Training and Development by Group2 - Manish

Training and
Development
By Group 2
• Carefully selecting employees
doesn’t guarantee they’ll
perform effectively.
Why orientation • Even high-potential employees
can’t do their jobs if they don’t
and training is know what to do or how to do it
important in any • Making sure your employees do
Organization? know what to do and how to do
it is the purpose of orientation
and training.
• Employee Orientation
onboarding provides new employees with the basic
back- ground information (company rules) they need
to do their jobs and help them start becoming
emotionally attached to and engaged in the firm.
• Orientation Content
Orienting Information on employee benefits
Employees Personnel policies
The daily routine
Company Organization and operations
Safety measure and regulation
Facilities tour
Continue…
A Successful orientation should accomplish four things for new employees
Make the new employee feel welcome and at home and part of the team.
Make sure the new employee has the basic information to function effectively and
expectations in terms of work behaviour. .
Help the new employee understand the organization in a broad sense
Start socializing the person into the firm’s culture and ways of doing things.
Example
(Welcome to
Deloitte)
The Training process
Training
The process of teaching new employees the basic
skills they need to perform their jobs.
The strategic context of training

Performance Management the process employers
use to make sure employees are working towards
organization Goal
Web-based training
Distance learning-based training
Cross-culture diversity training
The ADDIE Five-Step Training Process-
Develop the course

• Analyse the training Design the overall (actually accumulating
need. training program. /creating the training
materials).
Implement training, by
training the targeted
Evaluate the course’s
employee group using
effectiveness
methods such as on-the-
job or online training.
The Training & Development Process
• Identify the job performance skills needed, assess

prospective trainees skill needed & develop objective
• Produce the training program content, including

workbooks, exercises and activities.
• Presenting the training to a small representative audience.
• Actually the training the targeted employees group.
• Assess the program success of failure.

How to make:
The Learning meaningful
Provide the training material
Provide materials as early as possible
Materials cover the entire training program
Organized information
The information should be in logical flows.
Trainees should get more insides from the training.
Interactive training sessions
Use more aids to make the training interactive
Use familiar terminologies to trainees.
Use familiar examples.
How to make:
Skill transfer easy
Training environment similar to work situation
Environment
●
●
Provide adequate practice
Attention Describe detailed feature of machine/steps in the process

●
●
Bring attention on the important aspect
Information Provide “heads-up” preparatory information that lets

●
trainees know they might happen back of the job

MOTIVATE THE LEARNER
 People learn best by doing, So
Provide as much realistic
practice as possible.
 Trainees learn best when
trainers immediately reinforce
the correct response.
 Trainees learn best at their
own pace.
 Create a perceived training
need in trainee’s mind.
MOTIVATE THE LEARNER
 Schedule is also very important. The Learning Curve goes down late in the day. Less than
a full day training is most effective.
ANALYZING TRAINING NEEDS
Task Analysis: Performance Analysis:

A detailed study of a Verifying that there is a performance
job to identify the deficiency and determining whether that
specific skills deficiency should be Corrected through
required, especially training or through some other means
for new employees. ( Such as Transferring the employee)
On job training (OJT): Advantages
On job training methods
JOB
ROTATION
●
A job design technique in which
employees are moved between two
or more jobs in a planned manner.
●
Job rotation is a well-planned
practice to reduce the boredom of
doing same type of job everyday
and explore the hidden potential of
an employee.
JOB
INSTRUCTION
●
Step-by-step training in which the
trainer explains the way of doing the
jobs, gives the job knowledge and
skills to the trainee and allows him to
do the job.
●
The trainer appraises the performance
of the trainee, provides feedback
information and corrects the trainee.
COMMITTEE
ASSIGNMENTS
●
Under the committee assignment,
group of trainees are given and
asked to solve an actual
organizational problem.
●
The trainees solve the problem
jointly.
●
It develops team work and
improve it.
APPRENTICES
HIPS
●
Apprenticeship is a formalized method of
training curriculum program that combines
classroom education with on-the-job work
under close supervision.
●
The training curriculum is planned in
advance and conducted in careful steps
from day to day.
●
They have to work in direct association with
and also under the direct supervision of
their masters.
COACHING
●
One-to-one training.
●
The trainee is placed under a particular
supervisor who functions as a coach in
training the individual.
●
The supervisor provides feedback to the
trainee on his performance and offers him
some suggestions for improvement.
●
LIMITATION- trainee may not have the
freedom or opportunity to express his own
ideas.
MENTORING
●
Job mentoring involves providing an
employee with an experienced coach
to oversee his or her learning
experience.
●
The trainee employee learns the job
firsthand and may consult the mentor
or coach at any time for assistance.
●
The focus in this training is on the
development of attitude.
UNDERSTUD
Y
●
A superior gives training to a
subordinate as his understudy like
an assistant to a manager or
director.
●
The subordinate learns through
experience and observation by
participating in handling day to day
problems.
The 4 Step Method
• The 4 Step Method is widely regarded as the most efficient mode of OJT
training. It was introduced to the military in the Second World War, when there
was a need to train a large number of people quickly and effectively.
• Since then the 4 Step Method has been adopted by thousands of business as
the preferred way to complete OTJ training.
Benefits of the 4 Step Method

