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    Response Sheet 1-Paper 2-Sudip Sen - Regn. 74-24380-Final

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    sudip sen
    This document discusses how to design and conduct a specific training program. It notes that the design process involves determining the learning outcomes, training materials, logistics, methods and trainer. The eight key steps are identified as: 1) defining the purpose and target group, 2) assessing participant needs, 3) setting goals and objectives, 4) outlining content, 5) developing instructional activities, 6) preparing a written design, 7) creating an evaluation form, and 8) planning follow-up activities. Various training methods like lecture, discussion and role play are mentioned. Learning theories around reinforcement, social learning, goal setting and needs are also referenced as important to designing training to create a positive learning environment.

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    Response Sheet 1-Paper 2-Sudip Sen - Regn. 74-24380-Final

    Uploaded by

    sudip sen
    75 views6 pages
    This document discusses how to design and conduct a specific training program. It notes that the design process involves determining the learning outcomes, training materials, logistics, methods and trainer. The eight key steps are identified as: 1) defining the purpose and target group, 2) assessing participant needs, 3) setting goals and objectives, 4) outlining content, 5) developing instructional activities, 6) preparing a written design, 7) creating an evaluation form, and 8) planning follow-up activities. Various training methods like lecture, discussion and role play are mentioned. Learning theories around reinforcement, social learning, goal setting and needs are also referenced as important to designing training to create a positive learning environment.

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    This document discusses how to design and conduct a specific training program. It notes that the design process involves determining the learning outcomes, training materials, logistics, methods and trainer. The eight key steps are identified as: 1) defining the purpose and target group, 2) assessing participant needs, 3) setting goals and objectives, 4) outlining content, 5) developing instructional activities, 6) preparing a written design, 7) creating an evaluation form, and 8) planning follow-up activities. Various training methods like lecture, discussion and role play are mentioned. Learning theories around reinforcement, social learning, goal setting and needs are also referenced as important to designing training to create a positive learning environment.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    75 views6 pages

    Response Sheet 1-Paper 2-Sudip Sen - Regn. 74-24380-Final

    Uploaded by

    sudip sen
    This document discusses how to design and conduct a specific training program. It notes that the design process involves determining the learning outcomes, training materials, logistics, methods and trainer. The eight key steps are identified as: 1) defining the purpose and target group, 2) assessing participant needs, 3) setting goals and objectives, 4) outlining content, 5) developing instructional activities, 6) preparing a written design, 7) creating an evaluation form, and 8) planning follow-up activities. Various training methods like lecture, discussion and role play are mentioned. Learning theories around reinforcement, social learning, goal setting and needs are also referenced as important to designing training to create a positive learning environment.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 6

    Registration No.

    : 74 / 24380
    Name : SUDIP SEN

    Paper No. : II ( Human Resources development)


    Response Sheet No. : 1

    Question no. 1 : How do you identify the training and development needs of an
    organization ?

    Answer : Training is a planned effort by a company to facilitate employees learning of jobrelated competencies to fix current skill deficit. If a deficiency in skill is observed ( or
    anticipated in near future, for day-to-day operation) to achieve organizations goal and
    target , an appropriate training program needs to be planned . The difference between the
    actual level of job performance and the expected level of job performance indicates a need
    for training.
    Development is a long term basis planned effort for the organization or for the individual
    mainly to prepare for the future job demands. If a deficiency in skill, knowledge and
    qualities is anticipated in future to achieve organizations goal and objective , an appropriate
    development program needs to be planned . This is more to prepare the work force to cope
    up with the future challenges in the future growth path of the organization.
    Though, training needs and development needs may have slightly different flavor, in general
    it needs to be assessed separately for each target group of employees based on their skill,
    knowledge, age, maturity, responsibility, job role etc. . and overall this should be in
    line with ( and to boost up) the organizations goal and objective.
    Needs assessment is the first step in the training & development program arrangement and
    typically involves ( 1) organization analysis , (2) Person analysis and ( 3) Task Analysis (4)
    Performance analysis, ( 5) cost-benefit analysis etc. It is to be properly conducted so that any
    one or more of the following situations could occur :
    a) Training may be correctly used as a solution to a particular performance problem.
    b) Training program should have the right content, objectives and/or methods.
    c) Trainees needs to be sent to those training program for which they have the basic
    skills, prerequisite skills or confidence needed to learn.
    d) Training delivers the expected learning, behavior change, financial outcome as per
    companys desire.
    e) Money should be spent on training programs which are related to companys
    business strategy.
    As the goal of the need assessment is to determine whether a training need exists, for whom
    it is required, for which task it is required it is important to include managers,
    trainers and employees in the assessment process. Normally upper-level managers, midlevel managers and trainers addresses their concern for the organization analysis , person
    analysis and task analysis with a slightly different outlook .

