Guidelines of Trainings
Training - Overview
Employee Training – Why ?
- 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 – When ?
- Provide knowledge and skills required to perform effectively.
Employee Development – Why ?
- 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 – When ?
- Prepare employees for future positions
- Upgrade general skills for personal growth
The Training Process
- Internal promotion policy
- QWL programs
- Team building
- Developing / Changing organizational culture
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
Task (Job) 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
- Identification of: tasks standards optimal procedures
- Evaluation of individual against standards
- Identification of deficiencies
- Identification of causes (e.g., motivation vs. ability)
Types of Training Program
- Assess the specific training needs of various demographic groups
- On-the-job training
- Apprentice training
- Job rotation
- On-line help (as needed)
Selection & Development of Training Methods
- Multi-media presentations
- Programmed/Computer-assisted instruction
- Cases studies/management games
- Behaviour modelling
- Purpose (based on needs analysis)
- Common objectives include
- Information acquisition
- Skills development (e.g., motor, interpersonal,
- Problem solving, decision-making)
- Principle of Learning
- Relevance and meaningfulness
- Adequate preparation & self-efficacy
- Choice/participation (e.g., time, content)
- Clear goals
- 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
Deputy Manager – Corporate Training
Mob: 9868114633, STG International Ltd
573, Udyog Vihar, Ph-5, Gurgaon, Haryana
Telephone: (0124) 4554600 Ext – 645