The document discusses the anatomy of effective training and development, highlighting that only 10% of learning transfers to job performance, while 40% is lost due to ineffective program design and trainer inefficiencies. It outlines common failures in traditional training, such as lack of clarity on benefits, insufficient planning, and disincentives for training initiatives. Key recommendations include viewing training as an ongoing process, preparing adequately, and actively involving learners to enhance retention and application of skills.

1. Training & Development
Anatomy of Training
M R Jhalawad

2. 10%
learning get
transferred to job
40% Lost being
training function
peripheral
40% Lost as
program does not
build transfer to
job
10% Lost due to
trainer’s
inefficiency
Learning in classroom remain in classroom itself.
Anatomy of Failed Training
Studies revealed in traditional training design:

3. Benefits not
clear to
management
No plans &
budget for
T&D
Supervisor
unable to spare
employees
Unsystematic &
for short term
objectives
No linkage with
strategic
planning
No appreciation /
reward for T&D
activities
Disincentives for Training & Development
Consider time & resources as an investment in bank
for individual growth & development.

4. Be prepared
for each class
Take
responsibility
to succeed
Honor time
schedule
Solicit feedback
throughout
class
View training
as process not
event
Have fun &
enjoy
training
Involve
learners
Check
logistic prior
to class
Emphasize
comprehension
over content
Show how to
apply training
to job
Ten Commandments for Trainer

5. A System Model of Training
Need Assessment Development Evaluation
Identify training
needs by analyzing:
• Organization
• Task or job
• Person
Design a learning
environment by
examining:
• Learning
principles
• Characteristics of
adult learning
Develop criteria to
evaluate training:
• Reactions
• Learning
• Behavior changes
• Organizational
results
Derive training
objectives
Identify & develop
training material &
methods
Conduct training
Conduct evaluation
& cost
effectiveness of
training