Instructor: Awais Ahmed Khan
Objectives of the Course
To evaluate the need for training
To learn how to structure a training
workshop
To understand how people learn and be able
to adapt training style to their learning style
To understand their own delivery style and
be conscious of strengths and limitations
To project themselves professionally
through the voice and body language
To be able to design visual aids that will
enhance the delivery of the message
To be confident in the use of all visual aids
To be able to handle and control different
delegate personalities
To learn the techniques of asking and
answering questions
To evaluate and monitor the results
Why is it important?
Training is a process
Identification of performance improvement
opportunities and analysis of what caused the
opportunity to exist
Identification of alternative solutions to the
opportunity and selection of most beneficial
solution
Design and implementation of the solution
Evaluation of results
Which area/field do you want to choose?
ISO 9000…
Preaudit
Process mapping
Change
Training
Postaudit
Learning Outcomes
K
S
A
Knowledge
The information we require and place into
memory ( declarative)
How information is organized for use into
what we already know (procedural).
Our understanding of how, when, and why
information is used and is useful (strategic)
Skills
Capacities developed through training and
experience.
Levels of skills
Compilation
automaticity
Attitudes
Employee beliefs and opinions.
Employees' belief regarding objects or events
( management, union, empowerment
and training)
Change in attitude can change the
desirability of the object or event.
Attitudes affect motivation.
What is the difference between
Training
Development
Education
Training &…
Budget
Management’s responsibility
Organizational Development (OD)
Function of HR
Training as a System
Input Process Output
Organizational needs Need Analysis Knowledge
Employee Needs Design Skills
Budget Development Attitudes
Equipment Implementation Motivation
Staff Evaluation Job performance
Training Process Model
Need Analysis Phase
Design Phase
Development Phase
Implementation Phase
Evaluation Phase
Need Analysis Phase
Begins with customer (organization) needs.
Look for performance deficiencies ( profitability
shortfalls, drop in sales, low level customer
satisfaction, scrap raw material)
If inadequate KSAs are the reason then training
is solution.
Reasons like demotivation and equipment short
fall should be handled differently.
TNA
Collection of information from the organization as
a whole (operations & people) ( input)
Training needs ( output)
Design Phase
Other inputs: contraints placed on tarining &
areas of expected support.
More Inputs: Theory and research on
learning.
Training Objectives
Identifying the factors needed in the
training program ,facilitate learning &
its transfer to back to the job.
Development Phase
Process of formulating & instructional
strategy to meet a set of training objectives.
Order, timing and combination of elements to
be used in TP.
Elements: content, venue, method, material,
equipment and manuals etc.
Implementation Phase
All the aspects of training program come
together.
Rehearsal is useful tool for perfection.
Pilot training group
Actual training, trainees’ responses, their
learning, their behavior back on job and its
affect on organizational key outcomes
(output).
Evaluation Phase
Training objectives ( inputs)
Money, time, staff and organizational
constraints ( other inputs)
Process Evaluation
Outcome Evaluation
Make a group of 3 persons.
Select a DREAM TRAINING for yourself.
Why you have selected this above mentioned
training.
Why there is a need of training/importance of
training.
Which KSAs you believe that may enhance via
training.
Future Benefits.
Dead line 5th of November, 2010. (till 8 PM,
afterwards submission will be considered as late.)