Training and Development Training is about knowing where you stand (no matter how good or bad the

current situation looks) at present, and where you will be after some point of time. It is about the acquisition of knowledge, skills, and abilities through professional development. Training is changing people for the better in terms of attitude change or upgrading their competencies (skills and knowledge) Organizations invest in training to upgrade their human capital. Training is a costly investment. The cost can be calculated in terms of the cost of training fees, facilities and the manhours lost of the trainees How to evaluate training effectiveness Reaction criteria To what degree the trainees like the trainer. It Has no bearing to training effectiveness Amount of learning To what extent the trainees understand the concepts, tools and processes of a training program Transfer of training Zero transfer no change in the trainees Negative transfer change for the worse Positive transfer change for the better in terms of attitude and skills Result criteria Does the training program contribute to the bottom line of the company. For examples Enhances productivity and quality Lesser errors, rejects Reduction of accidents and material wastage Improved efficiency Reduction of cost of operations The major goal of training is to improve the performance of the employees. Performance is a function of competencies and commitment. Competencies can be classified into 1. 2. 3. 4. Technical competency (Operating Core and Technocrats) People competency (All employees) Management Competency (All levels of management) Entrepreneur Competency ( Senior Managers, CEOs)

In view of the high costs for training, it is imperative for organization to identify employees with high growth needs before they are sent for competency training programs. Sending employees with poor attitude and low growth needs is a waste of training funds as no transfer of training will takes place. Person analysis Person Analysis is a phase of training needs analysis directed at identifying which individuals within an organization should receive training. The objective of the person analysis is to identify an employee performance for the list of jobs assigned to him or her in a specific position.

Performance Quadrant Analysis Employee performance is a function of competency and commitment. All employees lie in the continuum of competent and incompetent as seen in the diagram below: I am competent to do a specific task _________ I am not competent to do a specific task

All employees also lie in the continuum of High Commitment and Low Commitment I am highly committed to do a specific task _________ I am not committed to do a specific task Crossing the two continuum is a Performance Quadrant Analysis I am competent to do a specific task

STAR I am committed

MAINTAINER I am not committed

____________________

LEARNER

LAGGARD

I am not competent to do a specific task

The Performance Quadrant Analysis identifies four types of performers. 1. 2. 3. 4. Star A competent and committed employee Maintainer A competent employee with low commitment Learner A committed employee with low competency Laggard A low commitment and competent employee

The objective of training is to help and transform problem employees (Learners, Maintainers, and Laggards) into star performers The PQA is used: 1. To identify employees performance and classify them into types of performer for a list of jobs contained in their job description.

2. Classifying employees into different types of performers is job specific. For example an employee may be a star performer in one job and a maintainer in another. Q1 - Star Performer A star performer is an employee who knows and cares about his job. The employee understands the requirements and the standards of each duty and task output and is committed not only to do his/her best to meet the performance standards but also has the ability to exceed the excellence standard set. Employees who meet or exceed excellence standards have great potential in their career growth. Characteristics of a star performer: Q2: Sound job knowledge and skills Display great enthusiasm at work Highly committed, dependable and reliable Receptive and adapt to changes easily Helpful and cooperative Exceeds performance standard Highly motivated Continuously strive in personal and career growth Work meticulously and independently Innovative and creative Work well with all types of personalities Work within companys policies, rules and constraints Meet dateline in achieving performance target A learner

A learner is an employee who does not know but care about his job. Although he lacks the know-how of meeting the requirements and performance standards of his job, yet he has the initiative, enthusiasms and willingness to learn up the job. Learners are usually made up of new employees who show eagerness in learning or incumbent employees who are eager to learn new experiences. They are trainable and have potentials to become stars. Despite their lack of know-how, they will try their best to meet the minimum standards set for their performance. Characteristics of a learner Lack of know-how and skills Make mistakes in the work process

Willingness to learn from others Try to improve and meet performance standards Learn from mistakes Seek coaching and guidance from others Willingness to accept criticisms Show respects to authority Adhere to companys rules, regulations and procedures Cooperative and helpful Willingness to work beyond the office time Well discipline Obeys instructions

Q3:

A maintainer

A maintainer is an employee who knows but does not care about doing a good job. Maintainers are experienced employees who are frustrated with the absence of hygiene factors of their work environment. They perceive that they are plateauees and have not much prospects working for their organization. Given a job, they will meet the minimum standards. Characteristics of a maintainer: Good job knowledge and skills Perceive oneself as a plateauee Complacency Preference for routine work Lack of initiative Inconsistent performance Resist changes Procrastination Complains frequently Show boredom at work

Hard to take criticisms Clock watcher Do not meet datelines

Q4:

A laggard

A laggard is an employee who does not want to know and does not care about doing a job well. Laggards are employees who are very frustrated with their work and as a result, lose interests in their job. Usually, they reacted strongly to the organization hygienes and perceive that they are ill-treated by the management. They often fail to meet the minimum standards set for their performance. Characteristics of a laggard: Lack of job-know-how and skills Bad habits Rebellious when criticize Break rules and regulations Antagonistic and show disrespects to others Jump on the bandwagon Couldnt careless attitude Frustrated and highly tense Refusal to learn or be trained Fail badly to meet minimum performance standards Work sluggishly and grudgingly Trouble-makers

The Use of KYKO Personality Psychometric Test for Person Analysis to Identify Training Needs The self-actualizing dimension identifies five personality types 1. 2. 3. 4. 5. High Self-Actualizing (HSA) - Normal Personality Type High Commitment Fairly High Self-Actualizing (FSA) Fairly Normal Type Fairly High Commitment Average Self-Actualizing (ESA) Normal-Neurotic Type - Moderate Commitment Fairly Low Self-Actualizing (BSA) Fairly Neurotic Type Fairly Low Commitment Low Self-Actualizing (LSA) Neurotic Type Low Commitment

KYKO Psychometric Personality test can identify the commitment of the employees by measuring the

employee work attitude. Stars and Learners have good work attitude and would score High and Fairly High in the SelfActualizing Dimension Stars (HSA/FSA) Learners (HSA/FSA) Maintainers and Laggards have poor work attitude and would score Average, Below Average and Low in the Self Actualizing Dimension. Maintainers (ESA/BSA) Laggards (BSA/LSA) Apparently, Maintainers and Laggards urgently require the following programs before sending them to upgrade their competencies. Know thyself The Power of Self-Change Quest for Excellence Paradigm shift Other Attitude Change programs The Egocentric Dimension identifies five personality types 1. High Egocentric (HE) - Assertive Personality Type High Self-Esteem, Confidence and Decisiveness 2. Fairly High Egocentric (FE) Fairly Assertive Type Fairly High Self-Esteem, Confidence and Decisiveness 3. Average Egocentric (EE) Assertive-Submissive Type Confidence and Decisiveness - Moderate High Self-Esteem,

4. Fairly Low Egocentric (BE) Fairly Submissive Type Fairly Low Esteem, Confidence and Decisiveness 5. Low Egocentric (LE) Submissive Type Low Esteem, Confidence and Decisiveness

Evidently the Submissive and Fairly Submissive Types in position of power urgently need the following training programs. Commanding Skills Effective Leadership Self-Esteem Programs Assertive Skills The High and Fairly High Assertive Type may need to attend the following programs. Conflict Management

Listening Skills

The Sociocentric Dimension identifies five personality types. 1. High Sociocentric (HSO) - Sociable Personality Type Interpersonal Sensitivity, People Oriented and Teamwork 2. Fairly High Sociocentric (FSO) Fairly Sociable Type Fairly High Interpersonal Sensitivity, People Oriented and Teamwork 3. Average Sociocentric (ESO) Sociable-Asocial Type - Moderate Interpersonal Sensitivity, People Oriented and Teamwork 4. Fairly Low Sociocentric (BSO) Fairly Asocial Type Fairly Low Interpersonal Sensitivity, People Oriented and Teamwork 5. Low Sociocentric (LSO) Asocial Type Low Interpersonal Sensitivity, People Oriented and Teamwork The Fairly and Low Sociocentric and the Sociable-Asocial Type in positions where they have to deal with people and work in teams urgently need the following training programs Team building Human Relation Skills Interpersonal Relationship Customer Service

