MPA 212 Lec Training and Development.pdf
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MPA 212 Human Resource Management & Development
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MPA 212 Lec Training and Development.pdf
- 1. BY: ROJENEL T. GAETOS Maintenance & Development & Human Resources Training & Development
- 2. What is training and development? refers to a system of educating employees within a company.
- 3. Increase company productivity You might want to consider upskilling your employees. Purpose of training and development in HRM Improve product or service quality Employees will get to learn tips and best practices for their work. Lessen employee turnover This will strengthen their sense of job satisfaction, belongingness, and commitment. Decrease costs and errors Less time and resources are spent on redoing incorrect work.
- 4. What is supervisory training? a specialized learning program designed to help supervisors develop essential skills, discover strategies and techniques, and engage people for high performance.
- 5. Productive Staff When you effectively train your managers and supervisors Discipline Workforce In employee relations where does the "rubber meet the road?" Reduced Workplace Conflict A manager with good interpersonal skills can help increase understanding The importance of supervisor training and development
- 6. What is Organizational Development Training? the process of improving an organization’s capabilities in terms of people, strategy, process alignment, and more.
- 7. Provide the best employee experience Helps employees by offering necessary training to them in the quickest way possible. The importance of organizational training and development Accelerate Software Adoption Helps execute organizational development training as it assists in promoting software adoption. Personalize the training program You must ensure that every employee is properly equipped and given the support and attention they require. Provide Support at the moment of need a great way to help your employees learn more effectively and streamline the organizational development training process.
- 8. What are interpersonal skills Development Training? are traits you rely on when you interact and communicate with others. They cover a variety of scenarios where communication and cooperation are essential.
- 9. Active listening Teamwork Responsibility Dependability Leadership Motivation Flexibility Patience Empathy Some examples of interpersonal skills
- 10. job interview as interviewers look for applicants who can work well with others. job helping you understand other people and adjusting your approach to work together effectively. companies as more companies implement collaborative agile frameworks for getting work done. The importance of interpersonal skills training and development
- 11. What is Adult Learning? Knowing how adults tend to learn, you can tailor corporate training programs to take advantage of qualities adult learners have.
- 12. Transformative learning True learning experiences should somehow change the individual Adult Learning Theories Self-directed learning This approach acknowledges that the majority of the learning Experiential learning Experiential learning makes the case that the essence of adult learning is making sense of experiences. Andragogy his approach starts by recognizing the differences between adults and children and designs learning experiences from there.
- 13. Training and Development Process Training and Development consists of 5 related processes. These processes do not have a distinct beginning, middle, and end. Instead, they overlap with each other to fulfill their intended purpose. Assessment of training needs and resources Motivation of trainers and trainees Design of training programs and materials Delivery of training Process and outcome evaluation The processes are:
- 19. Training Design The design of the training program can be undertaken only when a clear training objective has been produced. The training objective clears what goal has to be achieved by the end of the training program 8 DESIGN STEPS FOR A TRAINING PROGRAM Step1. Define purpose of the training and target audience Step2. Determine participants' needs Step3. Define training goals and objectives Step4. Outline training content Step5. Develop instructional activities Step6. Prepare the written training design Step7. Prepare participant evaluation form(s) Step8. Determine follow-up activities for the event
- 20. Step 1 Define Purpose of the Training and Target Audience Become clear about what your training needs to accomplish. Purpose and audience will be clear determined by funders or well- established professional development needs. You may need to sort through and prioritize a spectrum of training needs before determining a training focus. Once you have a clear sense of the training's purpose and target audience, write it down! Then use this description to promote your program to prospective participants.
- 21. Step 2 Determine participants' needs A brief, written survey as part of their registration packet all participants to collect general information from all participants. pre-training assessment form Survey a random sample of registrants by phone. This will allow you to collect detailed information from a few participants. Review evaluation and feedback forms from past- related training
- 22. Step 3 Define Training Goals and Objectives Clarifying expected outcomes Outlining training content Planning specific training activities Selecting/developing materials
- 23. Step 4 Outline training content Introduction Learning components Wrap up and evaluation components fill in known elements Schedule
- 24. Step 5 Develop Instructional Activities Participants learning style Principles of adult learning Group size Prior experience and /or education level of participants Type of skill or information to be presented Trainer's style
- 25. Step 6 Prepare the Written Training Design Create a written document that provides a detailed plan of the training session, including your goals and objectives. Consider the skill expertise, training style and comfort level of each of your trainers in making this designation.
- 26. Step 7 Prepare participant evaluation form(s) Did the participants acquire the knowledge and skill that the trainer was supposed to provide? Were the trainers knowledgeable about training content? Were the activities interesting and effective? Was the training format appropriate? Is more training on this or related topics needed to support participants in their work?
- 27. Step 8 Determine Follow-up Activities for the Event Newsletters and web site posting Per observation and coaching, in which individuals observe one another performing a newly acquired skill, Mentoring, in which individuals receives on site, personal support and technical assistance from someone with experience in the method being learned, Study groups, in which individuals meet regularly to support one another during the implementation of new idea or practice.
- 28. The ADDIE method Analyze the training team works with the business owners to analyze and assess the goals and objectives for the training being developed. Design After questions are assessed and answered during the analysis phase, the training designer begins to layout the training content and to develop the design document. Development The development phase is when storyboards for the training are developed, and graphic designs are created or chosen.
- 29. The ADDIE method Implementation This occurs during the implementation phase. Facilitators must review and understand the curriculum as well as the testing process. Evaluation During the evaluation phase, feedback is generated by the participants of the course. This can be done by surveys, either paper based or electronic.
- 31. Thank you!