Training and development

1. Introduction to Employee
Training and Development

3. Factors Making Training a Key Ingredient of
Company Success
• Customer service
• Productivity
• Safety
• Employee retention and growth
• Uncertainty in the economy
• Extending learning beyond the classroom
• Use of new technology

4. The goal of training and development
is …………….

5. • Learning: acquiring knowledge, skills, competencies, attitudes, or
behaviours to improve
• Competitive advantage through employee performance
• Contributing positively to business outcomes such as quality
productivity, development of new products
• Retaining key employees

6. • Knowledge management : refers to the process of enhancing
company performance by designing and implementing tools,
processes, systems, structures, and cultures to improve the
creation, sharing, and use of knowledge.
• Informal learning: refers to learning that is learner initiated,
involves action and doing, is motivated by an intent to develop,
and does not occur in a formal learning setting.

7. What is Training?
• Training is planned effort by a company to facilitate learning of job-
related competencies, knowledge, skills, and behaviors by employees.
• Training is a planned effort by a company to facilitate employees’
learning of job-related competencies.
• Competencies include new habits, knowledge, refined skills and
behaviors critical for successful job performance.

8. What is Development
• Development refers to training as well as formal education, job
experiences, relationship, and assessments of personality,
skills, and abilities that help employees prepare for future jobs
or positions.
The goal of Training is:
 to enable employees to do their present job efficiently
The goal of Development is:
 to prepare employees for a higher level job

9. • Explicit knowledge refers to knowledge that is well documented, easily
articulated, and easily transferred from person to another person such as processes,
checklists, flowcharts, formulas, and definitions.
• Primary focus of formal training and employee development is Explicit
knowledge.
• Tacit knowledge refers to personal knowledge based on individual experiences
that is difficult to codify.

10. • To use training to gain a competitive advantage, a company should
view training broadly as a way to create intellectual capital.
• Intellectual capital includes basic skills, advanced skills, an
understanding of the customer or manufacturing system, and self-
motivated creativity.
• High-leverage training
• Is linked to strategic business goals and objectives.
• Uses an instructional design process to ensure that training is effective.
• Compares or benchmarks the company's training programs against training
programs in other companies.
• Creates working conditions that encourage continuous learning.

11. • Today, training is being evaluated on how training addresses business
needs related to learning, behavior change, and performance
improvement.
• There is a greater emphasis on:
• Providing educational opportunities for all employees.
• Performance improvement as an ongoing process than a one-time training
event.
• Demonstrating to executives, managers, and trainees the benefits of training.
• Learning as a lifelong event.
• Training being used to help attain strategic business objectives.

12. Designing Effective Training

13. Training design process:
Instructional System Design (ISD)

14. • Step 1 is a needs assessment, which is necessary to identify whether
training is needed.
• Step 2 is to ensure that employees have the motivation and basic skills
necessary to master the training content.
• Step 3 is to create a learning environment that has the features
necessary for learning to occur.
• Step 4 is to ensure that trainees apply the training content to their jobs.
This step involves having the trainee understand how to manage skill
improvement, as well as getting co-worker and manager support.
• Step 5 is to develop an evaluation plan.
It includes identifying what types of outcomes training is expected to influence
(for example, learning, behavior, or skills)
 Choosing an evaluation design that enables to determine the influence of
training on these outcomes,
 Planning how to demonstrate how training affects the “bottom line” (like,
using a cost-benefit analysis to determine the monetary benefits resulting
from training)

15. • Step 6 is to choose the training method based on the learning
objectives and learning environment.
• Step 7 is to evaluate the program and make changes in it or
revisit any of the earlier steps in the process to improve the
program so that learning objectives are obtained.

16. • Training design process:
• It refers to a systematic approach for developing training
programs.
• Sometimes referred to as the ADDIE model because it includes
analysis (1-2), design & development (3-5), implementation, and
evaluation.
• Should be systematic yet flexible enough to adapt to business needs.
• Training design is effective only if :
it helps employees reach instructional or training goals and objectives.
Measurable learning objectives are identified before the training program begins.
Evaluation- plays an important part in planning and choosing a training method, monitoring the
training program, and suggesting changes to the training design process.

18. Thank You