TRAINING DESIGN (Benefits of Training Design (Improves Employee…
Benefits of Training Design
Improves Employee Performance
Training will give the employee a better understanding of their responsibilities within their role.
Training will make the employee more confident.
This confidence will enhance their overall performance and hence, benefits the company.
Improves Employee Satisfaction & Morale
Employees are able to gain access to training that they would not have otherwise known about or sought out themselves.
Training opportunities help employees to feel appreciated and challenged.
This may increase their satisfaction towards their job.
Address Employees' Weaknesses
Training programs allow the organization to strengthen the employee's skills and reduce their weaknesses.
Development programs bring all employees to a higher level so that they all have similar skills and knowledge.
Increases Productivity & Adherence To Quality Standards
Productivity usually increases when a company implements training programs.
Increases Innovation In New Strategies & Products
Training can encourage employee's creativity and new ideas may be formed.
Reduce Employee Turnover
Employees are more likely to feel valued if they are invested in.
This will make it less likely for them to change employers.
Enhances Employee Reputation & Profile
A strong and successful training strategy helps to develop the company's brand.
This makes the company a prime consideration for graduates and mid-career changes.
Training makes a company more attractive to potential new recruits who are seeking to improve their skills and the opportunities associated with those new skills.
Development of new training and educational courses for existing employees.
Root out the gaps in training and fill employees with new materials for better performance.
Allows employees to grow their skills so as to prevent them from becoming static in their roles.
Steps To Design An Effective Training Programme
Step 2: Develop Lesson Plan
Step 3: Develop / Acquire Materials
Step 4: Select Trainer
Step 5: Select Methods & Techniques
Step 6: Schedule Training Program
Step 1: Define Objectives
Criteria For Deciding Training Program Objectives
States what a learner is expected to be able to do and produce to be considered competent.
Describes the product or result of doing.
Describes the important conditions (if any) under which the performance is to occur.
Identifies the criteria of acceptable performance by describing how well the learner must perform in order for it to be considered acceptable.
Make Vs. Buy Training Decision
Factors To Consider When Making A Training Program
Whether the organization has the specialised knowledge, skills, abilities and other characteristics (KSAOs) required to design and implement a training program.
Whether it will be timelier to hire an outside vendor to facilitate the training process or design a training program in-house.
Number of Trainees
Organization will generally be more willing to design the training program in-house if the number of trainees is large.
If the number of trainees is small, the organization will likely outsource the training program instead.
If training subject matter is sensitive/proprietary, the organization will design their own training program and conduct it in-house.
Whether it is cheaper for the organization to design their own training program in-house or to purchase a training program from an outside vendor.
Size of Organization's HR Department
Assesses whether the organization's HR department has the capacity to design, conduct and implement the training program as opposed to using an outside vendor.
Factors To Consider When Buying A Training Program
Price relative to the content and quality of the training program.
Documentations of the vendor's expertise.
Number of years the vendor is in the business and their experience in the particular area of training.
Vendor's success with prior clients.
Whether the vendor's principles and values matches that of the organization.
Types of training methods that are used by the vendor.
Topics that will be covered by the vendor in during the training program.
Appearance and samples of training materials provided by the vendor.
Whether a pilot training program is available for a test run.
Expected outcomes of the training program.
Vendor's implementation of the training program and whether follow-up is provided.
Request For Proposal (RFP)
Match between a vendor's offer and the requirements spelled out by the organization in their request for a proposal.
Types of Training Methods
Training programmes that are conducted within the office premises.
Employee will perform job-related tasks under the supervision of a method.
One-to-one training whereby an employee is trained by a senior.
The senior first identifies the employee's weakness and then focuses on fixing them either theoretically or practically.
Focuses on developing the employee's attitudes rather than technical skills.
Employees are shifted between different job roles at regular intervals of time.
Reduces monotony in job.
Allows employees to gain more experience and skills.
Combination of on-the-job training and classroom training.
Employees learn the skills required for performing the specialised job.
Generally given to technical staff such as mechanics, electricians and craftsmen etc.
Usually offered to students in higher education in order for them to gain work experience for a limited period of time.
Allows them to gain exposure to a specific industry that is related to their field of study before they enter the workforce.
Job Instructional Technique (JIT)
Step-by-step training method whereby the trainer will
Prepare trainee with overview of the job.
Demonstrate task/skill to trainee.
Allow trainee to perform the task/skill on his own.
Follow up to provide trainee with feedback.
Trainings that are conducted in an environment away from the workplace.
Employees will be supplied with study materials and there is full concentration on learning rather than performing.
Form of training method used to develop behavioural skills and physical abilities.
Trainees will "learn by doing".
Training involves a two-way interaction.
Employees are trained in a prototype environment similar to the actual workplace of specific jobs.
Helps to reduce employee's initial nervousness and make them more ready to work at the real workplace.
Imitation of any artificial environment or real-life process that is exactly similar to the actual situation.
Cost-effective means to encourage learner involvement and stimulate interest in the topic.
Complex examples which gives insights into the problem context and illustrates the main point.
Bridges the gap between theory and practice as it allows application of theoretical concepts.
Help employees sharpen their critical thinking skills.
Trainees are required to respond to specific problems that may encounter in their jobs by acting out real-world situations.
Trainee is asked to establish priorities when handling assignments before making any decisions.
Act of showing employees how to do something.
Guide employees through the process of imitating the modelled behaviour.
Outdoor Adventure Training
Includes work teams being involved in outdoor games, orienteering, rafting and zip lines etc.
Has a strong focus on group problem solving and team building.
Traditional training methods where trainees learn by reading, listening or watching.
Lecture / Workshop
Classroom trainings conducted by experts.
Through this training method, trainees are able to acquire knowledge and develop conceptual and analytical abilities.
Use of technological processes to access learning materials outside of the workplace.