TRAINING PROCESSES

1. Write a short note on training plan ?

1.1 A training plan is a detailed document that guides the planning and delivery of
instruction. Whether training people one-on-one or in groups, in person or
online, a well-developed training plan allows you to prepare for and deliver
thorough and effective classes.
1.2 Consider the goals of your organization. In order to conduct effective training
sessions, you need to keep in mind the objectives of your business or
organization. These goals should guide you as you develop your training plan.
For example, if the main goal of your business is to increase sales of medical
supplies, you'll want to make sure to convey that to your trainees.
1.2.1 If your company has a mission or vision statement, use that to guide
you as you develop your training goals. You want the training goals to
be compatible with the overall objectives of your company.
1.2.2 Be aware of what you want to accomplish. For instance, the purpose
of the training may be to prepare employees for emergencies,
improve business offerings or protect the privacy of clients.
1.3 Identify the benefits for trainees. Make it clear to your trainees that there will
be tangible benefits that each will gain by completing the training. Perhaps your
trainee will earn a new certification that qualifies her for more responsibility. Or
maybe there is greater job security for those who have completed training.
Whatever the case, convey these benefits at the outset of training.]
1.3.1 Outline the skills, information, and certifications that participants will
gain by undergoing the training. These might include mastery of
specific software applications, detailed knowledge of company
policies and procedures, or enhanced customer service skills.
1.4 Recognize desired outcomes. Include in your plan the specific outcomes you
want the training to achieve. Be as clear as possible. These should be more
specific than the overall goals of the training. For example, you could say, "At the
 end of training, we will have 25 new employees ready to begin their first week of
work in the Accounting Department at XYZ".
1.4.1 If possible, note the benefits of achieving these goals. You might note, "Once
these new employees are trained we will have X number more hours of
production each week, which should increase our overall profits by X%."

2. What are the elements of programme design ?

2.1 The designing of a training programme is very important to impart and

enhance the learning of the trainees. Technique of arranging the course
content in a logical manner, so as to enable the trainees to learn the
maximum from training course is called training design.

2.2 The elements of programme design are as under

2.2.1 Programme title.

2.2.2 Programme objectives.

2.2.3 Contents of the programme.

2.2.4 Duration of the programme.

2.2.5 Topics of each session with session objectives.

2.2.6 Duration of each session.

2.2.7 Name of lead faculty for each session.

2.2.8 Names of guest speakers.

2.2.9 Date,time,duration of inaugural session.

2.2.10 Date, time and duration of the valedictory session.

2.2.11 Name of the Chief guest for leading the inaugural and
valedictory session.
 2.2.12 Date,time,duration,place and things to be carried by the
participants for the field visit/study visit.

2.2.13 Methods of training to be adopted during the programme.

2.2.14 training materials/audio visual aid if any , required for the

training programme.

3. What are the stages of designing a structure ?

3.1 Review the training objectives - The purpose of the training and
development function is to: Organize and facilitate learning and
development. Expedite acquisition of the knowledge, skills, and abilities
required for effective job performance.
3.2 Determine appropriate learning activities - Learning activities, as the
name suggests, are activities designed or deployed by the teacher to bring
about, or create the conditions for learning. With learning by design the
teacher mindfully designs or chooses particular learning activities based on
which knowledge process is activated by that activity.
3.3 Assess training times
3.4 Construct the timetable - A training schedule is a schedule which includes
the different activities involved in a training program or process. Usually, a
training schedule lists the different training sessions and activities including
the time allocated for each session, and the facilitator or training conductor
of the session.
3.5 Brief the trainers – The brief to the trainers would be as under
3.5.1 The work to be done;
3.5.2 The person or post-holder who is the lead contact in the
organisation
3.5.3 The timescale and deadlines for the stages, if relevant;
3.5.4 The fees to be paid.
3.5.5 What expenses will be charged for, and at what rate;
3.5.6 Whether the trainer/consultant is registered for VAT, and if so
whether VAT is included in the fees and expenses or will be added;
 3.5.7 When invoices will be presented and when payment is due;
any required insurances.
3.5.8 The work to be done by the organisation e.g. arranging
meetings, printing; copyright of written and other creative materials
(note that unless agreed otherwise, copyright belongs to the creator
of the work, i.e. to the consultant/trainer), and the extent of any
licence to use copyright work; compliance with the organisation’s
equal opportunities, data protection, confidentiality, health and
safety and other relevant policies and procedures;
3.5.9 How and when the work will be reviewed and what will happen
if either party is dissatisfied;arrangements for postponement or
termination by the organisation (proportion of fees and timescales);
arrangements for postponement or termination by the consultant
(through illness, emergencies or other reasons).

3.6 Organise the preparation of material and equipment

4. What are the key factors in designing and developing a programme ?

4.1 In preparing the training design, you need to keep those factors in view that have
the potential of influencing the implementation of the programme. This makes the
programme functional and practical. The relevance and relative importance of these
factors for a particular programme depends on its genesis, nature, objectives, and
duration.

4.2 The Learner .The learner occupies centre stage. The pitch of the programme is to
be tuned to the learner. For achieving this the learner’s background, age ,past
experience, prior learning and educational level of the learners are all important.

4.3 The facilitator or the trainer The trainer should have something significant to
pass to the learner besides acceptable personality and effective communication. The
level of trainer’s skill ,knowledge and ease with which he could adopt himself to the
different methods of training play a critical role.
 4.4 The learning environment – The learning environment means the physical
environment. The design should take into consideration the physical location of
training when he wants to explain ,the fuel tank manufacturing in two wheeler
factory. He has to certainly take into account the noise level prevailing in that place.
For such explanation the design may consider vestibule training to make learning
effective.

