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Purpose: Establish process around training activities of HIL’s personal to improve employees’ efficiency and effectiveness in
pursuit of achieving organizational goals.
II. Scope: HIL’s supervisory & staff personnel
1. Need Analysis:
Identify specific job performance skills needed to improve performance and productivity
Analyze the audience to ensure that the program will be suited to their specific levels of education, experience
and skills, as well as their attitude and personal motivations.
Use research to develop specific measurable knowledge and performance objectives
2. Objectives of Training & Development Program:
Decide learning to be achieved
State in terms of expected outcome of learner behavior (knowledge, skill and attitude)
3. Selection & Designing
Course curriculum based on objectives
Based on the 2 processes – identification of KSA (knowledge, skill & attitude) required for a particular job and the identification of
the existing level of KSA of a job holder.
Sources of TNI
Organizational goals/strategic plan(long term)/Annual Business Plan(financial year)
Manpower planning/redeployment
Deploying new technology
Industry benchmarking
Surveys - Employee satisfaction, job analysis, job engagement
Competency mapping & skill gap analysis
Job positions
Observation/performance in job
PMS/performance dialogue – self & manager nomination for training
Individual Development Plan
Recruitment
The gaps should be analyzed and prioritized and turned into the organization’s training objectives. The ultimate goal is to bridge the
gap between current and desired performance through the development of a comprehensive training program (Training Calendar)
including learning objectives and expected outcomes.
Prepare evaluation
forms/activities and
Define training goals
Prepare the module follow-up activities
and objectives
for conducting
training
Responsibilities for implementation of training –
Senior Management – framing training policy, approving budget
L&D – planning, establishing and evaluating program
Individual – Get trained and apply in developmental activities
Manager – Provide feedback and suggestion for improvement
Evaluation of training and development programs should be a continuous process for improving what we teach and how we
teach. Assessment helps to design and organize successful training programs, based on the feedback received from participants
Course Evaluation
On-job Performance (Action plan, special project, cost benefit initiatives, ensuring developmental activities)
Pre/Post Behavior
Work-place observations
Pre & post tests
Timely quizzes
Measuring customer/stakeholder satisfaction
Supervisor Feedback
Quarterly performance feedback