The document discusses training needs assessment, including defining needs assessment, analyzing needs at different levels, and identifying sources of data. It provides details on:
1) Conducting an analysis at the organizational, task, and person level to identify performance gaps and training needs.
2) Common types of needs like democratic, diagnostic, analytic, and compliance needs.
3) Components of a needs analysis including context, participants, work, content, suitability, and cost-benefit.
4) Advantages and disadvantages of different needs assessment techniques.
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Human Resource Planning, Recruitment and Selectionlearnito
Meaning and importance of human resource planning, benefits of human resource planning, Meaning of recruitment, selection, placement and training Methods of Recruitment and Selection - Uses of tests in selection, Problems involved in placement.
Employment testing is a way to determine whether a job applicant is suitable for a position in an organization. There are different test which are taken to check the employee.
Selection Process In Human Resource Management - HRMFaHaD .H. NooR
Selection In Human Resource Management HRM. Selection Process in hrm
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:
1. Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs.
2. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible.
Selection:
1. Selection is concerned with picking up the right candidates from a pool of applicants.
2. Selection, on the other hand, is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.
MEANING OF SELECTION:
Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under
Definition of Selection: Process of differentiating
“Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”
Introduction to competency mapping, historical development, approaches, case studies of competency mapping, competency mapping procedures, steps in competency mapping, business strategies, performance criteria,tools for data collection, data analysis, validating competency models, using competency profiles in HR decisions.
-Career management as a process for enabling employees to better understand and develop their career skills and interests.. -To use these skills and interests most effectively both within the company and after they leave the firm.
Here you will find the main characteristics of ESP and what to have in mind when appoaching our students in connection to the course disign: students' necessities, lacks and wants.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Human Resource Planning, Recruitment and Selectionlearnito
Meaning and importance of human resource planning, benefits of human resource planning, Meaning of recruitment, selection, placement and training Methods of Recruitment and Selection - Uses of tests in selection, Problems involved in placement.
Employment testing is a way to determine whether a job applicant is suitable for a position in an organization. There are different test which are taken to check the employee.
Selection Process In Human Resource Management - HRMFaHaD .H. NooR
Selection In Human Resource Management HRM. Selection Process in hrm
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:
1. Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs.
2. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible.
Selection:
1. Selection is concerned with picking up the right candidates from a pool of applicants.
2. Selection, on the other hand, is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.
MEANING OF SELECTION:
Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under
Definition of Selection: Process of differentiating
“Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”
Introduction to competency mapping, historical development, approaches, case studies of competency mapping, competency mapping procedures, steps in competency mapping, business strategies, performance criteria,tools for data collection, data analysis, validating competency models, using competency profiles in HR decisions.
-Career management as a process for enabling employees to better understand and develop their career skills and interests.. -To use these skills and interests most effectively both within the company and after they leave the firm.
Here you will find the main characteristics of ESP and what to have in mind when appoaching our students in connection to the course disign: students' necessities, lacks and wants.
Needs Analysis of an English for Academic Purpose (Eap) Programme: English La...iosrjce
There is need to ensure the production of competent primary English teaching specialists. All
colleges of education in the country are running their programme for this purpose. But the minimum standard
seems lacking in essential ingredients that would guarantee the training of effective primary English teachers. It
is equally realised that effective teaching and learning of this nature constitute functions of a combination of
factors among which are the teacher, the material, learner and the learning situation. This paper focuses on
need analysis as a process and product orientation towards the production of competent primary English
teaching specialists.
Training Needs Analysis (TNA) in one of the essential and basic activity of a HR Manager. Unless scientifically drawn, TNA won't bring fruits of productivity and performance improvement.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
Buy Verified PayPal Account
Looking to buy verified PayPal accounts? Discover 7 expert tips for safely purchasing a verified PayPal account in 2024. Ensure security and reliability for your transactions.
PayPal Services Features-
🟢 Email Access
🟢 Bank Added
🟢 Card Verified
🟢 Full SSN Provided
🟢 Phone Number Access
🟢 Driving License Copy
🟢 Fasted Delivery
Client Satisfaction is Our First priority. Our services is very appropriate to buy. We assume that the first-rate way to purchase our offerings is to order on the website. If you have any worry in our cooperation usually You can order us on Skype or Telegram.
24/7 Hours Reply/Please Contact
usawebmarketEmail: support@usawebmarket.com
Skype: usawebmarket
Telegram: @usawebmarket
WhatsApp: +1(218) 203-5951
USA WEB MARKET is the Best Verified PayPal, Payoneer, Cash App, Skrill, Neteller, Stripe Account and SEO, SMM Service provider.100%Satisfection granted.100% replacement Granted.
