Training and Development

Training and Development

1. Foundations

   • training is a major expenditure that pays off in higher sales and profitability
     • used to attract and retrain successful employees
   • training model begins with needs assessment, training and development, training evaluation and training validity consideration
     • needs analysis is a systematic means of understanding where training is needed and what needs to be taught
       • organisational, task and person analysis
     • training design - understanding how learning occurs
       • trainee characteristics - readiness to learn, motivation to learn
       • training design characteristics - principles of learning, objectives
       • reinforcement theory and social learning thoery are used to enhance learning processes

2. content and methods

   • created on 4 basic principles
     • demonstrating KSAO's to be learned
     • creating oppurtunities for trainees to practice the require skills
     • providing feedback to trainess during and after practice
     • presentin relevant information and content to be learned
   • onsite - on-the-job. training, apprenticeships and job rotation
   • offsite - programs include classroom lecctures, programmed instruction, simulators
   • computer based learning has provided opportunities for reduced costs and increased flexibility
   • it is important to consider the extent to which material learned in training transfers to the job

3. Evaluating programs

   • systematic collection of descriptive and judgemental information to make effective training decisions
     • selection, adoption, modification, financial evaluation of training activities
   • kirkpatricks 4 level model
     • reaction, learning, behavioural and results criteria
   • includes utility analysis that employs accounting procedures to measure costs and benefits and assess the return on investment of training
   • used to determine if training objectives have been met and whether post-training changes in knowledge, skill and attitude are a result of training

4. Specialised training programs

   • include management and leadership programs, sexual harassment awareness training, cross-cultural training
     • sexual harassment training to reduce incidences of sexual harassment and understand company procedures for identifying and dealing with such
     • cross-cultural training to prepare individuals from one culture to interact more effectively with those from another
       • assist in helping expatriate employees adjust
   • leaders need to have broad skills to enhance individual, team and organisational effectivenes
     • developmental assessment. centres, 360 degree feedback and coaching