Employee training development

www.edventures1.com | training@edventures1.com | +91-9787-55-55-44
Employee Training & Development
RVSIMSR 26 March 2010

Today’s Agenda
• Importance of Training
• Who Will Do the Training
• How Employees Learn Best
• Developing a Job Training Program
• Retraining
• Orientation

What is training?
• Training: enhances the capabilities of an
employee to perform his or her current job
– Focuses on the current job
– Examples for a bank teller:
• Training program to correctly identify counterfeit currency
• Training program in the bank’s new computer system used by tellers to
process customer’s transactions

What is development?
 Development: enhances the capabilities of an
employee to be ready to perform possible future
jobs
 Focuses on future jobs
 Developmental education programs
 Examples for a bank teller:
 Bank sends the teller to a day-long workshop on “Emerging Issues
in Finance & Banking”
 Bank pays for the employee to get his or her MBA degree
 Developmental job experiences
 Examples: job rotation or job enlargement
 Developmental interpersonal relationships
 Example: mentoring

Training Cycle

Types of Employee Training
• Job Instruction
• Retraining
• Orientation.

Types of Training
• The big sister, big brother, or buddy system is when a old
hand shows a newcomer the ropes.
• When good training is absent there is likely to be an
atmosphere of tension, crisis, and conflict because nobody
knows what to do.

The Benefits of Training: Supervisor
• Gives the more time to manage
• Standardized performance
• Less absenteeism
• Less turnover
• Reduced tension
• Consistency
• Lower costs
• More customers
• Better service

The Benefits of Training: Workers
• Gives the confidence to do their
jobs
• Reduces tension
• Boost morale and job satisfaction
• Reduces injuries and accidents
• Gives them a chance to advance.

Then why is training often neglected?
• Urgency of need
• Training time
• Costs
• Employee turnover
• Short-term worker
• Diversity of worker
• Kinds of jobs (simple-complex)
• Not knowing exactly what you want
your people to do and how

Who will do the Training?
• The magic apron method: people train
themselves the easiest ways to get the job
done, and what will keep them from getting
into trouble.
• The person that is leaving trains: teaches
shortcuts and ways of breaking the rules.
• Big sister, big brother, or buddy method:
passes on bad habits and may resent new
person as a competitor.
• The logical person to train new workers is
YOURSEF!

How do Employees Learn the Best?
• Learning is the acquisition of skills, knowledge, or
attitudes.

How employees learn the best:
• When they are actively involved in the
learning process-(to do this choose a
appropriate teaching method).
• Training is relevant and practical.
• Training material is organized and
presented in chunks.
• Training is in an informal, quiet, and
comfortable setting.
• When they have a good trainer.
• When they receive feedback on
performance.
• When they are rewarded.

Developing a Job-Training Program
• Training plan: A detailed plan for
carrying out employee training for a unit
of work.
• 1st- establish performance standards:
they provide a ready made structure for
a training program.
• 2nd- write a training objective derived
form above.
• 3rd- Develop standard procedures (list
tasks and spell them out).

Developing a Unit Training Program
• This is taught in several sessions.
• Should include two elements:
1. Showing and telling the employee
what to do.
2. Having the employee do it (right).
• Training materials should be the
same as used on the job.

Moving from Plan to Action
• Training people with
some experience
begins with a pretest.
• Carry out the training
program with
employees who do not
meet standards.
• Once the training
process is complete
EVALUATE.

Evaluation
• Formal evaluation: uses observation, interviews, and
surveys to monitor training while its going on.
• Summative evaluation: measures results when training is
complete in five ways:
1. Reaction
2. Knowledge
3. Behavior
4. Attitudes
5.Productivity

Job Instruction Training (JIT)
• Also called on the job training.
• Consists of 4 steps:
1. Prepare the learner
2. Demonstrate the task
3. Have the worker do the task
4. Follow through

Retraining
• Needed when changes are made that affect the job,
employees performance drops below par, or when
the worker has not mastered a particular technique.

Coaching
• A positive one-on-one
approach to retraining is
referred to a coaching.
• Coaching is a two part process.
1. Observation of the
employees performance.
2. Conversation between
manager and employee
focusing on job performance.

Orientation: the pre-job phase of training.
• Introduces each new employee to the job
and the workplace.
• Tells new staff members what they want to
know and what the company wants them to
know.
• Communicates information give out a
employee handbook.
• Creates positive employee attitudes toward
the company and the job.

• +91-97-87- 55- 55- 44
• training@edventures1.com
• www.edventures1.com

Employee training development

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