TRAINING AND DEVELOPMENT Lecture 4 Agenda Training Definitions

TRAINING AND DEVELOPMENT Lecture 4

Agenda � Training � Definitions � Stages and steps � Goals and concerns

Training � “The systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job” � Michael Armstrong

Reasons � � � To develop competent employees To develop skills and abilities To develop knowledge

Training Stages � Stage 1 – Identifying the need (Thayer and Mc. Ghee model) � Organization analysis Understanding the mission and the goal of the organization �Excellent customer service � Job analysis Detailed examination of the job �Observations � Individual analysis Feedback from employees and managers Interviews

Who is responsible for training � Training department � Orientations and Inductions � Executive development � Supervisor � On the job training How to use specific machinery

Training Stages � Stage 2 – developing the trainings � Goal is in 3 phases: � Cognitive phase -> associative phase -> autonomous phase Cognitive �Learning definitions Associative �Definitions become routine Autonomous �Definitions become automatic/reflex

Training Stages � In order to achieve 3 phases we must: � Start with basic information and build it from there � Start involving employees and ensure them that they can perform the task to motivate � Provide extensive feedback � Provide hands of practice with simulations � Slowly move the practice to actual work from simulations

Types of trainings � On the job training � Learning by doing the real work By supervisors �Saves time and cost �Can be difficult and stressful � Off the job training � Learning in a classroom as a group By trainers �Smooth transition from class to work �Can be time consuming and costly � Internships

Training Stages � Stage 3 – Delivering � By supervisor on the job method � By trainers in the organization � By hired trainers (outsourcing)

Training Stages � Stage 4 – Evaluation � Satisfaction test Survey � Knowledge test Written test after training � Behavior test Performance appraisal � Result test Impact on the organization through costs and profits

Issues with training � Sometimes trainings might be in effective due to : � Unclear type of training provided � Simulation trainings might be unrelated to the job � No reward for trainers

Resources � � * Armstrong’s Handbook of HRM Practice * Human Resource Management (Derek Torrington et al. )