Training Process

Training is the systematic development of the attitude, knowledge, skill pattern required by a person to perform a given task or job adequately and development is ‘the growth of the individual in terms of ability, understanding and awareness’

Management of Training Function

• Training Needs Assessment

• Identification of Training Needs (Methods)

• Individual Training Needs Identification

1.    Performance Appraisals

2.    Interviews

3.    Questionnaires

4.    Attitude Surveys

5.    Training Progress Feedback

6.    Work Sampling

7.    Rating Scales

Group Level Training Needs Identification

1.    Organizational Goals and Objectives

2.    Personnel / Skills Inventories

3.    Organizational Climate Indices

4.    Efficiency Indices

5.    Exit Interviews

6.    MBO / Work Planning Systems

7.    Quality Circles

8.    Customer Satisfaction Survey

9.    Analysis of Current and Anticipated Changes

Benefits of Training Needs Identification

1.    Trainers can be informed about the broader needs in advance

2.    Trainers Perception Gaps can be reduced between employees and their supervisorsTrainers can design course inputs closer to the specific needs of the participants

3.    Diagnosis of causes of performance deficiencies can be done

Training Evaluation

Training Evaluation

The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines

Techniques of Evaluation

The various methods of training evaluation are:

• Observation
• Questionnaire
• Interview
• Self diaries
• Self recording of specific incidents

Types of evaluation

Evaluating the Training (includes monitoring) addresses how one determines whether the goals or objectives were met and what impact the training had on actual performance on the job.

Generally there are four kinds of standard training evaluation:

1. Formative
2. Process
3. Outcome
4. Impact.

1. Formative evaluation provides ongoing feedback to the curriculum designers and developers to ensure that what is being created really meets the needs of the intended audience.
2. Process evaluation provides information about what occurs during training. This includes giving and receiving verbal feedback.
3. Outcome evaluation determines whether or not the desired results (e.g., what participants are doing) of applying new skills were Achieved in the short-term.
4. Impact determines how the results of the training affect the strategic goal

Evaluation Methods

• Evaluation methods can be either qualitative (e.g., interviews, case studies, focus groups) or quantitative (e.g., surveys, experiments)
• Training evaluation usually includes a combination of these methods and reframes our thinking about evaluation in that measurements are aimed at different levels of a system.

Formative Evaluation

• Formative Evaluation may be defined as “any combination of measurements obtained and judgments made before or during the implementation of materials, methods, or programs to control, assure or improve the quality of program performance or delivery.”
• It answers such questions as, “Are the goals and objectives suitable for the intended audience?” “Are the methods and materials appropriate to the event?” “Can the event be easily replicated?”
• Formative evaluation furnishes information for program developers and implementers.
• It helps determine program planning and implementation activities in terms of (1) target population, (2) program organization, and (3) program location and timing.

It provides “short-loop” feedback about the quality and implementation of program activities and thus becomes critical to establishing, stabilizing, and upgrading programs.

Process Evaluation

• Process Evaluation answers the question, “What did you do?” It focuses on procedures and actions being used to produce results.
• It monitors the quality of an event or project by various means. Traditionally, working as an “onlooker,” the evaluator describes this process and measures the results in oral and written reports.
• Process evaluation is the most common type of training evaluation. It takes place during training delivery and at the end of the event.

Outcome Evaluation

Outcome Evaluation answers the question, “What happened to the knowledge, attitudes, and behaviors of the intended population?”

This project would produce both “outcomes” and “impacts.”

Outcome evaluation is a long-term undertaking.

Outcome evaluation answers the question, “What did the participants do?”

Because outcomes refer to changes in behavior, outcome evaluation data is intended to measure what training participants were able to do at the end of training and what they actually did back on the job as a result of the training.

Impact Evaluation takes even longer than outcome evaluation and you may never know for sure that your project helped bring about the change.

Impacts occur through an accumulation of “outcomes.”

Learning Process

On the Job Trainings: These methods are generally applied on the workplace while employees is actually working. Following are the on-the-job methods.