4. “Remember, training is not
what is ultimately
important… performance is.”
-Marc Rosenberg
4
5. Needs Assessment Definition
A needs assessment is the process
of identifying performance
requirements and the "gap"
between what performance is
required and what presently exists.
5
6. Training Need Analysis
Is the first step in training process to determine who
requires training , what kind of training is required
and why a particular training is required
7. Difference in Need Assessment &
Analysis
Need Assessment : We attempt to find out what is the
current level or nature of knowledge , skill or attitude
at individual , group or organizational level to
determine the future course of HRD activities
Need Analysis : We examine the cause of failure or non
performance so as to see whether inadequate or
inappropriate training was one of the reason.
It is more Important because lack of
competency is not the only reason for failure. It could
be like Negative Org. climate , natural disaster etc..
9. Democratic Needs
Options for training / HRD that are preferred
, selected or voted for by employees or managers or
both.
Programmes that address these needs are likely to be
accepted and desired by organization members.
Democratic needs can be used to build support for
HRD programmes.
10. Diagnostic Needs
Focus on the factors that lead to effective performance
and prevent performance problems rather than
emphasizing on existing problems.
Identified by studying the different factors that may
affect performance
Goal is to determine how effective performance can be
obtained.
11. Analytic Needs
Identify new and better ways to perform a task
These needs are discovered by intuition , insight or
expert consideration
12. Compliance Needs
Mandatory by Law
This needs often deal with mandated training
programmes such as safety training , Prevention of
sexual harassment programmes , training under
apprentice act etc…
13. Levels of Training Need Analysis
Organizational
Analysis
Task Clarify
Analysis Objectives
Person
Analysis
13
14. Organizational or Strategic Analysis
Purpose is to examine the organization unit or Dept
And determine its Basic strategy , objectives , and
goals
In dealing with changing Business Environment , the
Org. may focus on the company’s new business goals &
challenges
In Conducting org analysis , the company may
consider issues like:
15. Increased Competition
More demand for customized products
Increased needs on cooperation among companies
Research & innovation
Merger & acquisition
Business strategies of the rival companies
Org Analysis must also take into account
the product & market Diversification plan ,
geographical spreads , cost – cutting and profit
maximization proposals.
The sources for org analysis may include org climate
measure , current performance data
16. Task analysis
What must be done to perform a job or complete a
process successfully
Also called KSA analysis
Job Evaluation , job specification (Detail of Person)
, job description (role of the job)
Superior performers in the jobs can give valuable
information
Task analysis is a systematic collection of data about a
specific job to determine what an employee should
taught to achieve optimal performance
17. Results of a task analysis include standards of
performance
How task should be performed?
Variety of data sources are available including
observing the job , asking questions about the job
4 steps involved
- Develop a list of task statements : using
observations , interview develop a list of task
performed in a given sob
- Develop a list of task clusters: useful for
organizing large number of tasks. It means segregating
tasks into groups in accordance with their similarilities
18. - Develop a list of KSA’s : identify the KSA need for
the performance
- Assess the importance of the tasks : which of the
tasks are most critical for successful performance of
the job and difficulties in mastering them
19. Person Analysis
It is to find out who needs to be trained and what kind
of training they need
Finding out the individual KSA against the successful
performance of the job given
Education qualification , work experience , skill set
, motivational level , attitude matters a lot in person
analysis
It is done individually
Performance appraisal report , self -
perception, observations are important sources
20. Several ways to determine
employee deficiencies
Examine the measures of job performance :
performance report , work record of actual
performance will give enough data Ex: any employee
receive less than satisfactory rating on job might be
considered as deficient in that area. Measures of job
performance is helpful only in case of existing
employees in their existing role.
Proficiency test or simulations: Some person may
have the capability but might not get the chance to
prove it
21. 6 Component analyses of needs
Context Anlysis : Reason for which the training is
desired. The important question being answered by
this anlysis are
Who decided that training should be conducted
Why a training prog. Is seen as the recommended solution to a
business problem
22. Participant s Analysis: It is the analysis dealing with
potential learners and instructors involved in the
process. The imp quest. Answered are – who will
receive the training and their level of existing
knowledge in the subject , what is their learning style
and who will conduct the training and their expertise
to do so
Work Analysis: It is analysis of tasks being
performed. It involves examining activities , tasks and
role of the job and the competency requirement for
effective performance. Also task analysis or job analysis
it specify the duties and skill level required
23. Content Analysis: This involves analysis of document
, manuals , laws or procedure used on the job. It
answer the question about what knowledge or
information is used on the job successful performance.