The Security Dimension identifies five personality Types 1. High Security (HSE) - Pragmatic Personality Type Good at Personal Organization, System Compliance and Administration 2. Fairly High Security (FSE) Fairly Pragmatic Type Fairly Good at Personal Organization, System Compliance and Administration 3. Average Security (ESE) Pragmatic-Adventurous Type - Moderate at Personal Organization, System Compliance and Administration 4. Fairly Low Security (BSE) Fairly Adventurous Type Fairly Weak at Personal Organization, System Compliance and Administration 5. Low Security (LSE) Adventurous Type Weak at Personal Organization, System Compliance and Administration Fairly Low and Low Security and the Pragmatic Adventurous Type in the administrative, accounting, finance and operations units need the following training programs Planning and Organizing Skills Personal Organization Time Management 5S Housekeeping Safety and Occupational Hazards

The Fairly and High Security Type may need the following programs Creativity and innovation programs Managing Risks Change Management

The Manipulative Dimension identifies fine personality Types. 1. High Manipulative (HM) - Dynamic Personality Type Good at Analytical Skills, ProblemSolving and Resource Mobilization 2. Fairly High Manipulative (FM) Fairly Dynamic Type Fairly Good at Analytical Skills, Problem-Solving and Resource Mobilization 3. Average Manipulative (EM) Dynamic-Static Type - Moderate at Good at Analytical Skills, Problem-Solving and Resource Mobilization 4. Fairly Low Manipulative (BM) Fairly Static Type Fairly Weak at Analytical Skills, Problem-Solving and Resource Mobilization 5. Low Manipulative (LM) Static Type Weak at Analytical Skills, Problem-Solving and Resource Mobilization Fairly Low and Low Manipulative and Dynamic-Static Type in all positions need the following training programs Mind mapping tools Problem-solving skills Handling enquiries and complaints Innovative skills Influencing skills People Management Skills

The Fairly and High Dynamic Types are quite versatile and are able to adapt, change and influence others to make things happen. The Dynamic-Normal Personality Types are ready to assume positions at the Management level. The Dynamic-Neurotic Type may need to attend Power of Self-Change Ethics and Religious programs Moral Values

Identify the competencies of the employees needed for a specific position. Technical competency defined as technical knowledge and skills required for successful accomplishment of a job or task.

People competency people skills in dealing effectively with all kinds of personalities Management competency which include a range of management skills such as Time management, Goals and standards setting, Planning and organizing, communication, change management, teambuilding, problem solving and decision making, creativity and innovation, etc. Business competency which encompassed a range of skills such as setting vision and mission, leadership, strategic alliance, networking, business acumen, etc. The type of competency training depends on the position of the employees. 1. 2. 3. 4. Top management Business and management competency Middle and supervisory management Management competency Operating Core Technical competency All the levels of the organization hierarchy need people competency

Below is a sample report of KYKO Competency Management

KYKO Personality Formula : HSO+HSA+FE+EM+ESE

Interpretation of Your Personality Profile

High Self-Actualizing Normal Personality Type: You are an entrepreneurial manager. You run your
department like a business entity focusing on results, profits and benefits. You are intellectually inclined and are good at using your logical analysis and deductions to make good decisions. Generally, your decision is based on the bottom line of your commitment. You have high growth needs. You constantly seek knowledge and competencies to keep abreast of the latest political, economic, social and technological development of the business environment. You see learning and growing as a continuous life long process. You want to be a competent and committed professional and progress in your career. You are an achiever. You chase after goals. You set your goals and work conscientiously to accomplish them. You are responsible, committed and dedicated towards achieving your objectives. You are action- oriented and have boundless energy. You have developed the habit of working long hard hours to make things happen. You show great enthusiasm in your work and are motivated to do your best. You take initiatives to continually improve the effectiveness and efficiency of your organization. You have a high standard of values, ethics and principles. You are considerate, trustworthy, appreciative and impartial. You appreciate good performance and give due rewards and recognition to those who deserve it. You are considerate when dealing with errant employees. You assist them to self-actualize. You try your best to help them and only take disciplinary action as a last resort to correct their deviant behavior. You believe in developing your subordinates and imparting your skills, knowledge and knowhow. You are willing to prepare a successor to take over your place. You are also an idea generator. You encourage your subordinates to give ideas. You listen to them and adopt their good ideas in your plans. You are reliable. Others can trust you and depend on you to get the job done. Apparently, you are a result-oriented manager capable of taking your organization to greater heights of achievement

