PROCESS OF TRAINING AND DEVELOPMENT
The Training Process
involves:
- Identification of performance opportunities and analysis of what caused those opportunities to exist
- Identification of alternative solutions to the opportunity and selection of the most beneficial solution
- Design and implementation of the solution
- Evaluation of the results
Training provides employees with the
knowledge and skills to perform more effectively, preparing them to meet the
inevitable changes that occur in their jobs
Training is an “opportunity” for
learning
Learning means a relatively permanent
change in cognition (i.e.understanding and thinking) that results from
experience and that directly affects behaviour.
Learning happens because of many
factors including design and implementation of training, the motivation and
learning style of the trainees, and the learning climate in the organization
Comparing Training and Development
Learning Training Development
Dimensions
Who? Non-managerial Managerial
What? Technical & Theoretical
Mechanical Conceptual ideas
Why? Specific job General Knowledge
related purpose
When? Short-term Long-term.
Purpose of Training:
- To increase Productivity
- To improve Quality
- To improve Organizational Climate
- To improve Health and Safety
- Obsolescence Prevention
- Personal Growth
Responsibility for Training
- Top Management- frames training policy
- Personnel Dept - plans, establishes and evaluates programmes
- Supervisors - implement and apply development procedure
- Employees - who provide feedback, revision and suggestions.
Active Learning
- People remember only 10% of what they read
- 20% of what they hear
- 30% of what they see
- 50% of what they see and hear
- 70% of what they say
- 90% of what they say as they perform the task.