It is Imp that content of the training does not conflict
or contradict with job requirement.
Suitability Analysis: Whether training is the desired
solution. Training is one of the several solution to
performance problem. But it may not always be the
best solution.
Cost Benefit Analysis: Analysis of ROI ( Return on
Investment) of training. Effective training should
result in return of value to the org. that is greater than
the initial investment.
24. Sources of Data for TNA
Person Analysis : Education & experience ,
performance appraisal , supervisor report , customer
complaints
Organizational Analysis : Business Plan ,
performance report , audits , inspection , law , market
condition
Task analysis : job analysis , expert opinion , safety
aspects.
25. Objectives of Training
To impart knowledge and skill
Equip employees meet the changing
requirements
New ways of performing the job
Building competent employees
25
26. A training objective has three components:
A statement of what the employee is expected to do
(performance or outcome).
A statement of the quality or level of performance that
is acceptable (criterion).
A statement of the conditions under which the trainee
is expected to perform the desired outcome
(conditions).
27. Advantages and Disadvantages of Needs Assessment Techniques
Technique Advantages Disadvantages
Observation Generates data relevant to Needs skilled observer.
work environment. Employees’ behavior may be
Minimizes interruption of affected by being observed.
work.
Questionnaires Inexpensive Requires time.
Can collect data from a Possible low return rates,
large number of persons. inappropriate responses.
Data easily summarized. Lacks detail.
27
28. Advantages and Disadvantages of Needs Assessment Techniques
(continued)
Technique Advantages Disadvantages
Read technical Good source of information on You may not be able to
manuals and records procedure. understand technical language.
Objective. Materials may be obsolete.
Good source of task
information for new jobs and
jobs in the process of being
created.
Interview subject Good at uncovering details of Time consuming.
matter experts training needs. Difficult to analyze.
Good at uncovering causes Needs skilled interviewer.
and solutions of problems.
28
29. Training Design
The design of a training program refers to its items , courses
or subjects, which are aimed at enabling the program to
achieve the desired training objectives.
A technique of arranging the course content in a logical
manner, so as to enable the trainees to learn maximum from
the training course.
The program contents must be carefully selected, the
contents should determine the success of the program, and
justify the organization’s investment in the program.
Training design plays an important role in case of the training
process; the effectiveness of the training is determined by
the training design.
30. Eight steps for effective training
programs
Step 1:
Define purpose of training and target audience
Be clear about what your training needs hope to
accomplish; prioritize
Be clear who your target audience will be.
31. Step 2: Determine Participants’ needs
The more accurately you know the needs of your
participants the better your training design will be. Find
out their needs and expectation by:
• Get participants to complete a brief, written
survey
• Survey a random sample of participants
Ask them:
- current roles and responsibilities
- previous training on this topic
- reasons for attendance
- specific needs and expectation of event
Review past evaluation and feedback forms
Collect information early and use it to design your
training
32. Step 3: Define training objectives
Clearly defined objective provide criteria for:
Clarifying expect outcomes
Outlining training content
Planning specific training activities
Selecting/developing material
Designing evaluation procedures
Communicating program intent to participants &
others
Ensuring training is realistic and appropriate
Develop overall and segment (lesson) objective
Present them to participants at start of each
segment.
33. Step 4: Outline training content
Trainings gives 3 components: an introduction; a
learning component and a wrap-up and evaluation
component.
Introduction: Establish a positive learning
environment; stimulate interest; reduce anxiety and
build bonds. Include some content into introductory
activities
Learning component: Concepts and ideas taught
and explored; skills demonstrated, practiced and
discussed.
Wrap-up and evaluation component: Here ‘pull it
all together’. Highlight essential learnings; summarize
central concepts and themes; describe next steps.
Open up for questions, concerns, feedback.
3 - 33
34. Step 5: Develop instructional activities
• Organize activities so that outcomes identified are
achieved. Activities should have an introduction, a
main segment and a wrap-up segment.
• Effective training design takes into account principles
of adult learning; group size; participant learning
style; prior experience/education level of
participants, type of skill or information to be
presented, and so on.
Strategies that promote active learning include
brainstorming, games, mini-lectures, small work
groups, simulations, role-playing, case studies, etc.
Remember you need to develop resource
materials, e.g.,handouts, case studies, questionnaires
3 - 34
etc.
