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Presented By: Rahul Kumar Shivam Gupta Ankita Mishra Geetika Shukla Prachi Tiwari
initiated by performance problems or change assessment done to clarify problem, determine if training is the solution, analyze performance, and characteristics of
trainees
Development
Development refers to those learning opportunities designed
to help employees grow .
Development Objectives:There are four other objectives:Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives maintain the departments contribution at a level suitable to the organizations needs.
Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society.
T&D Methods
Classroom Programs Mentoring Coaching Reverse Mentoring Case Study Videotapes Role Playing Apprenticeship Training Vestibule Training Simulations
Business Games In-Basket Training Distance Learning and Videoconferencing Computer-based Training Virtual Reality E-learning On-the-Job Training Job Rotation Internships
Behavior Learning
Reaction
The Four Levels represent a sequence of ways to evaluate (training) programs.As you move from one level to the next, the process becomes more difficult and time-consuming, but it also provides more valuable information. (Kirkpatrick, 1994, pg. 21)
Reaction:
is the measuring of the reaction of the participants in the training program. is a measure of customer satisfaction. (Kirkpatrick, 1994, pg. 21)
Learning:
is the change in the participants attitudes, or an increase in knowledge, or greater skills received, as a result of the participation of the program.
Learning
The measuring of learning in any training program is the determination of at least one of these measuring parameters: Did the attitudes change positively? Is the knowledge acquired related and helpful to the task? Is the skill acquired related and helpful to the task?
Behavior
Level 3 attempts to evaluate how much transfer of knowledge, skills, and attitude occurs after the training.
Knowledge
how to do it
Work
Reward
Results
Level 4 is the most important and difficult of all - determining final results after training.
Evaluation Questions:
Increased production? Improved quality? Decreased costs? Improved safety numbers? Increased sales? Reduced turnover? Higher profits?
T&D Metrics:
Avg. Number of Training Hours per Emp.
Avg. Investment per Emp. = Total Training Budget/ Total no. of Emps Employee Satisfaction rate = No. of employees satisfied/Total no. of Emps
Example: Reduce transit technician repair time by 30 minutes per repair 30 min x Rs100/hour = Rs50 Rs50 x 1,500 repairs per year = Rs75,000 Cost of training = Rs50,000 (Benefit Cost)/Cost = ROI (Rs75,000-Rs50,000)= Rs25,000 savings Rs25,000/Rs50,000 investment = 50% ROI