T&D Presentation.pptx

8/23/2019 T&D Presentation.pptx

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Training and

Development

Presented By:

Rahul KumarShivam Gupta

Ankita Mishra

Geetika Shukla

Prachi Tiwari


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Training and Development (T&D) Process

Determine T&D Needs

Establish Specific

Objectives

Select T&D Method(s)

Implement T&D Programs

Evaluate T&D Programs


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A needs assessment is the process

of identifying performance

requirements and the "gap" betweenwhat performance is required and

what presently exists.

Training Needs Assessment


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Macro

aligned with

strategic goals three levels

organizational

occupational individual

Micro

initiated by performance

problems or change

assessment done to

clarify problem,

determine if training is

the solution, analyzeperformance, and

characteristics of

trainees

Macro vs. Micro


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Development refers to those learning opportunities designed

to help employees grow .

Development is, less skill oriented and stresses onknowledge.

Knowledge about business environment, management

principles and techniques, human relations, specific industryanalysis and like.

Development


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There are four other objectives:-

Individual Objectiveshelp employees in achieving their personalgoals, which in turn, enhances the individual contribution to anorganization.

Organizational Objectives assist the organization with itsprimary objective by bringing individual effectiveness.

Functional Objectives maintain the departments contribution ata level suitable to the organizations needs.

Societal Objectivesensure that an organization is ethically andsocially responsible to the needs and challenges of the society.

Development Objectives:-


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The Ten Factors of Developing

a Training Program

1. Determine needs

2. Set objectives

3. Determine subject content

4. Select qualified applicants

5. Determine the best schedule


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The Ten Factors of Developing

a Training Program

6. Select appropriate facilities

7. Select qualified instructors

8. Select and prepare audiovisual

aids

9. Co-ordinate the program

10. Evaluate the program


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Classroom Programs

Mentoring

Coaching

Reverse Mentoring Case Study

Videotapes

Role Playing

Apprenticeship Training Vestibule Training

Simulations

Business Games

In-Basket Training

Distance Learning and

Videoconferencing

Computer-based Training

Virtual Reality

E-learning

On-the-Job Training Job Rotation

Internships

T&D Methods


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Evaluating Training Program

The reason for evaluating is to

determine the effectiveness of atraining program.


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Reasons for Evaluating

why there is a need to evaluate

training:

1.To justify the existence of the

training department by showing how

it contributes to the organizationsobjectives and goals.


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Reasons for Evaluating

2. To decide whether to continue or

discontinue training programs.

3. To gain information on how to

improve future training programs.


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The Four Levels- (Kirkpatrick Model)

Results

Behavior

Learning

Reaction


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The Four Levels represent a

sequence of ways to evaluate

(training) programs.As you movefrom one level to the next, the

process becomes more difficult and

time-consuming, but it also providesmore valuable information.

(Kirkpatrick, 1994, pg. 21)


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Reaction:

is the measuring of the reaction of

the participants in the training

program.

is a measure of customer

satisfaction. (Kirkpatrick, 1994,pg. 21)


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Learning:

is the change in the participants

attitudes, or an increase inknowledge, or greater skills

received, as a result of the

participation of the program.


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Learning

The measuring of learning in any training

program is the determination of at least one

of these measuring parameters:

Did the attitudes change positively?

Is the knowledge acquired related and

helpful to the task?

Is the skill acquired related and helpful to

the task?


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Behavior

Level 3 attempts to evaluate how

much transfer of knowledge, skills,

and attitude occurs after thetraining.


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The four conditions Kirkpatrick

identifies for changes to occur:

Desire to change

Knowledge of what to do and

how to do it

Work in the right climate

Reward for (positive) change


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Results

Level 4 is the most important and

difficult of all - determining finalresults after training.


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Evaluation Questions:

Increased production?

Improved quality?

Decreased costs? Improved safety numbers?

Increased sales?

Reduced turnover?

Higher profits?


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T&D Metrics:

Avg. Number of Training Hours per Emp.

= Total Training Time/ Total no. of Emps

Avg. Investment per Emp.

= Total Training Budget/ Total no. of Emps

Employee Satisfaction rate

= No. of employees satisfied/Total no. of Emps


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Training and Development Metrics:- (ROI)

Example: Reduce transit technician repair

time by 30 minutes per repair

30 min x Rs100/hour = Rs50 Rs50 x 1,500 repairs per year = Rs75,000

Cost of training = Rs50,000

(Benefit

Cost)/Cost = ROI (Rs75,000-Rs50,000)= Rs25,000 savings

Rs25,000/Rs50,000 investment = 50% ROI


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