Fairly High Egocentric Dimension Fairly Assertive Personality Type: You are quite a driver. You
set reasonably high, challenging performance standards for you subordinates and often push them to meet your expectation. You tend to decide, direct and control your teams and lead them to achieve your purpose. You are likely to demand for quick results. You are quite impatient and tend to confront marginal and problematic subordinates to shape up or face adverse consequences. You often instill fear in them to shape up their performance, failing which you will not hesitate to remove them from the organization. You are somewhat rank conscious and would expect your subordinates to give due respect to you. You are quite an autocratic leader and expect your teams to do things your way. You

challenged, you will not hesitate to defend them. You are quite confident and often believe in your ideas. You are somewhat vocal and expressive in asserting your opinions. You often talk more than you listen and would defend your opinions quite aggressively in a conflict. You are somewhat motivated when others challenge you. You are quite determined to prove that you are right in any situation. In disagreements, you tend to shoot down others' ideas. You are quite hot-tempered. When provoked you often express your feelings of displeasures. Once you make up your mind you are likely to go all out to accomplish your goals. You are fairly persistent and are reasonably good in shaping your environment. If things are not going the way you want them to, you are likely to use your power to put things back on Overall Assessment track. You have quite a tremendous amount of personal power which works for you as a force towards achieving your purpose.

Overall Performance : 69.96%

Average Manipulative Dimension Dynamic-Static Personality Type You are an average political
manager. You can partially shape the environmentFairlysurvival and growth and to satisfy your for your Good(75% Satisfactory(50 Description Good(65% dominant needs. Your inconsistency in seeking information makes you moderately alert aware of your - 100%) environment. Apparently, you have a partial vision,74_99%) the ability to see parts of the big and small % - 64_99%) picture of a scenario. As a result, you are average in spotting opportunities and your chances of turning them into realities can go both ways. You fall into the mean in your analytical, tactical and strategic skills. You Interpersonal Skills, have average skills in analyzing and generating solutions to a problem. You are averagely insightful, 82.04 Sensitivity & Teamwork flexible and influential. Your ability to size people up, adapt to their idiosyncrasies and influence them to do things is satisfactory. As a result you are moderately equipped to convince and influence others to Results Orientation, support your goals. You are a moderate situational manager. Your orientation, power bases and styles of leadership is erratic in Integrity & Achievement, managing your teams. Apparently at times you may mislead your 77.55 subordinates. You fall into the average category in your communication, interpersonal relationship and Initiative negotiation skills. You are an average decision maker and a problem solver. Your partial vision enables you to see parts of the big and small picture of a scenario. It is the missing parts that you overlook that Leadership, Comfort with cause you to err in your decision making process. When things deviate from your plan often you are Authority them back on track. When 73.06 unsure of putting & Commanding you are caught in a crisis, your chances of wrangling yourself out of a difficult situation can go both ways. Skills

Planning and Organizing, Organizationally Savvy & 60.68 Time Management Pragmatic-Adventurous Personality Type: You are satisfactory as an Average Security Dimension
administrative manager. You take a moderate stance in your values for security and social order. You Strategic Skills, Business are neither an idealist nor a pragmatist. You are somewhere in between these two personalities. You do not have preferences either with working with data, process, machines and operations nor with abstract Acumen, Analytical Thinking 60.68 and Adaptability You take moderate risk in whatever you do. You may give some attention to & theoretical concepts. details when it is needed for the job. You are capable of making decision with insufficient details and information. Your decision making skills is fairly good most of the time. You are no preference for structured and unstructured environments. You take a moderate stand in order, systems, rules and regulations. You are not particular about putting systems in place. You also have no preference for formality. You can work well both in the formal or informal setting. You are fairly conservative. Though you may like to do things in the established way, you can still be comfortable venturing into new territory. You take a moderate stand in traditions and laws. You do not take laws or traditions too seriously and strictly. You are average in your planning and organizing skills. You may develop a satisfactory plan for your subordinates. You set moderately realistic performance target and expect them to meet your expectation. You check your subordinates work at random. You check their progress at arbitrarily to ensure that they meet your deadlines. Once in a while, you monitor and supervise their work to ensure that things are done in a satisfactory manner. You may at times feel uncomfortable with risky propositions. When you subordinates give you suggestions, you may want some information that things will work well. You may be quite serious with your work and expect your subordinates to do the same. You are capable of using your organization's resources to achieve objectives and goals quite satisfactorily.

