Competenze-Profili e Valutazioni formative https://www.manager.it/default.asp?page=A_musicahr.html

1. 1
Training & Development

2. 2
Training
Need
Analysis
Training
Objectives
Training
Delivery
Training
Evaluation
Training ProcessTraining Process
What are
the training
needs for
this person
and/or job?
Objective
should be
measurable
and
observable
Techniques
include on-
the-job-
training,
action
learning, etc.
Measure
reaction,
learning,
behavior,
and results

3. 3
Assessing Training NeedsAssessing Training Needs
Task Analysis A detailed analysis of a job to
identify the skills required, so
that an appropriate training
program can be instituted
Competency
Analysis
Careful study of competency level
to identify a deficiency and then
correct it with a training program, or
some other development
intervention.

4. 4
Competency AnalysisCompetency Analysis
Required
competency
level for certain
position
Competency
Gap
Competency
Assessment
Current
competency
level of the
employee
Training andTraining and
DevelopmentDevelopment
ProgramProgram

5. 5
Competency Profile Per PositionCompetency Profile Per Position
1 2 3 4 5
Communication Skills
Public Speaking
Leadership
Training Need Analysis
Material Development
Training Evaluation
Communication Skills
Interview Skills
Analytical Thinking
Understand Selection Tools
Teamwork
Customer Orientation
Recruitment
Supervisor
Required Level
Required CompetencyPosition
Training &
Development
Manager
Score Required
Competency Type

6. 6
Position
Competency
Requirements
Relevant Training Modules
Leadership • Leadership I
• Communication Skills I
• The Art of Motivating Employees
• Providing Effective Feedback
SUPERVISOR
Achievement
Orientation
• Goal Setting Technique
• Work Motivation
• Planning & Organizing
• Continuous Self Improevement
Managerial competency 1 2 3 4
Leadership Required Level
Actual Level
Achievement Orientation
Teamwork
Planning & Organizing
Functional competency 1 2 3 4
Mechanical Engineering
Mechanical Equipment Maintenance
Competency Profile Per PositionCompetency Profile Per Position

7. 7
Training Matrix for Competency DevelopmentTraining Matrix for Competency Development
Communication Skills V
Leadership V
Teamwork V
Achievement Orientation V
Customer Focus V
Job Functional Skills V
Communication Skills V
Leadership V
Teamwork V
Achievement Orientation V
Customer Focus V
Strategic Thinking V
Problem Solving & Decision Making V
Job Functional Skills V
Position Managerial Competency
Supervisor
Manager
Productive
Communication
Series
OnBecoming
EffectiveLeader1
OnBecoming
EffectiveLeader2
ServiceExcellence
forCustomer
Professional
SeminarSeries
Achievement
MotivationTraining
CreativeProblem
Solving
Strategic
Management
BuildingProductive
Teamwork
V = compulsory training
Training Title

8. 8
Enhance Training EffectivenessEnhance Training Effectiveness
Make theMake the
materialmaterial
meaningfulmeaningful
Provide forProvide for
transfer totransfer to
learninglearning
MotivateMotivate
the traineethe trainee
TrainingTraining
EffectivenessEffectiveness

9. 9
Enhance Training EffectivenessEnhance Training Effectiveness
Make theMake the
materialmaterial
meaningfulmeaningful
• At the start of training, provide the
trainees with a bird’s-eye view of the
material to be presented. Knowing the
overall picture facilitates learning.
• Use a variety of familiar examples when
presenting material
• Organize the material so that it is
presented in a logical manner and in
meaningful units
• Try to use terms and concepts that are
already familiar to trainees
• Use as many visual aids as possible

10. 10
Enhance Training EffectivenessEnhance Training Effectiveness
Provide forProvide for
transfer totransfer to
learninglearning
• Maximize similarity between the training
situation and the work situation
• Provide adequate training practice
• Identify each feature of the step in the
process

11. 11
Enhance Training EffectivenessEnhance Training Effectiveness
MotivateMotivate
the traineethe trainee
• People learn best by doing. Try to
provide as much realistic practice as
possible
• Trainees learn best when correct
response on their part are immediately
reinforced.
• Trainees learn best when they learn at
their own pace. If possible, let trainees
pace themselves.

12. 12
Type of Training ProgramType of Training Program
Formal courseFormal course
OFF THE JOBOFF THE JOB
SimulationSimulation
Wilderness TripWilderness Trip
• Does not interfere with job
• Provides for fact learning
• Helps transfer of learning
• Creates lifelike situations
• Builds teams
• Builds self-esteem

13. 13
Type of Training ProgramType of Training Program
Job instructionJob instruction
trainingtraining
ON THE JOBON THE JOB
ApprenticeshipApprenticeship
trainingtraining
Job rotationJob rotation
MentoringMentoring
• Facilitates transfer of learning
• Does not require separate facilities
• Does not interfere with real job performance
• Provides extensive training
• Gives exposure to many jobs
• Allows real learning
• Is informal
• Is integrated into job

14. 14
Evaluation of Training EffectivenessEvaluation of Training Effectiveness
Level 1 - Reaction
Level 2 - Learning
Level 3 – Behavior
Application
Level 4 – Business
Impact
Four LevelsFour Levels
of Trainingof Training
EffectivenessEffectiveness

15. 15
Evaluation of Training EffectivenessEvaluation of Training Effectiveness
Test the trainees to determine if
they learned the principles,
skills, and facts they were to
learn.
Evaluate trainees’ reactions to
the program. Did they like the
program? Did they think it
worthwhile?
Level 1 -Level 1 -
ReactionReaction
Level 2 -Level 2 -
LearningLearning

16. 16
Evaluation of Training EffectivenessEvaluation of Training Effectiveness
What final results were achieved in terms of the
training objectives previously set? Did the number
of customer complaints about employee drop? Did
the reject rate improve? Was turnover reduced,
and so forth.
Ask whether the trainees’ behavior on the job
changed because of the training program. For
example, are employees in the store’s complaint
department more courteous toward disgruntled
customers than previously?
Level 3 –Level 3 –
BehaviorBehavior
ApplicationApplication
Level 4 –Level 4 –
BusinessBusiness
ImpactImpact