Training & Development
Dony Eko Prasetyo, S.IP.
Orientation
Orientation
• Introduction of a new employee to
his/her job and the organization.
• A program designed to help
employees fit smoothly into an
organization; also called
socialization.
• Orientation or socialization is
designed to provide new employees
with the information needed to
function comfortably and effectively
in the organization.
Orientation content
– Information on employee benefits
– Personnel policies
– The daily routine
– Company organization and
operations
– Safety measures and regulations
– Facilities tour
Orientation
•
1.
2.
3.
(continued)
It conveys three types of information:
General information about daily work
routine.
Review of organization’s history ,purpose
operations, and products or services and
contribution of employee’s job to the
organization’s needs.
Presentation of organization’s policies,
work rules and employee benefit.
Types of Orientation
•
Two types of orientation:
1. Work unit orientation:
Familiarizes employee with goals of
work unit, contribution to the unit’s
goals, introduction to co-workers.
2. Organization orientation:
Informs employee about the
organization’s objectives, history
,philosophy procedures and rules,
human resource policies and benefits.
Tour of organization’s work facilities.
Orienting Employees
(cont’d)
• A successful orientation should
accomplish four things for new
employees:
– Make them feel welcome and at ease.
– Help them understand the organization in a
broad sense.
– Make clear to them what is expected in
terms of work and behavior.
– Help them begin the process of becoming
socialized into the firm’s ways of acting and
doing things.
Training
• THERE IS NOTING TRAINING CAN NOT
DO; NOTHNG IS ABOVE ITS REACH;IT
CAN TURN BAD MORALS TO GOOD, IT
CAN DESTROY BAD PRINCIPLES and
CREATE GOOD ONES, IT CAN LIFT MEN
TO ANGELSHIP.
Mark Twain
• “Tell me and I forget, teach me and I
remember, involve me and I learn”
Benjamin Franklin
Training Programs
• A process designed to maintain
or improve current job
performance.
• Most training is directed at
upgrading and improving an
employee’s abilities or skills.
The Training Process
• Training
– The process of teaching new employees
the basic skills they need to perform their
jobs.
• The strategic context of training
– Performance management: the process
employers use to make sure employees
are working toward organizational goals.
• Web-based training
• Distance learning-based training
• Cross-cultural diversity training
The Training and
Development Process
• Needs analysis
– Identify job performance skills needed, assess
prospective trainees skills, and develop objectives.
• Instructional design
– Produce the training program content, including
workbooks, exercises, and activities.
• Validation
– Presenting (trying out) the training to a small
representative audience.
• Implement the program
– Actually training the targeted employee group.
• Evaluation
– Assesses the program’s successes or failures.
Analyzing Training Needs
• Task analysis
– A detailed study of a job to identify the
specific skills required, especially for new
employees.
• Performance analysis
– Verifying that there is a performance
deficiency and determining whether that
deficiency should be corrected through
training or through some other means
(such as transferring the employee).
Needs Analysis
 3 Levels of Needs Analysis:
 Organizational analysis: What are the
training needs of the organization?
 What training will support the organization’s
strategy?
 Example: Internal growth strategy (growth from new
products or new markets) would be supported by
training in:
 Creative thinking
 New product development
 Understanding & evaluating potential new markets
 Technical competence in jobs
 Example: What are the training needs for other
strategies?
 Low-cost leadership, focused (niche)
concentration, external growth (mergers &
acquisitions), downsizing & divesting
Needs Analysis
 3 Levels of Needs Analysis (more):
 Organizational analysis (more)
 What training will support the
organization’s culture, goals, & priorities?
 Some organization’s emphasize training more
than others
 Learning organization: use training linked to
strategic goals as a source of competitive
advantage
• Features: Learning culture,
valuing employees, flexibility &
experimentation, continuous
learning, critical thinking,
knowledge generation & sharing
 What’s your training budget?
Needs Analysis
 3 Levels of Needs Analysis (more):
 Organizational analysis (more)
 Use benchmarks of organizational health
& success to identify training needs
 General examples:
 Headcount
 Productivity
 Costs
 Quality
 Specific examples for an airline:
 On-time rates
 Lost baggage rates
 Employee injury rates
Needs Analysis
 3 Levels of Needs Analysis (more):
 Job and task analysis: What are the
training needs of each job in the
organization?
 Examine the job descriptions:
 What tasks & duties are performed by each job?
 For each task:
 Do new hires already know how to perform the
task or will they have to be trained? (Helps to
identify training needs)
 What are the consequences of performing the
task incorrectly? (Helps to set training priorities)
 Can the task be learned on the job, or should it be
taught off the job? (Helps to identify training
methods)
Needs Analysis
• 3 Levels of Needs Analysis
(more):
– Individual analysis: What are the
training needs of each individual
employee in the organization?
