MODULE 4

Training and Development

Strategizing Training
 Computer-Based Instruction
• Benefits • Drawbacks
– Self-paced
– Adaptive to different
needs
– Can be customized
– Easy to deliver
– Usually less expensive
to administer
– Can be conducted when
convenient for employee
– Learners must be self-
motivated
– Cost of producing online,
interactive materials
– Lack of interaction with
others may work against
needs & preferred
learning styles
Four Levels of Training Evaluation
 Training & Development Framework:
Best Practices Elements
• Plan • Do
– Strategic role of T&D – Contents of T&D
– T&D value & – T&D methods &
administrative policies approaches
– Establishing T&D needs • Check
– Building transfer into T&D – T&D evaluation strategy
• Act
– Sustaining & advancing
T&D
 Tying T&D to Strategic Business Plans
• Intimate & structured linkage between
strategic mission and goals of T&D program
• T&D goals & processes reviewed & updated
annually around changing strategic needs
• T&D executives integrated into strategic
planning process
 Policies & Values to Support T&D
Systems
• Structural
– E.g. linkages between organization’s planning
process & T&D operation
• Policies
– Formal means of communicating T&D
expectations
• Value Statements
– Informal & decentralized means of pushing
managers to develop appropriate attitudes
Linking Business Strategy with T&D
• Establishment of T&D needs driven most often
by mission & strategy
• Build transfer into T&D
– Overlap T&D & job contexts
– Integrate T&D & other elements of HR
management system
– Integrate management into T&D process
Training and Development
 Measures of Evaluation
• Graphic Rating Scales
• Weighted Checklists
• Behaviorally Anchored Rating Scales (BARS)
• Behavioral Observation Scales (BOS)
• Critical Incident Method
• Management By Objectives (MBO)
Behavioral Observation Scale (BOS)
 Performance Management Systems
Guidelines
• Feedback to employees must be specific rather
than general.
• Feedback should come only from credible,
trustworthy sources.
• Feedback should be provided as soon as possible
for maximum benefit.
• Performance measures must be based on clear,
measurable goals.
• The performance system must involve a dialogue
between the employee and the manager.