TRAINING & DEVELOPMENT

Training

The process of teaching new employees the basic skills they need to do their jobs. A planned effort by a company to facilitate employees learning of jobs related competencies include knowledge, skills or behavior for successful job performance. High-potential employees do not guarantee they will succeed. They must know what managers want them to do and how to do it.
2

Patterns of Training
Traditionally, training mainly focus on technical skills (handson skills): mechanics, wiremen, machinists. Today, Additional / generic skills or competencies are important: team building; decision-making; communications; problem solving.

The 5 Step Training Process

1.

Needs analysis Identify specific job skills Analyze needs of trainees. Develop specific, measurable knowledge & performance objectives

The 5 Step Training Process ..

2.

3.

Instructional design - Compile and produce training program content, including workbook, exercises & activities. - Use techniques such as on-job-training and computer assisted learning. Validation - Validate training programs by presenting it to a small representative audience.

The 5 Step Training Process ..

4.

Implementation - Train the targeted employee group.

Evaluation and follow-up - identify training needs; what knowledge, skills behavior, or other capabilities needed. - Assess the programs success or failure.
6

5.

Training Needs Analysis

Task Analysis to determine the training needs of new employees. A detailed study of the job to determine what specific skills the job requires (job descriptions and job specifications). Performance Analysis a process of verifying that there is a deficiency and determining if such deficiency should be corrected through training or through other means (e.g. transfer the employee).
7

Elements of Skills Training

Effect Element
1. 2.

Outcome
-

Low impact

Theory (what & why) Demonstration (How?)

Understanding of current issues Knowledge of key concepts Understanding of skills

Performance-based learning Evaluation of outcomes Plan to improve & support Performance in the job

3. Practice (Let me try) 4. Feedback (How did I do?) 5. Action Plan ( How to use?) 6. Coaching (How am I using?) High impact Source: Oldroyd and Hall (1991)

- Support for and improves performance in the job

Training Methods
On-job-training a person learns a job bay actually doing it. Trainees learn while doing it and get quick feedback on their performance. Job rotation employee moves from job to job at planned intervals. Apprenticeship Training apprentice studies under the guidance of a master craftsman.

Training Methods

Audiovisual-Based learning include film,audiotape, PowerPoint slide, etc. Simulation Training trainees learn on the actual or stimulated equipment they will use on their job (when it is too costly or dangerous to train on actual job).

10

Evaluating Training Programs

Measuring Training Outcomes
1. 2. 3. 4.

Reaction evaluate trainees reactions to the programs. Learning Test the trainees whether they have learnt the principles, skills, and facts. Behavior has the trainees on-job-behavior changed after training? Result What final results were achieved in training objectives previously set? Did the customer complaint?

11

Teacher Training in Malaysia

To enhance the quality of teachers in the country, all teacher training institutes (IPGMs) will would offer degree programs to meet targeted all graduates teachers in secondary schools and 50% graduates teachers in primary schools by 2010.

12

Teacher Training in Malaysia

In 2002, Intel Teach Program & MOE (Education Division) to integrate the curriculum relating to project-based learning, technology integration, and resource management subjects or programs for pre-service and in-service teachers. Results gained from the programs help to promote: students higher-order thinking skills, increase confidence, enhance spirit of collaboration and leadership among colleagues, and new opportunities to grow as instructional leaders.

13

Evaluation of Training
1)

2)

3)

To identify program strength & weaknesses (to meet the objectives) To identify whether the content, organization and administration of programs (schedule, accommodation, trainers & materials contribute to learning and the content can be used on the job. To identify which trainees benefit most or least from the program.

14

Evaluation of Training
4)

5)

6)

7)

To identify which trainees benefit most or least from the program. To assist in marketing the program through information from participants whether they would recommend to others & their level of satisfaction with the program. To determine the financial benefits and costs of the program. To compare the cost and benefits of different training programs to choose the best program.

15

Characteristics of Training Assessment

Performance, input, consequences, and feedback
1.

2.

3.

Do the employees know how to perform effectively? (no previous training or the training was ineffective). Can the employees demonstrate the correct knowledge or behavior? (Input) Were performance expectations clear? Were there any obstacles to performance such as faulty tools or equipment?

16

Characteristics of Training Assessment

4.

5.

6.

Were positive consequences offered for good performance? (were dissatisfied employees be encouraged by their peers to slow down their pace of work). Did employees receive timely, relevant, accurate, constructive and specific feedback about their performance? Were other solutions such as job redesign or transferring employees to other jobs too expensive or unrealistic?

17

Thank You ..

18