatriate Training
To maximize the cultural sensitivity of
relocating employees, in preparing them
to conduct business with colleagues
from other cultures

68. 68
To learn how to avoid misunderstandings
based on cultural differences.

69. 69
To learn how to communicate verbally and
non-verbally with colleagues in other
cultures.

70. 70
To understand the role of learning and
communication styles in work, everyday living,
and teaching situations, and how to work
effectively with people with differing styles

71. 71
To understand the historic, political, educational,
and economic background of the host culture well
enough to interpret current news events and
social problems

72. 72
To learn about the common course of culture
shock and how to manage it, for oneself and
one's family

73. 73
To Work And Live Effectively In A New
Country, Expatriates Must Know Three Things
A)The basics of the new country's
history, politics, business norms,
e d u c a t i o n s y s t e m , a n d
demographics

74. 74
B)How cultural values affect
perceptions, values and
communication

75. 75
C)Why moving to a new
country can be difficult and
h o w t o m a n a g e t h e s e
challenges

76. 76
Areas
Socialization
Insurance
Safety
Stock and Shares
Technology Development
Patent
Legal Implications( Pranabesh Murthy)

77. 77
Cont:
Transport
Govt Working
Customs and Traditions
Rituals
Computer Skills
Special Purpose: AIDS
Adjust to Diversity
Change Management
How CEO to identify Managerial Potentials

78. 78
Cont:
Cross cultural
Familiarization trips
Communications
Decision Making
Problem solving techniques
Language
Skills

79. 79
Cont:
Country Profile
Annual Leave
Cost of living : Special Location Analysis
Education Systems
Working Conditions
Conditions of Work
Client Services

80. 80
Cont:
Legislation
Inflection Rates
International Assignments Reports
International HR Policy Advice
Legislation
Public Places
Communications

81. 81
Cont:
Local Salary Surveys
Medical Benefits and Care
Cost of Living Indices
Country Security
Domestic Staff
Schools / Educational Services
Sports / Social Clubs
Exchange Rates
Transport

82. 82
Special GLOBAL Training
Program
Cultural Awareness Program / Cross
cultural
Executive Etiquette for Global
Transactions
Cross Cultural Technology Transfer
International Protocol and Presentation

83. 83
Cont:
Cross Cultural Training and Orientation, i.e
: Business Skills; Managing culture
Shock; Stress Management; Daily Life in
Host Country; Area Studies; Spouses
and Family Concerns ;

84. 84
Cont:
Business Basic : Cross Cultural
Negotiation: Making Presentation :
Writing Proposals ;
Language Programs and Training

85. 85
Cont:
Socialization ; Personal Relationships ;
Culture and Values ; How to work
effectively with people ; Time ; Writing
and Speaking ; Attitudes ; Adjustment of
Family Member ; Understanding and
Valuating Cultural difference ;

86. 86
Other Areas
Social Beliefs .. Customs / Cultural
Values / Code of conduct / Reward
systems/ Religion / Housing / Schools /
Currency / Health Issues

87. 87
Cont:
Phone Using: Public Utility Services,
Transport, Bank, House Keeping : local
Transport / Shopping / Community
Activities / Billings / Stores

88. 88
Cont:
Emotional issues : Moving Expenses;
Salary Differentials ; Childers Schooling ;
Feeling remote initially ; Culture dilemma ;
Job change anxiety ; Come back,
Diversity Awareness Training

89. 89
Conducting Training Abroad : Issues
Understand the TABOOS and trun-ons of
Participants culture
Critiquing the people, culture, systems/
management style
Don’t put people in Embarrassing situation
Feedback should be managed properly
How your training is viewed in different context
Consider Jet Lag and Diet changed

90. 90
Country and culture introduction
government information
culture and language
culture shock/adaptation
geographical data and maps
population and ethnic diversity
national identity
holidays and normal business hours

91. 91
religion and philosophy , customs, rituals
education and higher learning institutions
useful phrases

92. 92
Special business etiquette of
destination country
greetings
clothing
business gifts and entertaining
unique etiquette (for example: Japanese
tea ceremony)

93. 93
Cont:
business letter and basic letter writing
rules
business cards
stationery format and size
do's and don'ts

94. 94
Business Analysis:
chamber of commerce and other business
centers
transportation
business enterprises
technologies
media
currency
community organizations and places of worship

95. 95
Cont:
banking and other financial institutions
investment guides
trade statistics
communication facilities
Organization / Association

96. 96
Methods Used In Expatriate Training
Short lectures
Perspective-taking exercises
Role plays
Simulation game
Self-reflection and assessments
Small group discussion

97. 97
Cont:
Group problem-solving and card-sorting
activity
Question and Answer period
Action Planning (application of training to
trainees' own situation)
Audio – visual
Literature
Handouts

98. 98
A Sample Expatriate Program : A
Module
Introduction and Establishment of
Expectations and Needs
What We Do (and Don't) Mean by the
Word "Culture"
Classic Models of the Meaning of Culture
How Others See US Americans and How
Will Others See Me?

99. 99
Host Country: Historic and Political Roots
of Current Social Issues
Brief Overview of Host Countries' Cultural
Values and Business Approaches, with
emphasis on expectations about
leadership, negotiation style, conduct of
meetings, and business writing

100. 100
Cultural Differences in the Workplace:
Data and Application from Around the
World
Communication Styles: The Dangers of
Not Understanding the Role of Culture
Tips for Business Travelers to Host
Country

101. 101
Application of Training: Analysis of
trainees' own management approaches
in light of their own cultural values,
communication styles, and learning
styles, and in light of current
multicultural situations
The Surprising Course and Management
of Culture Shock

102. 102
Reasons Moving to a New Country Can
Be Difficult (and What to Do About It)
"Ask the Expert" Question and Answer
period for covering any unanswered
questions
Wrap-Up and Evaluation

103. 103
Manage the process of sending an
assignee abroad smoothly
Improve your management of expatriate
pay and compensation
Understand taxation and benefits cost
issues

104. 104
thank you all