35. Step 6: Prepare the written training design
• Write a detailed plan of the training
session, including goals and objectives;
the sequence of specific learning
activities and time allotted to each;
directions and key points to cover for
each activity, and the trainer who will be
responsible for the activity.
• Consider the skill, expertise, training
style, and comfort level of each trainer
and who will lead different sections.
3 - 35
36. Step 7: Prepare participant evaluation form
Evaluation determines if the training has
achieved its objectives and to identify what
needs to be improved.
The evaluation form should ask the following:
������ Did participants acquire the skills and
knowledge they were supposed to?
������ Were the trainers competent?
������ Were the activities interesting and effective?
������ Was the training format appropriate?
������ Was the training on this topic adequate?
3 - 36
37. Step 8: Determine follow-up activities for the event
Follow-up activities provide continued support and
feedback.
Prepare follow-up activities as you develop your training
design and these activities should make participants
reflect on what they have learned and the process of
implementation. Some activities include:
������ Newsletters and website postings
������ Peer observation and coaching
������ Mentoring
������ Study groups
������ Ongoing communication between participants and
trainees
Follow-up activities require more resources but increase
the likelihood of significant learning occurring.
3 - 37
38. Identifying Constraints in
Training Design
The constraints act as a barrier for effective training
design, the various constraints involved in training
design are:
Organization/ environment
Budgeting for training
Trainee population
39. Organizationa/
environmental constraints
The technological sophistication of the
organization affects which type of training can
be offered. Decision about training priorities
also must follow the law.
Certain training requirements are mandated by
the occupational safety and healthy association
(OSHA)
This type of training includes telling employees
what hazardous waste they with the KSAs to
handle the waste in a safe manner.
40. Some organizational constraints are:
Need high level of simulation.
Trainees vary in amount of experience.
Trainees have large difference in ability levels.
Mix of employee and new hires trained on a
new procedure.
Long lag between end of training and use of
skill on the job.
Bias against a type of training.
Few trainees available at any one time.
Small organization with limited funds
41. Budgeting for training
Once the length of training is determined
it is necessary to estimates the amount
of time it will take to develop the training
program.
So when providing estimates, understand
that department are competing for
resource and that the estimate must be
accurate as possible.
In many cases when training is requested
the client wants a proposed training
solution and its associated costs quickly.
42. The following items are normally
included in the budget of a
training program:
(i) Outfit Allowances
(ii) Training fees
(iii) Transport and Travelling
(iv) Freight
(v) Insurance
(vi) Subsistence allowances
(vii) Accommodation
(viii) Incidental Allowances
(ix) Book Allowances
43. In formulating and controlling the budget for
a training program, the training officer must
consider the following factors:
Adequate training plans.
The expenses incurred in achieving the training plans must
have been identified and estimated
The responsibilities for items of expenditure must have been
allocated between training specialists and other managers.
Account classifications must have been made so that
expenditure can be allocated to specific cost areas.
Cost information must be recorded accurately and a
mechanism for feeding back the collated information must
be present so that individuals can take corrective action if
and when required.
45. DEVELOPING OBJECTIVES
The term training objectives refers to all the
objectives that are developed for the training
program
These objectives are used to drive the design of
training(content , methods , materials , etc.)
47. TYPES OF TRAINING OBJECTIVE :
Trainee Reaction Objectives.
Learning objectives.
Transfer of training Objectives.
Organizational outcome objectives.
48. OBJECTIVES WRITING :
Objectives are the key learning outcomes
desired from the instruction.
Classically, instructional objectives have three
elements:
conditions,
performance,
standards .
49. CONSIDERATION WHILE
DESIGNING A PROGRAMME
Cover all contents of the training
programme
Motivating/interesting training
programme
Simplex to complex
Timing
Combination of training methods
50. THEORIES OF
TRAINING DESIGN
Theories of training design are not traditional
Don’t predict cause and effect relationship
Prescribe methods of presenting material to enhance
the likelihood of the material being learnt
Several theories related to effective design of training
We will examine two theories
Elaboration theory
Gagne-Briggs theory
Offer guidelines to what technique to use in what
situation to design effective training
51. ELABORATION THEORY
Macro theory of design
Based on holistic alternative
Relevant for complex tasks
SEQUENCING
It is a process of coming together as a group and
order the content of training
Important when strong relationship exists among
the topic of the course
52. Purpose of training two different
topics
Topical sequencing
Spiral sequencing
Topical requires complete learning of
one topic before moving to the next
task
Spiral requires learning the basics of
53.
