03 THE TRAINING PROCESS • Evaluate if your learning end-product is effective.

Make any necessary updates and cycle back to

What is training and development? the Analysis phase.
Training and development refers to educational activities
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within a company created to enhance the knowledge and
skills of employees while providing information and ANALYZING TRAINING NEEDS
instruction on how to better perform specific tasks.
In determining the needs for training, HR professional
Teaching employees new things and helping them get should consider the following factors. These factors affect
better at their jobs by giving them information and what type of training, topics, and approach to use.
instructions on how to do specific tasks more effectively.
Organizational Analysis
TRAINING
• Goals, strategies, objectives, culture
It is a planned attempt by an organization to facilitate • Resources
employee learning of job-related knowledge, skills, and • External environment
behaviors.
Job Analysis
When a company plans to help its employees learn job-
related stuff like knowledge, skills, and how to behave at • KSAOs and tasks of the focal job
work. • Competencies
• Critical incidents employees face on the job
DEVELOPMENT
Person Analysis
Refers to teaching managers and professionals the skills
needed for both present and future jobs. • Assess current KSAOs and competencies of
employees
Why is training and development important?
• Develop training goals
• Helps employees develop new skills and • Consider employee characteristics (e.g.,
increases their knowledge demographics, motivation, education)
• Improves efficiency and productivity of individuals
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and teams.
• Creates new and improved job positions. DESIGNING THE TRAINING PROGRAM
• Keeps employees motivated and enhance
contribution levels. • Design means planning the overall training
program including training objectives, delivery
____________________________________ methods, and program evaluation.
• Substeps include setting performance objectives,
TRAINING PROCESS
creating a detailed training outline (all training
ANALYSIS program steps from start to finish), choosing a
program delivery method (such as lectures or
• Analyze your situation to understand the gaps Web), and verifying the overall program design
you need to fill. with management.
DESIGN In simple terms, designing training means making a plan
for the whole training program. This includes deciding
• Based on your analysis, make informed decisions what the goals are, how to teach the material, and how
to design the best possible learning experience. to check if it's working.
DEVELOPMENT Steps in designing training include setting goals, making
• Bring your learning experience to life by building a detailed plan for the training from beginning to end,
your end-product. choosing how to deliver the training (like through
lectures or online), and making sure the plan is
IMPLEMENTATION approved by management.

• Distribute your learning end-product to your IMPLEMENT THE TRAINING PROGRAM

audience.
• Implement means actually provide the training,
EVALUATION using one or more of the instructional methods.
• Before the actual training, send announcements
far in advance, provide directions, provide a
 contact, and make sure participants have carpenter, tractor-trailer truck drivers,
pretraining materials. plumbers, and sheet metal workers.
• During training, make sure all participants have a
Ex: A carpenter teaches an apprentice how to use various
point of contact in case they have questions or
tools and techniques to build furniture over a period of
need guidance.
several years.
• After training, remember training does not end
when the program ends. Instead, periodically Informal Learning
ascertain that trainees are transferring their
learning to the job. • Training experts use the notation “70/20/10 to
show that as a rule, 70% of job learning occurs
Implementing training means putting the plan into informally on or off the job, 20% reflects social
action and actually teaching the material using interactions (for instance, among employees on
different methods. the job), and only 10% is actual formal training.
- Informal learning is the name given to
Before the training starts, give participants plenty of
learning that's unstructured and takes
notice, directions, a contact person, and any
place away from traditional, formal
materials they need beforehand.
learning settings, like a classroom. It has
During the training, make sure participants have no clear goals or set objectives as it's
someone to ask questions or get help from. often unplanned and self-directed by the
learner.
After the training, remember that it's not finished when
the program ends. Check in regularly to see if trainees Ex: An employee learns how to troubleshoot a software
are using what they learned on the job. issue by asking a colleague for help and watching them
solve the problem.
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Job Instruction Training
TRAINING IMPLEMENTATION TECHNIQUES
• Many jobs consist of a sequence of steps best
On-the-Job Training learned step-by-step. Such step-by-step training
• It means having a person learn a job by actually is called job instruction training (JIT).
doing it. Ex: A supervisor teaches a new employee how to
- Coaching/Understudy method - an assemble a product step-by-step, providing clear
experienced worker or the trainee’s instructions and demonstrations.
supervisor trains the employee.
- Job rotation - an employee (usually a Lecture
management trainee) moves from job to
job at planned intervals. • Lecturing is a quick and simple way to present
- Special assignments - similarly give knowledge to large groups of trainees.
lower-level executives firsthand Ex: A professor delivers a presentation to a class of
experience in working on actual students on the principles of economics.
problems.
Programmed Learning
Ex: A new employee learns how to operate a cash register
by shadowing an experienced cashier during their shift. • A systematic method for teaching job skills,
involving presenting questions or facts, allowing
Apprenticeship Training the person to respond, and giving the learner
• A process by which people become skilled immediate feedback on the accuracy of his or her
workers, usually through a combination of formal answers.
learning and long-term on-the-job training. Ex: A student completes a series of online modules at their
- a kind of training system where one is own pace to learn a new language, with each module
trained to learn a skill or trade from an building on previous ones.
expert in a designated period of time.
Some jobs that require apprenticeships Behavior Modelling
include electrician, HVAC technician,
dental and medical assistant, computer • Behavior modeling involves (1) showing trainees
programmer, paralegal, chef, the right (or “model”) way of doing something, (2)
cosmetologist or hairdresser, letting trainees practice that way, and then (3)
construction equipment operator, giving feedback on the trainees’ performance.
Ex: A sales manager demonstrates effective sales • Refers to training that takes place outside of the
techniques during a role-playing exercise, and then the employee's regular work environment.
sales team practices the same techniques. - Case study method
- Management games
Audiovisual based Learning
- Outside seminars
• Although increasingly replaced by Web-based - University-related programs
methods, audiovisual-based training techniques - Role playing
like DVDs, films, PowerPoint, and audiotapes are - Corporate universities
still used. - Executive coaches

