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Training and
Development
Presented By:
Rahul KumarShivam Gupta
Ankita Mishra
Geetika Shukla
Prachi Tiwari
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Training and Development (T&D) Process
Determine T&D Needs
Establish Specific
Objectives
Select T&D Method(s)
Implement T&D Programs
Evaluate T&D Programs
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A needs assessment is the process
of identifying performance
requirements and the "gap" betweenwhat performance is required and
what presently exists.
Training Needs Assessment
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Macro
aligned with
strategic goals three levels
organizational
occupational individual
Micro
initiated by performance
problems or change
assessment done to
clarify problem,
determine if training is
the solution, analyzeperformance, and
characteristics of
trainees
Macro vs. Micro
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Development refers to those learning opportunities designed
to help employees grow .
Development is, less skill oriented and stresses onknowledge.
Knowledge about business environment, management
principles and techniques, human relations, specific industryanalysis and like.
Development
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There are four other objectives:-
Individual Objectiveshelp employees in achieving their personalgoals, which in turn, enhances the individual contribution to anorganization.
Organizational Objectives assist the organization with itsprimary objective by bringing individual effectiveness.
Functional Objectives maintain the departments contribution ata level suitable to the organizations needs.
Societal Objectivesensure that an organization is ethically andsocially responsible to the needs and challenges of the society.
Development Objectives:-
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The Ten Factors of Developing
a Training Program
1. Determine needs
2. Set objectives
3. Determine subject content
4. Select qualified applicants
5. Determine the best schedule
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The Ten Factors of Developing
a Training Program
6. Select appropriate facilities
7. Select qualified instructors
8. Select and prepare audiovisual
aids
9. Co-ordinate the program
10. Evaluate the program
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Classroom Programs
Mentoring
Coaching
Reverse Mentoring Case Study
Videotapes
Role Playing
Apprenticeship Training Vestibule Training
Simulations
Business Games
In-Basket Training
Distance Learning and
Videoconferencing
Computer-based Training
Virtual Reality
E-learning
On-the-Job Training Job Rotation
Internships
T&D Methods
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Evaluating Training Program
The reason for evaluating is to
determine the effectiveness of atraining program.
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Reasons for Evaluating
why there is a need to evaluate
training:
1.To justify the existence of the
training department by showing how
it contributes to the organizationsobjectives and goals.
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Reasons for Evaluating
2. To decide whether to continue or
discontinue training programs.
3. To gain information on how to
improve future training programs.
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The Four Levels- (Kirkpatrick Model)
Results
Behavior
Learning
Reaction
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The Four Levels represent a
sequence of ways to evaluate
(training) programs.As you movefrom one level to the next, the
process becomes more difficult and
time-consuming, but it also providesmore valuable information.
(Kirkpatrick, 1994, pg. 21)
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Reaction:
is the measuring of the reaction of
the participants in the training
program.
is a measure of customer
satisfaction. (Kirkpatrick, 1994,pg. 21)
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Learning:
is the change in the participants
attitudes, or an increase inknowledge, or greater skills
received, as a result of the
participation of the program.
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Learning
The measuring of learning in any training
program is the determination of at least one
of these measuring parameters:
Did the attitudes change positively?
Is the knowledge acquired related and
helpful to the task?
Is the skill acquired related and helpful to
the task?
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Behavior
Level 3 attempts to evaluate how
much transfer of knowledge, skills,
and attitude occurs after thetraining.
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The four conditions Kirkpatrick
identifies for changes to occur:
Desire to change
Knowledge of what to do and
how to do it
Work in the right climate
Reward for (positive) change
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Results
Level 4 is the most important and
difficult of all - determining finalresults after training.
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Evaluation Questions:
Increased production?
Improved quality?
Decreased costs? Improved safety numbers?
Increased sales?
Reduced turnover?
Higher profits?
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T&D Metrics:
Avg. Number of Training Hours per Emp.
= Total Training Time/ Total no. of Emps
Avg. Investment per Emp.
= Total Training Budget/ Total no. of Emps
Employee Satisfaction rate
= No. of employees satisfied/Total no. of Emps
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Training and Development Metrics:- (ROI)
Example: Reduce transit technician repair
time by 30 minutes per repair
30 min x Rs100/hour = Rs50 Rs50 x 1,500 repairs per year = Rs75,000
Cost of training = Rs50,000
(Benefit
Cost)/Cost = ROI (Rs75,000-Rs50,000)= Rs25,000 savings
Rs25,000/Rs50,000 investment = 50% ROI
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