The Training Process comprises of 4 key elements :
• Training Need Analysis. This involves the training needs or requirements for this job and/or person.
• Training Objectives. The objectives must be observable and measurable.
• Training Delivery. The techniques involve action learning, on-the-job-training and the like.
• Training Evaluation. This measures learning, reaction, behavior as well as the results.
Evaluating Training Needs
• Task Analysis. This refers to a detailed examination and determination of a job in order to determine the required skills so that suitable training program can be initiated.
• Competency Analysis. This is the thorough study of competency level to determine an insufficiency and then rectify it with a training system or a few other development interventions.
• See to it to make the material useful and meaningful.
• At the beginning of the training, provide trainees overview of the material to be presented. It is vital to consider that knowing the overall picture greatly helps maximize learning.
• Utilize a wide variety of recognizable instances when presenting material.
• Try to utilize concepts and terms which are already recognizable to trainees.
• Organize the material so it is presented in meaningful units and sensible manner.
Provide for transfer to learning.
• offer sufficient training practice
• optimize similarity between the work situation and the training situation
• determine every feature of the step in the process
Motivate or inspire the trainee.
• People learn more excellently by doing. Try to offer as much as sensible practice as possible.
• Trainees learn best when appropriate response on their part is instantly reinforced.
• Trainees learn more exceptionally when they learn at their very own pace or you may also allow trainees to pace themselves.
Type of Training Program
Off the Job
• this does not intervene with job
• offers fact learning
• makes lifelike circumstances or situations
• aids transfer of learning
• builds teams
• bolsters self-esteem
On the Job
Job Instruction Training
• does not call for separate facilities
• administers transfer of learning
• offers extensive training
• does not intervene with actual job performance
• enables actual learning
• provides exposure to various jobs
• is integrated into job
• is informal
Evaluation of Training Effectiveness
Four Levels of Training Effectiveness
• Level 1 Reaction: Assess the trainee’s response to the program. Did they prefer the program? Did they regard it as worthwhile?
• Level 2 Learning: Examine the trainees to identify if they mastered the facts, skills and principles they were to learn
• Level 3 Behavior Application: ask if the trainee’s behavior on the job altered because of the training program. For instance, are workers in the store’s complaint department more mannerly toward unhappy customers than previously?
• Level 4 – Business Impact: What final outcomes were obtained with regards to the training objectives formerly set? Did the number of customer complaints about worker drop? Did the reject rate improve? Was turnover minimized, etc?
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