I.

Purpose: Establish process around training activities of HIL’s personal to improve employees’ efficiency and effectiveness in
pursuit of achieving organizational goals.
II. Scope: HIL’s supervisory & staff personnel

The seven steps in the Training & Development Process –

1. Need Analysis:
 Identify specific job performance skills needed to improve performance and productivity
 Analyze the audience to ensure that the program will be suited to their specific levels of education, experience
and skills, as well as their attitude and personal motivations.
 Use research to develop specific measurable knowledge and performance objectives
2. Objectives of Training & Development Program:
 Decide learning to be achieved
 State in terms of expected outcome of learner behavior (knowledge, skill and attitude)
3. Selection & Designing
Course curriculum based on objectives

 Determine syllabus and scope under stable to learner

 Decide subject sequence
 Determine training activities
 Decide Aids in presentation
4. Training Methods & Techniques:
 Varied to suit input of knowledge, skill & Attitude
 Maintain learner’s Interest and involvement
 Suitable time, cost and training facilities
 Meets job environment
 Strengthen learner’s learning
5. Implementation
Any training & development program implementation involves action on the following lines:

 Deciding suitable location

 Scheduling the training program
 Selection of knowledgeable & skilled trainers
 Monitoring the progress of trainees.
6. Evaluation of T & D program
Assess program success according to:

 Reaction - How well did learners like the course?

 Learning - To what extent did participants appreciate the relevant knowledge provided, skill
demonstrated and desired attitude emphasized.
 Behavior - To what extent the change expected is perceivable.
 Result - What final results were achieved? The significance in quality of work.

7. Feedback and Follow-up

● Organize on-the-job further help, guidance, counseling
● Arrange diagnostic meetings
● Extend help of superiors and colleagues.
STEP 1: Training need identification (Capturing needs)

Based on the 2 processes – identification of KSA (knowledge, skill & attitude) required for a particular job and the identification of
the existing level of KSA of a job holder.

Determine Org Link Org outcome

Determine
goals/Business plan with job position vs Identify trainable Priortize training
performance gaps
(Organization employees' KSA competencies needs
(Individual Analysis)
Analysis) (Task Analysis)

 Sources of TNI
 Organizational goals/strategic plan(long term)/Annual Business Plan(financial year)
 Manpower planning/redeployment
 Deploying new technology
 Industry benchmarking
 Surveys - Employee satisfaction, job analysis, job engagement
 Competency mapping & skill gap analysis
 Job positions
 Observation/performance in job
 PMS/performance dialogue – self & manager nomination for training
 Individual Development Plan
 Recruitment

STEP 2: Training need analysis and Designing (Developing training program)

The gaps should be analyzed and prioritized and turned into the organization’s training objectives. The ultimate goal is to bridge the
gap between current and desired performance through the development of a comprehensive training program (Training Calendar)
including learning objectives and expected outcomes.

 Methods involved in designing a training calendar –

 Level of participants (cohort, number, primary work function, experience etc)
 Content of program (acquisition of skills, attitudinal change, decision-making & problem solving skills)
 Training period (complexity of subject, trainees’ aptitude and ability to understand)
 Training methodology
 Location/demographics of training

Define purpose of Outline training Decide timelines and

training content demographics

Determine target Communicate to

Develop instructional
participants and their participants reagrding
activities
needs training program

Prepare evaluation
forms/activities and
Define training goals
Prepare the module follow-up activities
and objectives
for conducting
training
  Responsibilities for implementation of training –
 Senior Management – framing training policy, approving budget
 L&D – planning, establishing and evaluating program
 Individual – Get trained and apply in developmental activities
 Manager – Provide feedback and suggestion for improvement

STEP 3: Training Delivery

 On-the-job trainings (Brain-storming, Job instruction technique, In-basket exercises)

 Classroom training (Lectures, seminars, GDs, Case Studies, Behavior modelling)
 Coaching/Mentoring (Managers, skip level, cross functional managers)
 Self-Learning (Accessing e-books, library, KMS repository, position rotation, planned reading sessions)
 E-Learnings (Udemy, Coursera, Edx, Shaw Academy)
 Special projects, task forces

STEP: 4 Training Assessment & measuring effectiveness

Evaluation of training and development programs should be a continuous process for improving what we teach and how we
teach. Assessment helps to design and organize successful training programs, based on the feedback received from participants

 Course Evaluation
 On-job Performance (Action plan, special project, cost benefit initiatives, ensuring developmental activities)
 Pre/Post Behavior
 Work-place observations
 Pre & post tests
 Timely quizzes
 Measuring customer/stakeholder satisfaction
 Supervisor Feedback
 Quarterly performance feedback