• Examine each employee’s
performance appraisal
• Do certain employees, or groups of
employees, have job performance that
might be improved by training that is
cost-effective?
Training Methods
Classroom
Video
Computer Assisted
Instruction
Simulation
On-the-Job
1. Classroom Instruction
PROS
CONS
• Efficient dissemination
of large volume of
information.
• Effective in explaining
concepts, theories, and
principles.
• Provides opportunity for
discussion.
• Learner does not control
pace or content
• Does not consider
individual differences.
• Limited practice.
• Limited feedback.
• Limited transfer to job.
2. Video and Film
PROS
• Provides realism.
• Adds interest.
• Allows scheduling
flexibility.
• Allows exposure to
hazardous events.
• Allows distribution to
multiple sites.
CONS
• Does not consider individual
differences.
• Limited practice.
• Limited feedback.
• Adds additional cost.
due to:
* Script writers
* Production specialists
* Camera crews
3. Computer Assisted Instruction
PROS
• Efficient instruction.
• Considers individual
differences.
• Allows scheduling
flexibility.
• Allows active practice
for some tasks.
• Allows learner control.
• Provides immediate
feedback to tasks.
CONS
• Limited in presenting
theories and principles.
• Limited discussion.
• Transfer depends on
particular job. (Good for
computer work.)
• High development cost
(40-60 hours per hour of
instruction at approx Rs.
10,000 per hour.)
5. Simulation
•
•
•
•
•
•
•
PROS
CONS
Provides realism.
• Cannot cover all job
aspects.
Allows active practice.
• Limited number of trainees.
Provides immediate
• Can be very expensive (for
feedback.
example, “aircraft
Allows exposure to
simulators” and “virtual
hazardous events.
reality” simulators).
High transfer to job.
No job interference.
Lowers trainee stress.
6. On-The-Job Training
PROS
• Provides realism.
• Allows active practice.
• Provides immediate
feedback.
• High motivation.
• High transfer to job.
• Lowers training cost.
CONS
• Disruptions to operations.
• May damage equipment.
• Inconsistent across
departments.
• Inadequate focus on underlying
principles.
• Lack of systematic feedback.
• Transfer of improper
procedures.
• Trainee stress.
Computer-based Training
(CBT)
• Advantages
– Reduced learning time
– Cost-effectiveness
– Instructional consistency
• Types of CBT
– Intelligent Tutoring systems
– Interactive multimedia training
– Virtual reality training
Distance and InternetBased Training
• Teletraining
– A trainer in a central location teaches groups of
employees at remote locations via TV hookups.
• Videoconferencing
– Interactively training employees who are
geographically separated from each other—or
from the trainer—via a combination of audio and
visual equipment.
• Training via the Internet
– Using the Internet or proprietary internal
intranets to facilitate computer-based training.
Evaluating the Training
Effort
• Designing the study
– Time series design
– Controlled experimentation
• Training effects to measure
– Reaction of trainees to the program
– Learning that actually took place
– Behavior that changed on the job
– Results that were achieved as a result of
the training
Time Series Training Evaluation Design
Figure 8–5
A Sample
Training
Evaluation
Form
Training
Evaluation
30
Training Evaluation
 4 Levels of Evaluation (Kirkpatrick,
1983)
 Level 1: Reaction: measure the
satisfaction of the trainees with the
training program
 Satisfaction questionnaire
 Level 2: Learning: measure how much
the trainees have learned
 Written tests
 Performance tests
 Simulation tests
Training Evaluation
 4 Levels of Evaluation (more)
 Level 3: Behavior: measure the trainees’
job performance back on their jobs
 Performance appraisals
 Level 4: Results: measure the impact on
the organization





Profits
Costs
Productivity
Quality
Injury rates, etc.
Developmental Programs
• A process designed to develop skills necessary for
future work activities.
Difference between Training and
Developmental Programs
•
•
Training is for the current
improvement in the job while
developmental program is for
improving the skill which will be used
in the future.
Both managers and non-managers
receive help from training and
developmental program but mostly
non-managers are concerned with
training while the managers are
concerned with developmental
programs.
Why Training and
Developmental Program?
•
To improve three types of skills
1) Technical skills
2) Interpersonal skills
3) Problem solving skills
Types Of Skills
• Technical Skills:
“The skills of improving basic skills
like the ability to read , write and
doing math computations as well
as job specific competences”.
Types Of Skills
(continued)
• Interpersonal skills:
“This type of training includes
learning how to be better listener,
how to communicate ideas more
clearly and how to reduce
conflicts”.
Types Of Skills
(continued)
• Problem solving skills:
“These skills include participating
in activities to sharpen logic ,
reasoning and skills at defining
problems, being creative in
developing alternatives,
analyzing alternatives and
selecting solutions”.