• It's easy to understand. Using the four-step method will satisfy both trainer and
trainee.
• It can be used on the job.
• It doesn’t require training expertise
• It provides a template for nearly every training situation.
• One of the best things about the 4 Step Method is its universal application.
Even if the trainer has very limited training experience, the 4 Step Method
allows for procedures to be explained in the simplest terms.
• Prepare the learner
• 1. Prepare yourself (the trainer)
• 2. Know what you're there to train and exactly how you're going to train them.
#1 • 3. Prepare training materials
• 4. Prepare the training environment
• Present the operation

• Present training material
• Demonstrate the task
#2 • Verify the trainee understands and answer any questions
• Try out
• Allow trainees’ time and space to practice
• Observe trainees’ practice
#3 • Provide feedback to trainee
• Help trainees to gain speed and develop accuracy
• Follow-up
• 1. Designate a helping hand or supervisor
• 2. Gradually decrease supervision, let the learner do himself.
#4 • 3. Correct the faults before they become habit.
• 4. Compliment for good work.
Namrita &Pranjal
slides 16- till end
• Consists of sequence of step-by-step instructions
Job Instruction • First step is to list the required steps in the job in proper
Training sequence
• Second step is to list key point corresponding to each step
Lectures
A quick and simple way to present knowledge to a large group of people.
Guidelines to present lectures:
• Don’t start with a joke

• Speak only what you know well
• Control your hand movements
• Use anecdotes and stories to explain
• Main eye contact with trainees
• Repeat questions received from trainees
• Be alert for any negative signals like boredom
• Make sure everyone in the room can hear
• Use signals. Example – Use points to give details
• Break the long talk into series of small talks
• Use brief PowerPoints slides and spend one minute on each point
Programmed Learning
Programmed Learning can use any medium like textbook, iPad, or
the internet. It is step-by-step, self-learning method that consists of
three parts.
1. Presenting questions, facts, or problems to the learner
2. Allowing the person to respond
3. Providing feedback on the accuracy of the problems, with
instructions on what to do next
The advantages of this method are:
• More facts and follow-up questions are raised

• Next question depends on the previous answer given by
trainees
• Feedback for the answers provides reinforcement
• Reduces training time
• Trainees learn at their own pace, get immediate feedback
Training Methods
(cont’d)
Simulated training (occasionally
called Vestibule training)
• Training employees on special off-the-

job equipment so training costs and
hazards can be reduced.
Electronic Performance
Support Systems (EPSS)
• computerized tools and displays that
automate training, documentation, and
phone support.
• Performance support systems are modern
job aids.
• Eg: Call center representatives, pilots
Learning Portals
• A learning portal is a section of an

employer’s website that offers
employees online access to training
courses.
• Skill development, In-house trainings,
24*7 access to learning materials.
Distance and Internet-
Based Learning
Teletraining
 Trainer in central location, employees in
remote location. Telecommunication
channels, TV hookups.
VideoConferencing
 Trainer and trainees are Geographically
separated. Use of Audio-Video
instruments.
Training Via Internet
 Using internet to facilitate computer-
based training.
Thank You

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Training and

Help the new employee understand the organization in a broad sense

The strategic context of training

Develop the course

• Identify the job performance skills needed, assess

• Produce the training program content, including

• Presenting the training to a small representative audience.

• Actually the training the targeted employees group.

• Assess the program success of failure.

Attention Describe detailed feature of machine/steps in the process

Information Provide “heads-up” preparatory information that lets

trainees know they might happen back of the job

Task Analysis: Performance Analysis:

Benefits of the 4 Step Method

• Present the operation

• Don’t start with a joke

The advantages of this method are:

• More facts and follow-up questions are raised

• Training employees on special off-the-

• A learning portal is a section of an

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