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Types of Training
Strategic Training Informational Training Operational Training

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Models of Training Department Organisation

Faculty (Product) Model Client (Customer) Model Matrix Model Corporate University

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Faculty Model Of Training Department Organisation

Training Director

Mgt Developm ent Consultant 1

Sales Skills Consultant 2

Computing Skills Consultant 3

Administrative Support Skills Consultant 4

Legal Regulations Consultant 5

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Client Model Of Training Department Organisation

Training Director

Operation s Dept Consultant 1

Informatio n Systems Dept Consultant 2

Marketing Dept Consultant 3

Finance Dept Consultant 4

Internal Program Developme nt Director Consultant 5

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Matrix Model Of Training Organisation Training Director

Consultant 1 Consultant 1 Consultant 1

Financial Mktg Dept Client Population Controllers Dept

Operations Department

Assignment

Subject Matter Expertise

Desktop Technology

Special Projects

Selection of new pc based training administrati on

Team Building and Self Managed Work Groups Developmen t of video for new hire orientation program

Executive Education

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Selection of 360 degree fedback instrument for use in performance reviews

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Corporate University Xchange Core Workplace Curriculum for a Financial Services Firm

Core Workplace Competencies Learning to learn, Communication, Creative Thinking,Technology Literacy,Colllaboration,Creative thinking,Problem Solving,,Leadership Development,Careeer Self management Contextual Framework Customers Suppliers Competitors, Industry Trends, Business Strategies,Best Practices Corporate Citizenship Values,Culture,History,Traditions
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Amity Business School

TRAINING DESIGN FUNNEL

Identify learning requirements with a needs analysis for a target population Group learning needs into logical clusters of learning outcomes Develop training programss goals from clusters of learning outcomes Develop learning objectives for each program goal ( Cognitive or behavioural Plan for program delivery

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Considerations while designing a Training programme

1. Cover all contents of the training programme 2. Motivating / Interesting Training programme 3. Combination of training methods 4. Simple to complex 5. Logical sequence of attitude/knowledge/skills
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6. Divide into modules 7.Break up 8. Timing of the training

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Trainers Skills and Styles

Communication Skills It can be classified into 3 categories: A. Verbal language B. Listening Skills C. Motivating participants

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Questioning Skills Body Language and Gestures Handling Difficult Questions Creativity Skill Technical Skill Interpersonal Skill Analytical and Evaluative Skills Administrative Skills Commercial Awareness
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Personal Credibility Respect for authority Tolerance of ambiguity Managerial Skills Designing Skills Humour

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Integrity Transparency Resilience Credibility Rapport Building Confidence Feedback Sensitivty

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TRAINING METHODS

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How do you choose the right training methods?

Once you have determined the training outcomes and specific training objectives

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determine the methods you will use to convey the information you wish to present.

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Training Methods
On the Job Training Methods Job Rotation Apprenticeships Coaching Job instruction Committee Assignments

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Off the Job Training Methods

Lecture Talk Discussion Role Play Case Study Exercise method Application Project
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Contd
In Basket ( In Tray) Business Games Sensitivity Training ( Group Dynamics) Experiential Learning Method Outward Bound Learning( OBL ) Method

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On-the-Job Training
Advantages No specific facilities needed Real life situation/not simulated Productivity Trainee establishes relations from start No off-the-job cost Learning can be controlled
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Disadvantages Risk to machines and increase in scrap Part-time instructor may lack skill in training Lack of time due to pressure of production Psychological pressure before experienced workers

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Off -the- Job Training

ADVANTAGES
Relaxed atmosphere,away from home and work, no distractions Specific difficulties are easier to explore Test hypotheses and ideas in low risk environment Improves morale and motivation for selfdevelopment

DISADVANTAGES
Cost of external facilities Difficulty of simulating work problems Resistance of trainees being away from home(lengthy training)

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