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Guidelines of Trainings ~ Gaurav Saini

 

Guidelines of Trainings
Training - Overview

  • When and why is training necessary?
  • How should a training program be conducted?
  • How are training needs determined?
  • What goes into the design of an effective training program?
  • What are some of the commonly used training methods?
  • How can we determine whether training has been effective?
Employee Training – Why ?
  • Provide knowledge and skills required to perform effectively.
Employee Training – When ?
  • New hires (to complement selection)
  • Change of jobs (e.g., transfer, promotion)
  • Change to jobs (e.g., new technology; realignment)
  • Performance deficiencies detected
Employee Development – Why ?
  • Prepare employees for future positions
  • Upgrade general skills for personal growth
Employee Development – When ?
  • Internal promotion policy
  • QWL programs
  • Team building
  • Developing / Changing organizational culture
The Training Process


Step 1 Conduct training needs analyses
Step 2 Develop training objectives
Step 3 Review available training methods
Step 4 Design/select training methods
Step 5 Design training evaluation approach
Step 6 Implement training program
Step 7 Measure training results

 Need Analysis / Level of AnalysisOrganizational Analysis
  • Identification of short- and long-term goals
  • Identification of human resource needs
  • Evaluation of methods of meeting HR needs (e.g., selection, training)
  • Assessment of resource availability
  • Evaluation of support for transfer of training
Task (Job) Analysis
  • Identification of: tasks standards optimal procedures
     Person Analysis
  • Evaluation of individual against standards
  • Identification of deficiencies
  • Identification of causes (e.g., motivation vs. ability)
    Demographic Analysis
  • Assess the specific training needs of various demographic groups
Types of Training Program
  • On-Site Training
  • On-the-job training
  • Apprentice training
  • Coaching/mentoring
  • Job rotation
  • On-line help (as needed)
  • Off-Site Training
  • Lectures/seminars
  • Multi-media presentations
  • Programmed/Computer-assisted instruction
  • Simulation
  • Cases studies/management games
  • Role-playing
  • Behaviour modelling
Selection & Development of Training Methods
  • Factors to Consider
  1. Purpose (based on needs analysis)
  • Common objectives include
  • Information acquisition
  • Skills development (e.g., motor, interpersonal,
  • Problem solving, decision-making)
  1. Principle of Learning
  • Motivation to learn
    • Relevance and meaningfulness
    • Adequate preparation & self-efficacy
    • Choice/participation (e.g., time, content)
    • Clear goals
    • Reinforcement
  • Feedback
  • Opportunity to practice
  1. Transfer of Training
  • Facilitated by:
    •  Similarity of setting and task
    •  Over learning
    •  Teaching of general principles
    •  Reinforcement of transfer
  1. Individual Difference
  • Should accommodate differences in:
    • Readiness to learn
    • Motivation to learn
    • Preferred learning style  
  1. Trainer Qualifications
  • Trainers should:
  • Have knowledge of the organization
  • Be knowledgeable about content
  • Be motivated to train
  • Understand principles of learning

~Gaurav Saini
Deputy Manager – Corporate Training
Mob: 9868114633, STG International Ltd
573, Udyog Vihar, Ph-5, Gurgaon, Haryana
Telephone: (0124) 4554600 Ext – 645
E-mail: gaurav@stg.in

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