Guidelines of Trainings - ARTICLE

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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 Purpose (based on needs analysis) Common objectives include Information acquisition Skills development (e.g., motor, interpersonal, Problem solving, decision-making) 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 Transfer of Training Facilitated by: Similarity of setting and task Over learning Teaching of general principles Reinforcement of transfer Individual Difference Should accommodate differences in: Readiness to learn Motivation to learn Preferred learning style 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 Article Home