    Question no. 1 ( continued)

    Registration No. : 74 / 24380


    Name : SUDIP SEN

    Paper No. : II ( Human Resources development)


    Response Sheet No. : 1

    Upper-Level Managers Mid-level managers Trainers


    Is training required to
    Shall we spend money Will managers support
    achieve organizations goal on training ? How
    the training ? Can I
    and target ? How training training will help my
    have budget
    program will support
    business goal ?
    sanctioned for the
    organization business
    training ?
    strategy ? What are the
    threats to companys talent
    base ?
    Person Analysis
    Which unit / team needs
    Who should be trained ? How to identify which
    training ? What do
    Managers or
    employees need
    employees need to
    employees ?
    training ?
    accomplish business
    objectives ?
    Task Analysis
    Does the company have
    whether training makes training for which task
    people with skill,
    biggest difference in
    ? Which skill or
    knowledge and abilities to product quality or in
    abilities are required ?
    compete in the market?
    customer service ?
    Various techniques e.g. Questionnaires, Interviews, Focus groups, Documentation, On-line
    technology etc are being used for need analysis, while every technique is having its own
    advantages and disadvantages.
    Organizational
    analysis

    Need assessment
    technique

    Advantages

    Observations

    Generates relevant data and


    minimizes interruption to work

    Questionnaires
    Interviews

    Focus groups

    Documentation

    Disadvantages

    need skilled observer. Employee's


    behavior may be affected by being
    observed.
    Inexpensive, easy summarization time consuming, inappropriate
    of data, large no of employees
    responses, only provides information
    can be addressed
    about the asked questions
    can explore unanticipated issues. Time consuming, difficult to schedule
    Questions can be modified.
    and analyze. Need skilled interviewer
    Uncovering details of training
    needs, causes of problem,
    solutions to problems
    Good for complex and
    Time consuming. Group members only
    controversial issues. Questions provide information they think you
    can be modified for
    want to hear, they may be reluctant to
    unanticipated issues.
    participate if status differences exist
    among group members.
    Objective. Good source of
    Content may be obsolete. Participants
    information on procedure, for
    may not understand technical language.
    new jobs, for jobs being created.

    Question no. 1 ( continued)

    Registration No. : 74 / 24380


    Name : SUDIP SEN

    Paper No. : II ( Human Resources development)


    Response Sheet No. : 1

    A successful training needs analysis will identify those who need training and what
    kind of training ( e.g. Analytical Skills, Communication, Decision Making,
    Interpersonal Skills, Project Management, Technology ) is needed. It is counterproductive to offer training to individuals who do not need it or to offer the wrong
    kind of training.
    ----------------------xxx--------------------

    Question no. 4 : How do you design and conduct a specific training program ?

    Registration No. : 74 / 24380


    Name : SUDIP SEN

    Paper No. : II ( Human Resources development)


    Response Sheet No. : 1

    Designing and conducting of a successful training program depends upon advance planning
    in terms of who , what , when , how and where about the program. Depending upon
    the no. of participants, types and content of training , duration of training, methods and
    trainer the whole program needs to be designed.

