TRAINING DESIGN: Objective and Development

Presented by: Carla Eusebio

THE BUSINESS ROLE OF TRAINING AND DEVELOPMENT
Formal Training &
Employee  Training refers to a planned effort by a
Development
company to facilitate learning of job-
related competencies, knowledge, skills,
-Learning
and behaviors by employees.
*Human
capital
 Development refers to training as well as
formal education, job experiences,
relationship, and assessments of
PERFORMANCE IMPROVEMENT
Knowledge Reach Business Goals Informal personality, skills, and abilities that help
Management Learning
employees prepare for future jobs or
positions.
 WHY CONDUCT TRAININGS?
Formal Training &
Employee  Human capital refers to knowledge
Development
(know what), advanced skills (know
how), system understanding and
creativity (know why), and motivation to
-Learning deliver high-quality products and
*Human capital services (care why).

 Human capital may be more valuable

PERFORMANCE IMPROVEMENT than physical capital (equipment or
Knowledge Reach Business Goals technology) or financial capital
Informal Learning
Management
(monetary assets, cash).
 WHAT IS a TRAINING DESIGN?
 Refers to systematic approach for developing training
programs.
 Valuable points in designing a training:
 Training design is effective only if it helps employees
reach instructional or training goals and objectives.
 Measurable learning objectives should be identified
before the training program begins.
 Evaluation plays an important part in planning and
choosing a training method, monitoring the training
program, and suggesting changes to the training design
process.
 The training design process sometimes is referred to as the
ADDIE model.
The ADDIE model

 Method of instructional
design consists of five
phases that trainers and
instructional designers
use to plan and
implement training.
The Training Design Development
7. Monitoring and
1. Conducting 4. Selecting Training
Evaluating the
Needs Assessment Method
Program

2. Ensuring
Employees’ 5. Developing an
Readiness for Evaluation Plan
Training

3. Creating a
6. Ensuring Transfer
Learning
of Learning
Environment
Step 1: Conducting Needs Assessment
 Organizational Analysis
 Person Analysis
 Task Analysis
Step 2: Ensuring Employees’ Readiness for Training
 Attitudes and Motivation
 Basic Skills
Step 3: Creating a Learning Environment
 Learning Objectives
 Meaningful Material
 Practice
 Feedback
 Community of Learning

Step 4: Ensuring Transfer of Training

 Self-Management
 Peer and Manager
 Support
Step 5: Developing an Evaluation Plan
 Identify Learning Outcomes
 Choose Evaluation Design
 Plan Cost-Benefit Analysis

Step 6: Selecting Training Method

 Traditional
 E-learning
Step 7: Monitoring and Evaluating the Program
 Conduct Evaluation
 Make Changes to Improve the Program
Significant issues and concerns:

 Failing to achieve high value via transfer of the learning

 Hectic employees schedules
 Different learning habits
 Expensive costs
 Trainings in actual companies

Valiant Distribution Mega Fishing Nestle corp. Google

Inc. Corporation
 Traditional  Traditional  Nestle  Discussion
Training Training Apprenticeship  Simulations
(Classroom style) (Classroom style) program  OTJ Training
 Local and  Micro-learning
International
Training
Training and Development Strategy and Its Role in Organizational Performance
by: Abdus Sattar Niazi

A. Key Points of the Article:

 Training development directly contributes towards organizational business goals
and objectives and increase productivity and quality of work of employees and
thereby increasing organizational performance
 HR’s role is to establish and implement a roadmap for strategic training and
development.

B. Insights and Comments

 It is vital for an organization to develop its training and development strategy as
Human capital is a valued asset that is priceless and grows more valuable through
the years.
Training and Development Strategy and Its Role in Organizational Performance
by: Abdus Sattar Niazi

C. Questions about the article

 Article stated that “Line Managers should be involved in training needs analysis and
policy decisions for learning”. However, my concern is:
 Should the trainees also be involved in the training needs analysis?

D. Application of the Article in the workplace

 The training needs analysis should be conducted to effect proper training design to
benefit both the employee and employer.
 Companies should address the importance of T&D in the attainment of their
organizational goals and objectives.
References:
 Andriotis.N.(2018) Training and Development Challenges and Solutions in the
Workplace. Retrieved from: https://www.talentlms.com/blog/training-challenges-
solutions-workplace/
 Lombardo, J. (2017). Google’s HRM: Training, Performance Management Retrieved
from: http://panmore.com/google-hrm-training-performance-management
 Noe, R.A (2017). Employee Training and Development. New York: McGraw-Hill
Education.
 Niazi, A. (2011). Training and Development Strategy and Its Role in Organizational
Performance. Journal of Public Administration and Governance. Vol I, No. 2
TRAINING DESIGN: Objective and Development
Presented by: Carla Eusebio