54. Advantage
Disadvantage
Topical Concentrate on topic, no Once
learned move to
interference from other topic
the next topic and first
is forgotten
Spiral Built in synthesis and review
55. Consider……
WORKSHOP FOR SUPERVISOR
Effective feedback, effective
communication, performance
review, running on effective meeting
They will provide help in doing an
effective performance review. They
56. SIMPLIFYING CONDITION
METHOD(SCM)
Based on notion that for all complex task, simple
and more complex version exist
SCM based on two parts
Epitomizing
Elaborating
Epitomizing is the process of identifying the
simplest version of the task, which is still
representative of the task as whole.
57. Elaborating is the process of identifying
progressively more complex versions of the
task
Advantage
More complete task is presented immediately
Motivate trainees
Relationship between what they are learning
and job related tasks
It is not only effective it is appealing also
58. Gagne-Briggs Theory
A micro theory of design
It provides a set of procedures
for each instructional event to
facilitate increase in the level of
learning.
59. THE NINE EVENTS OF INSTRUCTION
Event of Instruction Learning Process
1. Gaining attention Attention
Giving learner a stimulus to ensure
reception of coming instruction
2. Informing the learner of the
objective Expectancy
Telling learner what they will be
able to do for the instruction
3. Stimulating recall of prior
learning Retrieval to working memory
Asking for recall of existing
relevant knowledge
4. Presenting the stimulus
Displaying the content
5. Providing learner guidance Pattern recognition; selective
Supplying organization and perception
relevance to enhance
understanding
Chunking, rehearsal,
encoding
60. THE NINE EVENTS OF INSTRUCTION (CONT’D)
Events of Instruction Learning Process
6. Eliciting performance Retrieval, responding
Asking learners to
respond, demonstrating learning
7. Providing Feedback
Giving immediate feedback on Reinforcement, error
learner's performance. correction
8. Assessing performance
Providing feedback to learners'
more performance for Responding, retention
reinforcement
9. Enhancing retention and
transfer
Providing diverse practice to Retention, retrieval,
generalize the capability generalization
61. Gaining Attention
Attention of the trainees can be done in many
ways.
The method of questioning and requesting
trainees to answer.
CEO/Chairman of the organization indicating
the importance of training to the employees
for the future growth of the company, when
someone who is heading the organization is
62. Informing the Learner of
the Goal
It is important to get the trainees to
focus on what is to be learnt also
be aware of the requirement of
each individual.
With training needs analysis it
63. Stimulating Recall of Prior Relevant
Learning
Trainees should make sure they
have accessed the information
necessary for training.
Previous relevant capabilities
are part of the learning event.
64. Present Material to be
Learned
Materials to be learned should be
presented in and logical and
understandable format.
The questions designed should elicit
responses from the trainees ,which will
indicate the level of understanding.
Highlighting the importance aspects to
65. Provide Guidance for Training
Guide trainees to appropriate answers in
difficulty, but not indicate the answers.
A discussion at the end of the session ,when the
answer is derived, will help the trainees to gain
in depth knowledge and understanding of the
topic.
Give them problems and ask to come up with
possible alternative solutions-this kind of task
ignites the thinking and creative powers and
66. Elicit the Performance
Allowing the trainees to perform
the task, so that their practice
allows them to master the task
and are able to transfer the
training to the job successfully.
67. Provide Feedback
The feedback should be given, when a
task is been completed by the team to
know their performance, it can be in
various ways depending on the time
available and the number of trainees.
This helps them to be aware of their
performance and thereby make
68. Assess Performance
The Gange Briggs Theory propagates that
assessment of learning should take place after
each session, so that after the training on
feedbacks kills it is essential to assess the level
of learning that took place regarding feedback
skills, before moving onto performance appraisal
training.
This approach has two purpose:
- To confirm that the learning has taken place
69. Enhancing retention And
Transfer
It is important that a programme is
designed such that it facilitates
retention and effective transfer.
Editor's Notes
Means detailed examination of a job role to find out what are the kSA needed in people for superior or effective performance.Job Evaluation , job specification , job description can yield information about the task
Is a detailed plan forwht an individual wil do why they r doin it and best way to reach the training goals
2) Based on holistic alternative to the part or whole sequencing that is usually followed in training. This holistic is more meaning full and motivational for learners,bcozfrm the start they see and get practice to and to complete task3) Sequencing ex: if u r training emp in the use of several software package sequencing is not necessary if we teach OS in windows and if it si part of training then sequencin is must