    Following major primary components are there in training design :


    1) Learning Outcome
    2) Training Materials ( Reading materials, charts, e-learning materials )
    3) Logistics ( where and when the training will take place ? Classroom or shop-floor or
    out-door program ? One hour program or one day program or one week program or
    one month program ?)
    4) Training methods
    5) Trainer
    Once Training need assessment is properly done, next step is to set the training
    objectives i.e. what special work a trainee is supposed to be able to do after the
    completion of the training period. Objectives of training may be of three types :
    Orientation Training ( Most basic training for initial overview) , Problem Solving
    ( trouble shooting ) and Innovation ( Futuristic and anticipatory ).
    Normally following EIGHT steps are followed in designing a training program :
    1) Purpose and target : what training needs to accomplish and who are the trainees
    2) Participants need : A brief written/telephonic survey among the trainees about
    the need , Review of feedback forms for similar previous training program (if any).
    3) Training goal and objective : Clarification of expected outcome.

    Question no. 4 : Continued

    Registration No. : 74 / 24380


    Name : SUDIP SEN

    Paper No. : II ( Human Resources development)


    Response Sheet No. : 1

    4) Outline Training content : Introduction content to create a positive learning


    environment. Learning content to improve the desired skill and abilities. Wrap up
    and evaluation content to bridge the gap between training and implementation
    and also to close the program in a positive note.
    5) Develop instructional activities : This will be dependent on factors like group
    size, Trainers style, principles of adult learning, participants learning style,
    education/skill level of participants , type of skill/ ability to be trained.
    6) Preparation of written training design : written document with detail plan of
    training schedule, goals & objectives which will help to stay in track during the
    training program and also to make mid-course corrections, if any required.
    7) Participant evaluation / feedback form : To get a feedback whether the
    participants has got the desired skill & knowledge which the trainer was supposed to
    provide, whether the activities were interesting, was the training format appropriate,
    was the venue / audio-visual support proper, was the trainer sufficiently
    knowledgeable for the subject of training etc.
    8) Follow up activities for the training program : newsletter & website posting,
    coaching, mentoring, study group and booster sessions can be planned.
    There are various methods of imparting training e.g. Lecture, Discussion, case Study,
    Role Play, Group task, brainstorming, E-learning etc . Each one having its own
    advantages and disadvantages. An appropriate method needs to be selected which will be
    most effective for the participants and will suit best for the topic of training.
    Several learning theories relate to how people learn and the same is having vital role
    in designing training programs and to create a positive learning environment :
    Reinforcement Theory : explain our behavior and why we do what we do. There are
    four primary approaches to reinforcement theory: positive reinforcement, negative
    reinforcement, positive punishment and negative punishment.
    Social learning Theory : Basic Four processes are Attention, Retention, Motivation
    and Motor Reproduction which are the parts of learning in a social context purely
    through observation or direct instruction.
    Goal setting Theory : Development of an action plan designed to motivate towards a
    SMART goal where outcomes evolves in the form of Choice, Effort , Persistance and
    Cognition.
    Need Theory : Explains how the Achievement, Power and Affiliation influences action
    in a managerial context. Here dominant motivating factors are achievement, affiliation
    and Power.
    Question no. 4 : Continued

    Registration No. : 74 / 24380


    Name : SUDIP SEN

    Paper No. : II ( Human Resources development)


    Response Sheet No. : 1

    Expectancy Theory : Defines that motivation as a process controlled by the individual


    that governed choices among alternative forms of voluntary activities.
    Depending up on the maturity level of the participants, organizations objective & goal,
    practical resources available and constraints etc we need to design the training program.
    Conducting the actual program is equally important to designing the program , as there
    may be unforeseen and unexpected problems on the spot and we should have some scope
    of adjustments / trouble shooting plan so that most of the issues can be tackled properly.
    Lastly collection of feedback is very important from the point of view of Organizational
    goal so that the ROI can be worked out and the degree of fulfillment of the basic objective
    of the training program can be evaluated.

    ----------------xxx-----------------

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