High Sociocentric Dimension Sociable Personality Type: You are a people-oriented manager. You
value people as the most important resource to make things happen. You believe in synergy and symbiosis and work towards building cohesive teams to achieve common goals. You have a deep well for feelings. You are affectionate, helpful and supportive. You show care and concern for your subordinates' needs and problems and will do your part within your authority to assist them in whatever way you can. You believe in people development and training and will help your subordinates develop their potentials. You are empathetic and sensitive to your subordinates feelings and well being and will counsel and guide them to resolve their personal and work-related problems. You are approachable and maintain an open door policy for discussion and interaction. You believe in collective responsibility. You prefer to use participative styles and make decisions together by consensus. You enjoy socializing with your colleagues, sharing your experiences and work related issues and problems with them. You mingle well with your bosses and peers. You are likeable and believe that it is the people who get the organization moving

Leadership Profile
Visible leadership Maintain open door policy Build performance teams Promote harmony and cordial relationship among their people Tendency to use more participative and supportive style Focus on people to get the results Likely to encourage, discuss, participate, involve others to get things done Power derived from people Quite visible leadership Likely to maintain open door policy Quite focus on building teams Tend to promote harmony and cordial relationship Often use participative, democratic and supportive style Quite people oriented Likely to focus on people to get the results Power mostly derived from others support

Neither pragmatic nor idealistic System compliance on the need to basis Monitor, supervise, and check when there is a need Average focus in efficient use of resources

Prefer to direct, lead and control Quite focus on power to get things done Prefer to use autocratic and authoritative style on certain people Expect immediate actions and quick results Drive people to produce results May use fear management on marginal performers Expect others to do things their way

- An ordinary and fairly effective leader - Tireless in the pursuit of their goals - Thrive on activity - Think positively and quickly get over their failures - Result oriented - focus on bottom line - Responsible and committed to their work - Possess a positive outlook in life - Partial vision can see parts of the big and small picture of a situation - Moderately flexible and adaptable - Moderately alert and conscious of what is happening in the environment - May be able to persuade and convince others satisfactorily to follow their ideas - Learn quickly, enjoy feedback, and are able to learn from mistakes - Know some ways of getting things done - Hard working, high drive and energy levels - Excellent thinking with average analytical skills - Average ability in anticipating the future - Accept things as they are and deal with them accordingly - Accept personal responsibility for successes and failures - Able to gain some support from others

Operational Competency Profile

The information on the report can be used to identify the training programs for an employee. In this report, the employees needs to upgrade the following skills: Good in the following: - Manage their subordinates for results - Measure the subordinates on
quality and quantity of their output- Excellent time manager- Conduct productive meetings - Focus most Planning and Organizing, Organizationally Savvy & Time Management, Strategic Skills, Business of their time on productive activities- Work at a fast pace

Acumen, Analytical Thinking & Adaptability

He needs training on conflict management, anger management, listening skills and managing feelings
Fairly good in the following: - Pressurize and push their subordinates to meet their expectation Want fast results - Impatient with slow subordinates - Like to give fiery speeches and conduct long meetings

Good in the following: - Focus on building group cohesiveness - Build, enhance and maintain
good relationship with their teams - Understand different work styles of their subordinates and how to work with them - Skilful in building teams to implement the organizational operations - Be able to match the right team with the right competencies to serve the customers - Constantly grow the potentials of their teams to maximize performance

Average in the following: - Know how to prioritize, plan, organize and schedule their time - Good
administrative skills - Likely to set up and use a follow-up system - Know how to prioritize, plan, organize and schedule their time - Likely to spend time on excessive planning and scheduling - Able to manage their subordinates through a streamline and systematic process