HR Training and Development: The ASK Model

• Training is when an organization attempts to change employees through a learning process, enabling them to perform their jobs more efficiently

The ASK Model

• A stands for change Attitudes

• S stands for develop Skills

• K stands for increase Knowledge

• Training is a learning partnership that includes The Government, The Organization, Training Vendors, Consultants, and Educational Institutions

Human Resource Development Fund (HRDF) Act 2001

• All organizations registered in Malaysia must comply with the HRDF Act 2001

• All organizations must contribute 1% of employees' monthly salaries to HRDF

• The fund will subsidize expenses and costs incurred for the companies training later

• The training must be approved by HRDF before funds are given out

• Companies that do not train employees can see payments to employees learning on the job take longer than expected

• Untrained employees cause costs of wasted materials, lost sales and customers due to mistakes

• Management time is spent undoing mistakes made by untrained employees

• Lowered morale and increased turnover is caused by team members who are demotivated by working with untrained employees

• There are accident-related costs, as untrained workers tend to have more accidents

• Higher turnover leads to recruitment costs because employees feel they have no further development prospects

Benefits of Training

• Training opportunities attract and helps to retain talented workers

• Training increases worker productivity and job satisfaction

• Training keeps workers up-to-date

• Training helps to motivate workers

• A learning organization is one which has a culture, whereby all employees continuously try to increase their knowledge and skills on a cooperative basis

• Rapid changes of technology mean organizations must proactively improve workers' skills and knowledge to adapt to changes

The Training Process

• Identify training needs

• Set training objectives

• Develop the training program

• Implement the program

• Evaluate the program

• A training need is a problem that causes work being done unsatisfactorily

• Problems can be related to attitude, process, skills, and knowledge

• Training needs are identified through training needs analysis

• Many organizations today have a training department to train their own employees

• Organizations can also engage external trainers to train the employees

Training Needs Analysis

• Make observations and conduct interviews to gather training needs information

• Organizational Level includes organizational culture, quality and productivity schemes

• Operations Level includes job analysis

• Individual Level includes evaluating individual performance against standards

• Training needs information sources are job descriptions, heads of departments, employees, organizational records, and performance review documents

• Situations requiring training include new employees, promotion and transfer, new machinery, new procedures and policies, new products, or services

• Falling output, rising errors, increasing completion time for work, increasing accident rates, and increasing customer complaints suggest a training need

• A well-written training objective must include a statement on the terminal behavior required of the trainee, standards of performance, and conditions for performance

Developing Training Programmes - Factors to Consider

• Venue
• Trainer
• Duration
• Budget
• Individual or group
• Methodology
• Logistics

Training Methods

• Determine objectives of training and choose a suitable method
• It depends on training on A, S, or K, active or passive, cost and facilities
• On the job and off the job training

Types of Job Training

• On the job Training happens inside the workplace conducted by a supervisor or training department

• Off the job training happens outside the workplace conducted by an external trainer

• Job instructional training / on-the-job training includes breaking down the job into separate parts

• Give an overview of the job

• Demonstrate a part of the job for the trainee

• Let the trainee try to do what has been demonstrated

• Correct any mistakes made

• Let the trainee practice

Off the Job Training Methods

• Lecture
• Handouts
• Audio-visual aids
• Computer-aided learning/e-learning
• Role-playing
• Case studies
• Simulation
• Coaching
• Apprenticeship
• Projects/Special assignments

E-Learning

• Is a new method of learning and training that allows learners to learn at their own speed
• Allows for savings on logistics costs
• Allows employees to learn at times which suit them best

Learning Principles

• The learner must want to learn and be actively involved in the learning
• Active learning is effective against passive learning
• Feedback or knowledge of results is essential
• Learning is faster in teams

The Kirkpatrick Model of Evaluation

• Reaction: How do trainees feel about the program?
• Learning: What have the trainees learned?
• Behaviour: What on-the-job changes in behavior have taken place?
• Results: Have cost reductions resulted?