Name- Anju Agrawal, Roll No-72/23878, Paper-V - Training Methodology-II

-Response sheet-1

Name-Anju Agrawal
Roll No-72/23878
Training Methodology-II
Paper-V
Response sheet-1

Name- Anju Agrawal, Roll No-72/23878, Paper-V - Training Methodology-II

-Response sheet-1

Q.1. what is training need and how does it get recognized?

Answer: A requirement of maintaining the efficiency, productivity and safety
of a system or an individual signifies a training need. Training is a tool of
effective management.
Training need analysis is the first step to effective training. Training need
analysis means measuring the gap between skills available and skills
required for employees and provide measures so that those gaps can be
reduced. When training need analysis is done, it is possible to focus attention
on the target and identify the means for reaching the target.
The need analysis process also involves others and helps them to understand
the issues which they come across.
There are five essential reasons for doing need analysis:
The business world is changing rapidly and organizations require
keeping pace with this change.

As result everyone is being asked to stretch and to do more than ever and to
do it faster.
To ensure solution addresses the issue.
To focus resources, time and effort effectively towards a targeted training
solution.
To eliminate the necessity of looking for another job.
A training need occurs whenever the procedures, processes and methods of
work in an organization are changed. Training can also offer the management

Name- Anju Agrawal, Roll No-72/23878, Paper-V - Training Methodology-II

-Response sheet-1

an assessment of those within its labor force who might be well suited for
new jobs and responsibilities.
These needs can be recognized on the basis of:
Analysis of processes of change
Analysis of work problems and
Analysis of the manpower skills of an organization
The management and human resource systems must be willing to accept
the change. The organization must change itself to adjust to the changing
outside world. Change would require orienting and training the people to the
new techniques, skills and adjustments to new situations.

Training needs can be recognized in four sectionsTechnological changesWhenever there is some introduction of new ideas in equipment
and technology, a technological change is said to take place. E.g.
introduction of computers. People have to be oriented to new knowledge;
new skills and also they must appreciate the change process.

Environmental changesThere is constant change in consumers i.e. users habit and taste.
For this, new products and services will require change in systems. Survival
of any organization lies in understanding and an awareness of the changes in
outside world.

Legislative changesIn many basic industries like steel, coal and textiles, there is a
legal framework, shape and application to their concepts of social growth.
The Legislators at central or local level give such frameworks which can be in
area of policy, planning, pricing, wages, and employment policies. Training
has to be designed to respond to these.

Name- Anju Agrawal, Roll No-72/23878, Paper-V - Training Methodology-II

-Response sheet-1

Manpower composition changesChanges in the staff composition due to resignations, dismissals, layovers,
retirement and other factors result in changes in internal ratios of manpower.
This not only alters the demographic ratio and quality of experience but also
may change the education level. Hence training need is justified.
Training needs also need to be identified because of the changed character
of managerial work force
Investigate
Training needs

Assess effectiveness of training

Design training

Conduct Training

Name- Anju Agrawal, Roll No-72/23878, Paper-V - Training Methodology-II

-Response sheet-1

Q.3. Discuss the various steps involved in designing training

program.
Answer: A training design is a detailed plan for what you will do, why you will
be doing it, and the best ways to reach your objectives.
The eight steps to an effective training program are-

Step One- Define purpose of training and target audience Be clear about what your training needs hope to accomplish.
Be clear who will be your target audience.

Step Two- Determine participants needThe more accurately you know the needs of your participants the better your
training design will be. Find out their needs and expectations. Tell the
participants to complete a brief written survey or survey a random number of
participants by phone to get detailed information. Ask them about Current roles and responsibilities

Name- Anju Agrawal, Roll No-72/23878, Paper-V - Training Methodology-II

-Response sheet-1

Previous training on this topic

Reason for attendance
Specific need and expectation of the event
At the end review past evaluation and feedback forms.

Step Three-

Defining training objectives-

Clearly defined objective provide criteria for

Clarifying expected outcomes

Outlining training contents
Planning specific training activities
Selecting / developing material
Designing evaluation procedure
Communicating program intent to participants and others
Ensuring training is realistic and appropriate

Step Four- Outline training contentTraining has three components- an introduction; a learning component and a
wrap-up and evaluation component.

Introduction- Establish a positive learning environment;

develop interest; reduce anxiety and make good relations. Include some
content into introductory activities.

Learning component- Concepts and ideas taught and

explored; skills demonstrated are practiced and discussed. Activities should
actively involve the participants in acquiring knowledge or practicing skills.

Wrap-up & evaluation component- Here pull it all

together. Highlight essential learning; summarize central concepts and
describe steps. Open up for questions, concerns and feedback.

Step Five- Develop instructional activities.

Name- Anju Agrawal, Roll No-72/23878, Paper-V - Training Methodology-II

-Response sheet-1

Organize activities so that outcomes identified are achieved. Activities

should have an introduction, a main segment and a wrap-up segment.
Select training strategies that meet the objectives. E.g. skill
development is best achieved through modeling, practice and
feedback while information is achieved through discussion and
collaborative group work.
Effective training design takes into account principles of adult learning;
group size; participant learning style; prior experience/ education level
of the participants, type of skill and information to be presented, and
so on.
Strategies that promote active learning can be brainstorming, games, minilectures, small work group, simulations, role-playing, and case-studies.

Step Six- Prepare a written training design.

Write a detailed plan of the training session including goals and
objectives, the sequence of specific learning activities and time
allotted for each; directions and key points to be covered for each
activity and the trainer who will be responsible for the activity.
Consider the skill, expert knowledge, training style and comfort level of
each trainer.

Step Seven-Prepare participant evaluation form.

Evaluation determines if the training has achieved its objectives and to
identify what needs to be improved.

The evaluation form should ask the following Did the participants acquire the skills and knowledge that they were
supposed to?
Were the trainers had enough knowledge about the training contents?
Were the activities interesting and effective?
Was the training format appropriate?
Was the training on this topic adequate and satisfactory?

Step Eight- Determine follow-up activities for the event.

Name- Anju Agrawal, Roll No-72/23878, Paper-V - Training Methodology-II

-Response sheet-1

Follow-up activities provide continued support and feedback. Prepare followup activities as you develop your training design and these activities should
make the participants reflect on what they have learnt and the process of
implementation.
Some activities include

Peer observations and coaching

Newsletters and web-site postings
Mentoring
Study groups
On going communication between participants and trainees

Name- Anju Agrawal, Roll No-72/23878, Paper-V - Training Methodology-II

-Response sheet-1