Steps in Training

Training Process
• Assessment of Training Needs:
• Design the overall training program:
• Develop the program :
• Implementing the training:
• Evaluate the program effectiveness:
 1) Assessment of Training Needs
• Needs assessment refers to the process used to determine
whether training is necessary or not.
• Needs assessment typically involves
– organizational analysis,
– person analysis, and
– task analysis.
 2) Design the overall training
program:
• Design means – planning the overall training program including
– Setting performance objectives
– Creating a detailed training outline (All training programs from start to
finish)
– Choosing a program delivery method (lectures, web etc)
– Verifying (evaluating) the overall program design with management
• Design should also include
– Creating a motivational training environment
– Manager reviewing training program content ( activities, exercises,
books, technology used etc)
– Estimated budget for the training program.
 3) Develop the program :
• Program development – assembling or creating the program’s
training content & materials.
• Choosing the actual content of the program
• Choosing the specific instructional methods (lectures, cases,
web based etc)
• Training equipment & materials ( slides, ipads, workbooks
etc)
 4) Implementing the training:
• On the job training:
• Off the job training:
 On the job training - methods
• Coaching:
• Job Rotation :
• Apprenticeship:
• Job Instruction training:
• Informal Training:
 Off the job training - methods
• Lectures:
• Programmed Learning:
• Behaviour modelling:
• Audio-visual based training:
• Vestibule Training:
• Video conferencing:
• Computer based training:
• Simulated learning:
• Virtual classroom:
5. Evaluate the program effectiveness:
Designing the evaluation study:
• To check - Is the outcome or results of the trainees are due to the
training program or not?
• Controlled experimentation –
– Uses a training group and a control group that receives no training.
– Data to be obtained from both the group before and after one group is
exposed to training and same with the controlled group.
Training Effects to Measure:
– Reaction: Do they like it? Do they think it is worth?
– Learning: Test the trainees to determine whether they have learned
the principles, skills, which they are supposed to learn.
– Behaviour: Ask whether trainees on the job behaviour changed
because of the training program.
– Results: Check - What results did we achieve, in terms of the training
objectives previously set? Example – Did the number of customer
complaints reduced?