Training and Development

“People
People who don’t
don t Know what to do and
how to do it can’t perform well even if
they
h want to””
Steven Covey

© Knowledge 2009 Training and Development 2

Course Content

… Definition and Difference between Training & Development

… Impact of Training & Development on Organizations and HR
Functions
… Learning (Characteristics, Principles, Types)
… Types of Training & Development
… Competencies & Task Analysis
… Training Process (TNA, Training design, Policy, Plan,…)
… Training Implementation
… Training Evaluation

© Knowledge 2009 Training and Development 3

C
Course Obj
Objectives
ti
By the end of this course you will be able to:

… Understand the Concept of Training

… Know the Types of Training & Development
… Understand the TNA Methods (pros & cons)
… Create a best TNA Method for your company
… Prepare a Training Plan for your Department
… Know how to measure the Training Effectiveness

© Knowledge 2009 Training and Development 4

Session Schedule
Today lecture from 7:00 to 10:00

† Firstsession: 7:00 – 8:05

† Break: 8:05 – 8:20
† Second session: 8:20– 9:20
† Break:
Br k 9 20 – 9:30
9:20 9 30
† Last session: 9:30 – 10:00

© Knowledge 2009 Training and Development 5

Sh d Group
Shared G Expectations
E t ti

© Knowledge 2009 Training and Development 6

T i
Trainee EEvaluation
l ti
… Attendance
… Participation
p
… Home Assignments
… P j t
Project
… Bonus

© Knowledge 2009 Training and Development 7

 Section One

Introduction To Training & Development

© Knowledge 2009 Training and Development 8

Learning Outline
… Definition and Difference between Training &
Development

… Impact of Training & Development on Organizations

and HR Functions

… Learning (Characteristics, Principles, Types)

© Knowledge 2009 Training and Development 9

D fi iti
Definition
T i i
Training:
† The process of teaching employees the skills they need to
perform
f th i jobs.
their j b

† IIs a process byb which

hi h a learner
l acquires
i and
d develops
d l
skills, knowledge and experience and that will lead to a
change in behavior and improved performance.
performance

Development:
† An effort to provide employees with the abilities the
organization needed in the future.
future
© Knowledge 2009 Training and Development 10
Diff
Difference b
between
t T&D
Training Development

„ Duration Short Term Long Term

„ Goal Improve current skills Prepare for future work

demands
„ Scope Current Job F
Future J b
Job

„ Effective Performance Appraisal Availability

A l b l off qualified
lf d
Measure employees

© Knowledge 2009 Training and Development 11

B fit off Training
Benefits T i i & Development
D l t
… For Company

… For Managers

… For Customers

… For Employees

© Knowledge 2009 Training and Development 12

For Company
… Increase Sales
S & Profit
f

… Enhance business sustainability and

p
expansion

… Improve the company image

… I
Increase the
h employee
l & customer loyalty
l l

© Knowledge 2009 Training and Development 13

For Managers
… Raise standards

… Reduce waste

… Maximize use of resources

… Facilitate the work flow

… Reduce complaints

© Knowledge 2009 Training and Development 14

For Customers
… Ensure product quality

… Improve service

… Increase Satisfaction

© Knowledge 2009 Training and Development 15

For Employees
… Increase promotion opportunities

… Improve employee moral

… Management satisfaction

… Improve individual level of self awareness

© Knowledge 2009 Training and Development 16

C
Case Study
St d

How the absence of training can have negative

impact on the organization performance?

© Knowledge 2009 Training and Development 17

Video Tape

The absence of Training

© Knowledge 2009 Training and Development 18

Impact of Training & Development on HR Functions

… SSelection
l ti
availability of well trained employees reduce time
and cost of selection

… Performance Management
g enhance achieving
training g objectives
j

… Compensation
training may lead to Promotion (higher pay)

© Knowledge 2009 Training and Development 19

T i i for
Training f Whom?
Wh ?

Training
g for all during
g the current Job :
9 White Collars & Blue Collars

9 New Hired ,Transferred and Rotated employees

9 Casual operators
operators, suppliers , end users
users...etc
etc

© Knowledge 2009 Training and Development 20

 T i i for
Training f What
Wh t ?
• Career Development

• Induction
I d ti & orientation
i t ti

• Professional Skills

• Managerial Skills Improvement

• Language
g g & Computer
p Skills Improvement
p

• Safety & Environment Awareness

© Knowledge 2009 Training and Development 21

 T i i Process
Training P (How?)
(H ?)
… Identify
d f the h Training Needs
N d (TNA)
( NA)

… Design the Training Programs

… Create the Training Plan

… Implement the Training Plan

… Evaluate the Training Impact

© Knowledge 2009 Training and Development 22

Ad l Learner
Adult L Characteristics
Ch i i
Children Adults
Degree of dependence Dependent Autonomous, Self-directed

Resources for Learning Few Own and others

Reason for Learning Advancement When needed or for better

performance
Focus of Learning Subject-Centered Task or problem – centered

Motivation External Internal

Role of instructor Directive Enabling

g & Facilitating
g

© Knowledge 2009 Training and Development 23

Ad lt LLearning
Adult i PPrinciples
i i l
• Active Learning - Involvement

• Meaningful Material

• Multi - Sensory Learning

• First & Last impressions

• Practice & Reinforcement

• Feedback & Reward

© Knowledge 2009 Training and Development 24
H W
How We Learn
L
We Remember:
† 10% of what we read
† 20% of what we hear
† 30% of what we see
† 50% off what
h we see & hear
h
† 80% of what we say
† 90% of what we say as we act

© Knowledge 2009 Training and Development 25

 Learner Types
CE
Concrete Experience

What if ? Why ?
I Want to use it I want a reason
AE RO
Active Experimentation Reflective Observation

H ?
How Wh t ?
What
I want Try the info. I want to know the contents

Abstract Conceptualization

© Knowledge 2009
AC
Training and Development 26
 Learner Types
CE
What if ? Why ?

I Want to use it, I can teach I want a reason, I gather info

others & learn through and think about it ( Diverge )
Experience ( Accommodator )
AE RO
How ? What ?
I want to know the contents
I want Try
y the info. Teach Me , I organize info and
Integrate theory with think about it ( Assimilator )
practice ( Converge )

© Knowledge 2009
AC
Training and Development 27
 Thank You…

© Knowledge 2009 Training and Development 28