4.5 Learning characteristics - The learning characteristics like motivation , individual

difference , scale of learning ,interference while learning , transfer of learning to the
real work area, etc play a significant role in their application to the design of training.

4.6 Training resources and training policies - The resource allocation is one of the
major , critical aspects of training systems.A realistic cost benefit analysis will throw
true light on benefits of training , role of training in meeting needs and
itscredibility.The benefits out of training must outweigh costs.A viable professional
approach to training will not burden the resources. However , issues like top
management commitment , budget availability and organisational culture provide
either opportunity or threat for training initiatives.

5. List the important considerations while designing a training programme.

5.1 Interesting programme flow and design – The programme should be motivating
and captivating . Since the employees are adult learners, something useful and new
should be there for them to learn in the training programme. Some of the strategies
like using different training methods ,usage of audio visual aids, usage ,usage of new
training techniques , designing a job related programme and ensuring the
involvement of trainees making the programme more participative and experiential
through field through field visits, etc will go a long way in making the programme
more interesting.

5.2 Scaling from simple concepts to complex concepts – The course should be so
designed that it starts with simple course content and scales up to complex course
content. This also helps in sustaining interest of the trainees.
 5.3 Complete coverage – The programme design should ensure complete coverage
of the content of the programme .No important concept should be left uncovered as
this may defeat the very purpose of the programme.

5.4 Logical sequence – The programme flow should be designed in such a way that
the topics covered are inter-related and the sequential connection is maintained.
The programme should start with imparting knowledge , development of skill and
end in changing the attitude of the trainee towards the job.

5.5 Modular design – The course content should be divided into different
modules.The modular system will enable the trainer to bring in focussed attention of
the trainees about the topic discussed and and facilitate concentration of the
trainees on a particular area.

5.6 Combination of different training methods – During a training programme it is

always better to combine various training methods instead of using a single training
method. Using different training methods will result in reduction of monotony in the
minds of the trainees and may motivate the trainees to learn from different
methods.

5.7 Break up of the course content - The program design should be broken up to
cover theoretical concepts , practical applications ,library references ,field
visits,Video/CD presentations , assignments if any and inaugural and valedictory
functions.

5.8 Avoid festivals and national holidays - The training programme should be
designed in such a way that important festivals or holidays do not fall during the
training programme or during the journey days.

6. Write a note on training policy.

6.1 The training policy is the link between the training function and the Human
Resource Planning . The training policy may include statement indicating top
management commitment to the value of training obligation of the organisation to
 provide training priorities before the training function and the staff involved in
training.

6.2 For the training policy to be effective

6.2.1 be precise and accurate.

6.2.2 be pro- active.

6.2.3 facilitate selling of training to non – believers.

6.3

Purpose of policy 1.Increase organisational efficiency through

skills/knowledge etc.
2. Develop individual capacities.
Specific Objectives 1. To meet job requirements and agreed standards of
performance.
2. To provide vocational skills hence ensuring
eligibility for transfer/ promotion.
3. To carry out induction/ socialisation/orientation.
4. To carry out initial training for new staff.
5. To train staff who are promoted/transferred.
6. To ensure appraisal and counselling systems are
maintained.
Responsibilities Of managers (staff/line)
Central,divisional and local role of group training services.
Further education Open university , examination leave etc

7. What are the internal and external resources in training design ?

7.1 All types of training can be offered internally or externally and there are
benefits and drawbacks to both methods.
7.2 Internal Training - The most obvious benefit of internal training is that it is
the most cost effective solution. There are no travel expenses or course
payments as internal training is typically delivered by your own HR division,
and generally having employees train each other means that you don’t need
to pay for a professional course or educational materials.

7.3 A notable feature of internal training is that it is often informal as it is

delivered by employees who are already known to each other. Depending on
the nature of the business, this can be a positive or a negative. It may be an
issue that training that is not effectively organised or formally presented
might not be taken seriously by those enrolled in the program.

7.4 An additional downside to internal training is that it can take up a

considerable amount of staff time, as staff members are needed to deliver
the training. This means that other daily tasks may be negatively impacted
and productivity levels may be reduced temporarily.

7.5 Internal training can be influenced by the familiarity of the business,

giving a narrowed perspective of what is capable within the business. This
may reduce the potential for more ambitious training to be implemented.

7.6 External training - An outside perspective is one of the main benefits of

external training; an impartial professional may offer a new way of
approaching your business that you have not previously considered. Another
key benefit is that the specialist knowledge that can be gained by
participating in external courses can set you apart from other companies.

7.7 In addition, external courses are delivered by professionals that are

skilled at not only at the subject of the training, but also at teaching and have
likely learned effective techniques to ensure that the training is properly
received. Internal trainers may be good at their job, but they do not
necessarily have the skills to train others. Professionals will have a wealth of
experience in a range of businesses, giving them in-depth knowledge in the
specific subject area which you have chosen to train your staff and this
breadth of experience can be invaluable.

7.8 External trainers can be expensive, so this is not always the most cost
effective solution for employers. On average costs for short training sessions,
such as one day courses, start at £500. There may also be travel expenses in
addition to the course cost.

7.9 The loss of control over the training when it is passed over to external
companies can be a problem for some employers. While others may consider
it a risk, as they must trust the company to deliver a high standard of training.