This document discusses training, including definitions, objectives, and the process of designing an effective training program. It defines training as a planned effort to facilitate employee learning of job competencies. The objectives of training are to make employees more efficient by focusing on tasks, filling gaps in expertise, and improving skills. When designing a program, organizations should determine training needs through analysis, choose an appropriate training approach, develop objectives and materials, provide the training, and evaluate the program. An effective training strategy establishes required competencies and a means to achieve them through components like employee training and leadership development. The training process involves a needs assessment, customizing the program, training delivery, and evaluation.

1. Training Choices and
Dynamics
UNIT-I

2. WHAT IS TRAINING?

3. Definitions
Training refers to a planned effort by a
company to facilitate employees
learning of job-related competencies.
 It is a learning process that involves
the acquisition of knowledge,
sharpening of skills, concepts, rules,
or changing of attitudes and behaviors
to enhance the performance of
employees.

4. Organized activity aimed at imparting
information and/or instructions to
improve the recipient's performance or
to help him or her attain a required
level of knowledge or skill.

5. Objectives of Training
• Object to make trainees more efficient.
• Structured according to task.
• Focused, specialized and result oriented.
• Identify the gaps in expertise and to fill
gaps to raise level of expertise.
• Indispensable on threshold.
• Object to improve skills, common
knowledge and attitude.
• Need for quality control in any Training
Programme.

7. Evolution of Training’s Role
Training
Event
Performance Result Learning
Create &
Emphasis
Share Knowledge
Business Need

8. Organizational Characteristics that
Influence Training
1. Role of Employees and Managers
Manage individual performance
Develop employees
Plan and allocate resources
Coordinate interdependent groups
Manage group performance
Monitor the business performance
Represent one’s work unit

9. 2. Top Management Support
@A clear direction for learning
@Encouragement, resources, and
commitment for strategic learning
@Developing new learning programs
for the company
@Serving as a role model for learning
for the entire company and
demonstrating willingness to
constantly learn

10. 3. Integration of Business Units
4. Global Presence
5. Business Conditions
6. Other Human Resource Management
Practices
7. Human Resource Planning
8. Extent of Unionization
9. Staff Involvement in Training and
Development

11. Designing the program
UNIT- II

12. How to Design a Training Program
• Step One: Determine what
training is needed.
•organizational analysis,
•a task analysis,
•and a person analysis

13. Step Two: Determine what
training approach to use.
Seminars
Programmed instruction
Case studies
Simulation
Role-playing
Apprentice

14. Step Three: Putting together your own
training program.
 Training objectives
 the skill
 how training is to be conducted, and what
proficiency the employee needs to attain
by the end of the training process.
 Training materials
 the skill title
 when it is to be performed,
 who is to perform it
 what supplies are needed and where they
can be found
 step-by-step instructions
 what to do with the end product

15.  Evaluation materials
 evaluation procedures
 evaluation form for employees
 evaluation form for the employer
 response (rebuttal) form
 Out-of-house materials
 purchase order for educational
services
 expense forms
 approval forms
 evaluation forms

16. • Step Four: Training employees.
• Step Five: Evaluating your
program.

17. Action Through Training
Understand why managing your time
is critical to achieving goals.
Enthusiastically support those who
demand “time control.”
 Become more productive and less
reactive.

19. Training Strategy
• Training and development in an
organization requires implementation
to achieve success. Therefore, the
strategy will require vision, focus,
direction and an action planning
document.
• A training strategy is a mechanism that
establishes what competencies an
organization requires in the future and
a means to achieve it.

20. What are a Training Strategy's
Components?
Employee Training and Train-the-
Trainer needs,
Team Building and Team Development,
Leadership Development,
Executive Coaching,
Competency Requirements and Skills
Profiling,
Objectives and Action Plans,
Vision .

21. Training Process
o Conducting a thorough need assessment of the
organization so as to capture the details of the
training requirement.
o Compiling the corresponding research
information to ensure that the training
program hits the bulls eye.
o Customizing the training program as per the
client’s needs so as to deliver maximum benefit
to them

22. Getting the course contents &
methodology signed off by the
clients
Assessing the participants through
scientific interviewing tools and
preparing an in depth pre-training
assessment report ( as and when
required by the training program /
client)
 Training Delivery

23. Measure Participants learning and
feedback during training
 Conduct Training evaluation 2-3
months after training date
( Through interviews, projects or
assignments) to measure progress
and submit a detailed report to the
client ( if required by client)