Ex: Employees watch a training video demonstrating Ex: An employee attends a weekend workshop on
safety procedures in a manufacturing plant. leadership skills conducted by an external training
provider at a conference center.
Vestibule Training
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• With vestibule training, trainees learn on the
actual or simulated equipment but are trained off MANAGEMENT DEVELOPMENT
the job (perhaps in a separate room or vestibule). • Management development is any attempt to
Ex: Trainees practice operating heavy machinery in a improve managerial performance by imparting
simulated environment that replicates real-world knowledge, changing attitudes, or inreasing skills.
conditions before working on the actual production floor. Management development means trying to make
Electronic performance support systems managers better at their jobs by teaching them new
things, changing how they think, or helping them get
• EPSS are computerized tools and displays that better skills.
automate training, documentation, and phone
support. ORGANIZATIONAL DEVELOPMENT (OD)

Ex: Employees access an online database of instructional • It is a system-wide effort, managed from the top
materials and job aids to help them troubleshoot technical of the organization, to increase the organization’s
issues while on the job. overall performance through planned
interventions.
Videoconferencing • OD Techniques:
• Survey feedback - Employees will respond to
• Involves delivering programs over broadband
questionnaires
lines, the Internet, or satellite.
• Third-party peacemaking - Here a neutral third
Ex: Remote employees attend a live training session party, often an OD consultant from outside the
conducted by a subject matter expert through video organization.
conferencing software. • Process consultation - The consultant then
provides feedback and recommendations to the
Computer-based training managers about how to improve these
• Uses interactive computer-based systems to procedures.
increase knowledge or skills. • Organizational learning - The process by which
• Simulated learning and gaming/Virtual reality an organization “learns” from past mistakes and
adapts to its environment.
Ex: Employees complete interactive modules on their
Organizational development (OD) is when the whole
computers to learn how to use a new software program.
company tries to get better by planning and making
Online/Internet based learning changes from the top. Here are some ways they do it:

• Learning portals Survey feedback: Employees fill out questionnaires to

• Virtual classrooms give feedback about how things are going.
• Mobile and microlearning
Third-party peacemaking: If there are conflicts, a neutral
Ex: Students enroll in an online course on digital person from outside the company helps to resolve them.
marketing and participate in discussions, watch video
Process consultation: An outside consultant gives advice
lectures, and complete assignments through a learning
to managers on how to improve the way things are done.
management system.

Off-the-Job Training
Organizational learning: The company learns from its
mistakes and adjusts to its surroundings over time.

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EVALUATING TRAINING PROGRAMS

(KIRKPATRICK’S TRAINING EVALUATION MODEL)