Advantages of On-the-Job Training:

• It is directly in the context of job

• It is often informal

• It is most effective because it is learning by experience

• It is least expensive

• Trainees are highly motivated

• It is free from artificial classroom situations

Disadvantages of On-the-Job Training:

• Trainer may not be experienced enough to train

• It is not systematically organized

• Poorly conducted programs may create safety hazards

On the Job Training Methods

1.            Job Rotation: In this method, usually employees are put on different jobs turn by turn where they learn all sorts of jobs of various departments. The objective is to give a comprehensive awareness about the jobs of different departments. Advantage – employee gets to know how his own and other departments also function. Interdepartmental coordination can be improved, instills team spirit. Disadvantage – It may become too much for an employee to learn. It is not focused on employees own job responsibilities. Employees basic talents may remain under utilized.

2.            Job Coaching: An experienced employee can give a verbal presentation to explain the nitty-gritty’s of the job.

3.            Job Instruction: It may consist an instruction or directions to perform a particular task or a function. It may be in the form of orders or steps to perform a task.

4.            Apprenticeships: Generally fresh graduates are put under the experienced employee to learn the functions of job.

5.            Internships and Assistantships: An intern or an assistants are recruited to perform a specific time-bound jobs or projects during their education. It may consist a part of their educational courses.

6.            Off the Job Trainings: These are used away from work places while employees are not working like classroom trainings, seminars etc. Following are the off-the-job methods;

Advantages of Off-the-Job Training:

• Trainers are usually experienced enough to train

• It is systematically organized

• Efficiently created programs may add lot of value

Disadvantages of Off-the-Job Training:

• It is not directly in the context of job

• It is often formal

• It is not based on experience

• It is least expensive

• Trainees may not be highly motivated

• It is more artificial in nature

Off the Job Training Methods

1.            Classroom Lectures: It is a verbal lecture presentation by an instructor to a large audience. Advantage – It can be used for large groups. Cost per trainee is low. Disadvantages – Low popularity. It is not learning by practice. It is One-way communication. No authentic feedback mechanism. Likely to boredom.

2.            Audio-Visual: It can be done using Films, Televisions, Video, and Presentations etc. Advantages – Wide range of realistic examples, quality control possible,. Disadvantages – One-way communication, No feedback mechanism. No flexibility for different audience.

3.            Simulation: creating a real life situation for decision-making and understanding the actual job conditions give it. Following are some of the simulation methods of trainings

a.    Case Studies: It is a written description of an actual situation and trainer is supposed to analyze and give his conclusions in writing. The cases are generally based on actual organizational situations. It is an ideal method to promote decision-making abilities within the constraints of limited data. Role Plays: Here trainees assume the part of the specific personalities in a case study and enact it in front of the audience. It is more emotional orientation and improves interpersonal relationships. Attitudinal change is another result. These are generally used in MDP.

b.    Sensitivity Trainings: This is more from the point of view of behavioral assessment, under different circumstances how an individual will behave himself and towards others. There is no preplanned agenda and it is instant. Advantages – increased ability to empathize, listening skills, openness, tolerance, and conflict resolution skills. Disadvantage – Participants may resort to their old habits after the training

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4.            Programmed Instructions: Provided in the form of blocks either in book or a teaching machine using questions and Feedbacks without the intervention of trainer. Advantages – Self paced, trainees can progress at their own speed, strong motivation for repeat learning, material is structured and self-contained. Disadvantages – Scope for learning is less; cost of books, manuals or machinery is expensive.

5.            Computer Aided Instructions: It is extension of PI method, by using computers. Advantages – Provides accountabilities, modifiable to technological innovations, flexible to time. Disadvantages – High cost.

6. Laboratory Training

Barriers to Effective Training:

1.    Lack of Management commitment

2.    Inadequate Training budget

3.    Education degrees lack skills

4.    Large scale poaching of trained staff

5.    Non-coordination from workers due to downsizing trends

6.    Employers and B Schools operating distantly

7.    Unions influence

How To Make Training Effective?

1.    Management Commitment

2.    Training & Business Strategies Integration

3.    Comprehensive and Systematic Approach

4.    Continuous and Ongoing approach

5.    Promoting Learning as Fundamental Value

6.    Creations of effective training evaluation system