Lecture material for Human Resources Management base on the book by Werther and Davies

1. TRAINING and DEVELOPMENT

2. TRAINING & DEVELOPMENT
Training Design
Training Technique
Benefit of Training
Training Evaluation
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3. TRAINING VS DEVELOPMENT
Training :
Improving employee’s skills for the current jobs
Short terms orientation
Development :
Enhance and increasing knowledge for the future development
Long terms orientation
Which one is the better???
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4. TRAINING VS DEVELOPMENT
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5. TUGAS MANDIRI
Read p. 282
Learn and understand the trainingprogram at Corning Glass Work!
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6. WHAT TRAINING CAN DO
Helping the employee to learn new skill
Help the employee to make adjustment with the organization changes
Helping the employee to undertsand the organization goals
Show the organization commitment toward employee development
Enhance and enrich the employee’s skill so they can contribute more
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7. TRAINING CAN’T ..
Turn the unproductive employee to become the productive one
Increase or better performance
Resolving the performance problems
Change bad leader into the good one
Reduce or eliminate communication barriers
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8. TRAINING AS…
Tools for the organization to equip the employee with the needed skill for now and the future work demand/career
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9. TRAINING SUCCESS FACTORS
Support from top management
Manager’s commitment
Use of the right technology
Level of organization complexity
Suitability between the need and the training proram
Trainee comitment
The ability to design and deliver
The demand from the supervisor for behavior changing
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10. DESIGNING TRAINING PROGRAM
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Need analysis
Training objective
Kriteria keberhasilan
Program
Delivery method
execution
Improved Employee SKA
Evaluation

11. NEEDS ANALYSIS
Activity to diagnose the current situation and the future need
Where to find the information?
Sales/production records
Employee performance
Customer complaints
Employee/supervisor discussion
Management review
Should be administered in order to optimize the training cost.
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12. NEEDS ANALYSIS
•New work procedure
•New tools/machinery
•New laws/regulation
•New technology applied
•New product or services
•Business development
•Poor performance
•Career development
•…………………………….
Sources of training need
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13. Type of training
Orientation (new employee, new location)
Career related (promotion)
Regular job improvement (new tools, new procedures)
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TRAINING GOALS

14. TRAINING GOALS
Sets up the standard of the
performance,
behavior,
other conditions which employee should possess after the training.
Theses standard then become the basis for the training evaluation.
The objectives should be clear, specific, measureable, achievable, time framed
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15. TRAINING GOALS
Examples of training objectives in telco industry;
Increase the speed and accuracy of the Customer Care
Improve custmer satisfaction
Minimize the customer complaint
New sales target for VAS or other services
Reducing churn rate
Increasing ARPU
New market penetration
Increasing customer base
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16. TRAINING PROGRAM
The depth and width of the training program and design influenced by the TNA result and training goals.
What SKA should be improved or what should be changed from the current behavior.
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17. TRAINING METHOD
Ideally, training method should concern about the trainee learning stye
The good training method could help accelerate the trainee capability to understand what they learn
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18. TRAINING METHOD
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19. TRAINING METHOD
Learning principles;
Participation
Repetition
relevance
Conformity and suitabilty with the working condition
feedback
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20. TRAINING TECHNIQUE
The choice for the training technique should be adjusted with;
Time/budget availability
Desired program
Leraning method/principe used
The availability of the facilities
Trainee’s ability
Trainer’s ability
There are no right/wrong techniques
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21. TRAINING TECHNIQUE
On-the-Job
Work instruction
Job rotation
apprenticeship
Coaching
Off-the-Job
lecture
Video presentation
Vestibule Training
Role Playing, simulation, game
Case study
……………………
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22. TRAINING TECHNIQUE
Work instruction:
Conducted on the work site
Learn to do the current job
Trainer, supervisor, & co-worker act as the instructur.
Job rotation:
Move the employee to another job.
Create variation
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23. TRAINING TECHNIQUE
Apprenticeship:
Learn from the more experienced worker.
Coaching :
Conducted by the supervisor or professional
Coach describe the model which should be followed by the trainee.
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24. Lecture and Video presentation:
Conducted in two ways comunication
Widely used because of efficient
Trainer plays important role to encourage participation, feedback, speed of transfer
Vestibule Training :
Create similar work situation so the employee can act as they do their job. For example: minisize bank or hotel (Kidzania in a more serious model)
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TRAINING TECHNIQUE

25. Role Playing :
Trainee play certain role according to the real work environment
Can improve the empathy and tolerance, minimize differences
Group discussion:
A group of employee discussed the problems and try to find solutions
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TRAINING TECHNIQUE

26. Behavior modeling :
Employee study certain behavior unti they understand how to do the exact thing
Using audio visual can improve the result
Case study:
Employee learn to solve the real problems which already happen or might be happen in their line of work
The objective is to enhance the decision making and problem solving ability
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TRAINING TECHNIQUE

27. Independent and programmed learning :
Require very good instructional materials which is easy to understand and learn
Low interaction
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TRAINING TECHNIQUE

28. TRAINING EVALUATION
Instruktur yang menarik atau terkenal, dan mahal
Materi presentasi yang keren dengan dukungan multimedia
Buku panduan yang lengkap
Snack & makan siang/malam yang enak/mewah
Fasilitas pelatihan yang menyenangkan
Lembar evaluasi post-pelatihan yang baik
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29. TRAINING EVALUATION
The evaluation focus on the end result;
Trainee perception about the process and the material
Knowledge and skill learned
Behavioral changes
Other changes or improvement which required by the organization:
•productivity
•Higher customer services
•Increasing sales
•Reducing error
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30. TRAINING EVALUATION
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Pre test
Training activities
Post test
Workplace implementation
Further Follow up