TRAINING: NEEDS ANALYSIS AND MEASURING THE EFFECTIVENESS

UNIT IV DELIVERING THE TRAINING PROGRAMMES

DELIVERING THE TRAINING PROGRAMS

Training implementation is the hardest part of the system Training games and simulations are now seen as an effective tool for training because it key components are challenges, rules and inter activity

Methods of training
Cognitive approach
Lectures Demonstrations Discussions Computer Based Training (CBT) Intelligent Tutorial System (ITS)

Behavioural methods
Games and Simulations Behaviour-Modeling In-basket Techniques Role-Plays

Behaviour Modelling

It focuses on developing behavioural and inter personal skills. This method can be used for training in.

Sales training/Interview training/Interviewee training/safety training/interpersonal skills training

Business Games Training

It develops leadership skills It improves application of total quality principles

It develops skills in using quality tools

It strengthen management skills Explores and solves complex problem

Case Study training method

It focuses on
Building decision making skill Assessing and developing knowledge skills and attitudes Development of communication and interpersonal skills Development of Management skills Development of Procedural and strategic knowledge

In Basket Technique
It Focuses on Building decision making skill Assess and develops KSA

Develops communication and interpersonal skills

Develops procedural knowledge Develops strategic knowledge

Role Play training method

Benefits of Role Play Method are:

Interpersonal Skills Group decision making Communication skills Conflict resolution Developing skills

Management Development method

On the job training
Coaching Mentoring Job rotation Job instruction techniques

Off the job training

Sensitivity Training Transactional analysis Straight Lectures method Simulation method

On the job training - Coaching

Considered as a corrective method for inadequate performance It is one-to-one interaction Can be done at the convenience of both

Can be done on phone, meetings, e-mails etc,

Provides an opportunity to get feedback from the coach.

On the job training Mentoring

An ongoing relationship that is developed between a senior and a junior employee
Provides guidance and clear understanding of how the organisation plans to achieve its vision and mission

Not a structured and regular one.

On the job training Mentoring (contd)

Focuses on attitude development Conducted for management level employees

Done by someone inside the organisation

Helps in identifying weekness and focuses on areas that need improvement.

On the job training Job rotation

Allows the employee to operate on diverse roles Rotation carried out Helps the employee to broaden the horizon of KSA Identification of KSAs required Determines the areas where the improvement is required Assessment of the employee who have the potential and caliber required.

On the job training Job Instruction Techniques

Focuses on KSAs development Involves four steps:

Plan

Present

Follow-up

Trial

Off the job Training

There are many management development techniques that an employee can take in off the job. The few popular methods are:
Sensitivity Training Transactional Analysis Straight Lectures Simulation Exercises

Off the job Training -

Sensitivity Training

Unfreezing The old values

Development Of new values

Referring The new ones

Off the job Training -

Transactional Analysis

Ego states

Child

Parent

Adult