Tr aining and Developing

Employees

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 EMPLOYEE TRAINING VALUE

❚ Job complexity
❚ Job changes
❚ Employee diversity
❚ Learning designed to
produce a change
❙ Employee training
❘ Skills needed to do the job
at hand
❙ Employee
development ????????

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5: TRAINING - LEARNING
PRINCIPLES

❚ Motivation
❚ Feedback
❚ Reinforcement
❚ Practices improves
performance
❚ Transferable

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6: TRAINING NEEDS

❚ Organization goals
❚ Tasks to complete
those goals
❚ Behaviors needed to
perform those tasks
❚ Employee
deficiencies in
❙ Skills
❙ Knowledge
❙ Abilities

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6: BEFORE YOU TRAIN…..

❚ MAKE SURE
PERFORMANCE
DEFICIENCY IS DUE
TO LACK OF
TRAINING

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6: TRAINING APPROACHES
(ON-THE-JOB)

❚ Strengths
❙ Simple
❙ Actual job
❚ Weaknesses
❙ Productivity
❙ Mistakes
❚ Types
❙ Apprenticeship
❙ Job instruction
training

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 WHAT IS OJT

KNOWLEDGE / SKILL TRANSFER

THROUGH
INFORMAL MEANS
IN

REAL ENVIRONMENT
BY

REPETITIVE PROCESS
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 MORE ABOUT OJT
TRAINING STYLE NOT RESTRICTED TO ANY STANDARD
TIME, METHODOLOGY, SEQUENCE OR EVALUATION
METHODOLOGY

NO CLASS ROOM TRAINING ( class room training may be

applicable to certain departments)

REPETITIVE PROCESS TO GAIN DESIRED LEVEL OF SKILL

BEFORE ONE CAN BE DECLARED INDEPENDENT WORKER

MAINT / PRODUCTION DRIVES OJT

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Advantages

i. Training can be delivered at optimum

time and at site of work
ii. Trainee will have the opportunity to
practice immediately
iii.Immediate feedback
iv.Training by colleagues

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OJT ORGNIZTION
ORG TRAINING
MANAGER

Coordinator

Dte / Dept Trg Mgr

Evaluation
Supervise

Conduct Training
Supervise

Trainer

Trainee
Trainee the most
important person

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Stages of On-the-Job Training

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6: TRAINING APPROACHES
(OFF-THE-JOB)

❚ Classroom lectures
❚ Films and videos
❚ Demonstrations
❚ Case studies
❚ Simulations
❚ Programmed
instruction
❙ Interactive video disks
❙ Virtual reality

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6: AND…..

❚ Computer-based
training

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6: EMPLOYEE
DEVELOPMENT

❚ Future oriented
❚ Education, not
training
❙ Reasoning, decision
making
❙ Personal growth
❚ All employees, not
just managers

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Employee Development
Methods

Assistant Committee Lectures

Job rotation
to positions assignment & Seminars

Third-party
Team building Coaching
interventions

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6: EMPLOYEE
DEVELOPMENT METHODS

❚ Job rotation

❚ Assistant-to
positions

❚ Committee
assignment

❚ AND…

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6: EMPLOYEE
DEVELOPMENT METHODS

❚ Lectures and
seminars

❚ AND….

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6: EMPLOYEE
DEVELOPMENT METHODS

❚ Coaching

❚ Simulations

❚ Outdoor training

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7: ORGANIZATION
DEVELOPMENT

❚ Goal is to help
organizations
(people) adapt to
change
❚ Change affects
❙ Technology
❙ Systems
❙ People
❙ Processes

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7: ORGANIZATION
DEVELOPMENT GOALS
❙ Help employees
adapt to change
❙ Build acceptance of
new culture
❙ Generate support
for whatever
actions need to be
taken

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7: ORGANIZATION
DEVELOPMENT METHODS

❚ Climate surveys
❚ Team building
❚ Third-party
interventions
❚ Change agents

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7: OD - THE LEARNING
ORGANIZATION

❚ ORGANIZATION
DEVELOPMENT

❚ BECOMES

❚ ORGANIZATIONAL
TRANSFORMATION

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8: EVALUATING TRAINING
AND DEVELOPMENT

❚ NEEDS TO BE
MORE THAN JUST
FUN

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8: EVALUATING TRAINING
AND DEVELOPMENT

❚ Cost effectiveness

❚ Deficiencies
corrected

❚ Productivity
measured

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8: PERFORMANCE-BASED
EVALUATION MEASURES
❚ Post-training performance
method

❚ Pre-post-training
performance method

❚ Pre-post-training
performance with control
group method

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8: POST-TRAINING
PERFORMANCE

❚ Train

❚ Evaluate
performance

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8: PRE-POST-TRAINING
PERFORMANCE

❚ Establish/identify
baseline

❚ Train

❚ Evaluate
performance
❚

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8: PRE-POST-TRAINING
WITH CONTROL GROUP
❚ Establish/identify
baseline
❚ Control group
❙ Hold out some subjects
❙ Do nothing to them
❚ Train the rest
❚ Evaluate performance
of both groups
❚ Compare results

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8: INTERNATIONAL
ISSUES

❚ Training
❙ Culture
❙ Language
❙ Techniques
❚ Development
❙ Necessary for
executives
❙ Expatriates

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