Training and Development

Lecturer: Le Tran Tuan Anh

Faculty of Economics and Business
Training and Development

Group discussion:
1. Can recruiting a potential employee ensure that that person can work
well in the organization or not?
2. Why do an organization need training?

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Learning objectives
• Understand what is training
• Describe the basic training process
• Describe how you identify training needs
• Explain training methods
• Understand what is management development
• Assessing training effectiveness

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I. What is training?
• Training is the process of teaching new or current
employees the basic skills they need to perform
their jobs
• Training is used to focus mostly on technical skills
• In addition, training is also used to provide soft
skills

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Orienting employees/onboarding
• Orientation provides new employees the
information they need to function and
helping them start being emotionally
attached with the firm.
• Ideally, onboarding should start before the
employee's first day with a welcome note,
orientation schedule, and instructions on
necessary documents

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Purposes of employee orientation
• Make the new employee feel welcome at home and part of the team.
• Make sure the new employee has the basic information to function effectively, such as e-
mail access, personnel policies and benefits, and expectations in terms of work behavior.
• Help the new employee understand the organization in a broad sense (its past, present,
culture, and strategies and vision of the future).
• Start socializing the person into the firm’s culture and ways of doing things.

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ADDIE Five-steps training process

ADDIE training process model:

1. Analyze the training need
2. Design the overall training program
3. Develop the course
4. Implement training
5. Evaluate the course’s effectiveness

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Training, learning and motivating
• Training will be more effective if trainers understand how people learn. Some
suggestions are discussed below:
- Make learning meaningful
- Make skills transfer easy
- Motivate learner

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II. Training need analysis
There are 2 main ways to identify training needs:
➢ Performance analysis: is the process of verifying that there is a performance deficiency and
determining whether the employer should correct such deficiencies through training or some
other means (like transferring the employee)
➢ Task analysis: assessing new employees’ training needs.

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Sample of task analysis

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II. Training need analysis
Other ways to identify training needs:
• Individual employee daily diaries
• Observations by supervisors or other specialists
• Interviews with the employee or his or her supervisor
• Tests of things like job knowledge, skills, and attendance
• Assessment center results

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III. Training methods
There are numemous training methods:

• On-the-job training • Apprenticeship • Simulated training

training
•Programmed • Audiovisual based •Internet-based
learning training training
• Computer-based • Vestibule training • Lecture
training

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1. Lectures
• Lecturing is a quick and simple way to present knowledge to large groups
of trainees, as when the sales force needs to learn a new product’s features.

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2. Audiovisual-based training
• Film, audiotape, videotape, PowerPoint slides, etc.
• Advantages:
- Enable to stop-action, instant replay, fast-slow
motion
- Enable to show special event such as tour of a
factory, open-heart surgery
- Company-wide training
• Disadvantage:
- More expensive than lectures

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3. Programmed learning
• A systematic method for teaching job skills, involving presenting questions or facts,
allowing learners to respond, and giving them immediate feedback on the accuracy of
their answers.

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Programmed learning
Advantages:
- Allow trainees to learn at their own pace
- Provide immediate feedback
Disadvantages:
- Not learn much more than from a traditional textbook
- Costly to develop the manuals and software programmed instruction

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4. On-the-job training (OJT)
• OJT means a person learns by actually doing it.
• There are several types of OJT:
➢ Coaching by supervisor or experienced worker
➢ Observing the supervisor
➢ Job rotation: move from job to job

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4. On-the-job training (OJT)

Relatively Trainees learn while

inexpensive Advantages producing
of OJT

No need for expensive Trainees learn by doing,

off-site quick facilities get feedback on their
like a classroom performance

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5. Vestibule training
• Trainees learn on the actual or simulated
equipment but are trained off the job
(perhaps in a separate room or vestibule).
• Necessary when it’s too costly or
dangerous to train employees on the job.

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6. Apprenticeship training
• A structured process by which people become
skilled workers through a combination of
classroom and OJT practice.
• The learner studies under the guidance of a
master craftsman.

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7. Distance and internet-based training
• Various forms of distance learning methods:
- Traditional courses
- Tele-training
- Videoconferencing
- Internet-based classes

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8. Computer-Based training (CBT)
• Computer-based training uses interactive computer-
based systems to increase knowledge or skills.
• Advantages:
- Interactive technologies reduce learning time
- Cost effective once designed and produced
- Instructional consistency, mastery of learning
- Increase retention and trainee motivation

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9. Simulated training and gaming
• A method in which trainees learn on the actual
or simulated equipment they will use on the
job.
• Training employees on special off-the-job
equipment, as in airplane pilot training, so
training costs and danger can be reduced.

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IV. Management development program
• Aim to improve performance of managers by imparting knowledge, changing
attitudes, or increase skills.
• The process:
➢ Assess the company’s strategic needs
➢ Appraise the manager’s performance
➢ Develop the managers/future managers
• Management development programs should reflect the firm’s strategic plans
• Some development programs are company-wide and involve all managers
• Some programs aims to fill specific positions (such as CEO)→ this usually
involve succession planning
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Succession planning
• The process of systematically identifying, assessing, and developing
organizational leadership to enhance performance.
• Succession planning process:

Step1: Forecast management needs

Step2: Review the company’s management skills inventory to assess

current talent

Step 3: Create replacement charts that summarize potential

candidates and each person’s development needs

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Managerial OJT
• OJT not just for non-managers
• Include job rotation, mentoring and action learning
• Advantages of global Job rotation:
- increased flexibility
- establishment of informal networks
- improved communication and understanding
- facilitation of communication and shared values.

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Off-the-job management training

Case study
Management method Behavior
games modeling

Methods
Seminar and In-house
for training
conference training centre
managers

University-related
program Executive coach
Role play

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V. Evaluating training programs
• There are 4 items to measure:
➢ Participants’ reaction to the program
➢ What the trainees learned from the program
➢ To what extent their on-the-job behavior changed as a result of the program
➢ Results/Performance

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Activity

• Read the case study and answer question

• Write down your group’s answers and submit them to your lecturer

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1) ________ provides new employees with the basic background information required to perform
their jobs satisfactorily.
A) Employee recruitment B) Employee selection
C) Employee orientation D) Employee development
2) Which of the following would perform the initial orientation in most firms?
A) HR specialist B) mid-level manager
C) administrative assistant D) immediate supervisor
3) Maria was recently hired as an accountant with a large marketing firm. Today is Maria's first day
of work, and she will be attending an employee orientation session. Which of the following is
LEAST likely to be addressed during Maria's orientation?
A) employee benefits B) daily routine C) safety measures D) sales methods

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4) Which of the following is NOT one of the primary purposes of employee orientation?
A) The employee should become skilled with the firm's software.
B) The employee should understand the organization in a broad sense.
C) The employee should have a clear understanding of what is expected.
D) The employee should begin the process of learning the firm's preferences.
5) What is an alternative term for employee orientation?
A) Development B) acculturation C) recruiting D) onboarding
6) Which of the following terms refers to the methods used to give new or present employees
the skills they need to perform their jobs?
A) Orientation B) training C) development D) appraisal

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7) Lucas, an HR manager, has been assigned the task of creating a training and development program for his
firm's employees. According to the ADDIE training process model, what is the first step that Lucas should take?
A) assess the program's successes or failures
B) design the program content
C) conduct a needs analysis
D) train the targeted group of employees
8) Anna, an HR manager, wants to determine the training needs of a new employee in the shipping department.
Which of the following would most likely help Anna?
A) needs analysis
B) task analysis
C) performance analysis
D) training analysis

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THANKS YOU