Batangas State University HRM 305 Training and Development PDF

Republic of the Philippines BATANGAS STATE UNIVERSITY The National Engineering University Lipa Campus HRM 305 Training and Development AIRA M. MAGRACIA-ENDRINAL, CHRA  BATANGAS STATE UNIVERSITY...

Republic of the Philippines BATANGAS STATE UNIVERSITY The National Engineering University Lipa Campus HRM 305 Training and Development AIRA M. MAGRACIA-ENDRINAL, CHRA  BATANGAS STATE UNIVERSITY The National Engineering University OVERVIEW OF THE TRAINING AND DEVELOPMENT Its Definition and Scope Learning Objectives: At the end of this topic, students should be able to: 1. Have basic understanding of the training cycle and how it links employee training and development to business needs. 2. Have orientation on training needs analysis, design and execution of training programs and training evaluation programs as well. 3. necessary knowledge and skills to assess employee training needs, design and administer employee training and development programs, and evaluate both the efficiency and effectiveness of such programs. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University What is Training and Development? Training and development is an ongoing process where companies help their employees acquire the knowledge and skills needed to reach their full potential and optimum performance. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Training and development refers to educational activities within a company created to enhance the knowledge and skills of employees while providing information and instruction on how to better perform specific tasks. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Training and development in Human Resource Management (HRM) refers to a system of educating employees within a company. It includes various tools, instructions, and activities designed to improve employee performance. It's an opportunity for employees to increase their knowledge and upgrade their skills. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 5 Steps in Training Process/Phases Or Stages of Training 1. Decide if Training is Needed. 2. Determine what type of training is needed. 3. Identifying goals and objectives. 4. Implementing training. 5. Evaluation of the training program. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University What is ADDIE? The ADDIE model is a process used by training developers and instructional designers to plan and create effective learning experiences. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University ANALYSIS Analyze the current situation to understand the gaps you need to fill. A quality analysis helps identify learning goals and objectives. It also helps gather information about what your audience already knows and what they still need to learn. During this stage is when you’ll conduct an in-depth training needs assessment to help you identify the gaps. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University DESIGN Based on your analysis, make informed decisions to design the best possible learning experience. The Design phase helps us decide specific learning objectives, structure of the content, mental processes needed by participants, knowledge or skills participants need to retain, best tools to use, videos or graphics to create, the length of time for each lesson. Just to name a few of the essentials. In a nutshell, this is where all your expertise as an instructional designer comes into play. The ADDIE model suggests building a storyboard, or blueprint, of our entire eLearning course. Storyboards are meant to help the designer and stakeholders visualize big ideas. They can also speed up the development process. Note that while storyboarding can be helpful, many projects don’t allow sufficient time for such detail. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University DEVELOPMENT Bring your learning experience to life by building your end-product The Development phase is where you actually begin creating or developing, your eLearning course. In the previous Design phase, the content ideas should have already been decided. Your job in the Development phase is to bring those content ideas to life. This means laying out the content visually, creating graphics, recording videos, carefully selecting fonts and colors, building the course in the eLearning authoring tool. Anything that has to do with creating the actual end-product for your learners. One major part of the Development phase is testing. You don’t want to build an entire course, upload it to an LMS, and send it out to thousands of employees if one of the slides won’t let users move forward. Or the quiz results aren’t being recorded. Make sure you have an established testing and review process with your stakeholders. You’ll want to have a few different eyes on it to catch any errors that sneak through the cracks. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University IMPLEMENTATION Distribute your learning end-product to your audience Most often in the world of eLearning, this means exporting your file and uploading the course to an LMS (Learning Management System) During the export process, make sure you work with your client to know the exact settings they prefer for tracking. Once the course is distributed and users begin taking the course, pay close attention to see if any issues arise. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University EVALUATION Evaluate if your learning end-product is effective and meeting its goals. Make any necessary updates and cycle back to Analysis phase. The Evaluation phase is all about gathering important information to see if the course needs to be revised and improved. You can gather this information by viewing back-end data on the LMS. And asking users to complete surveys after they’ve finished the course. One unique feature of the ADDIE model is that it can be used as a continuous cycle. For example – you gather feedback in the final Evaluation phase. Then plop it right back into the beginning Analysis phase, which starts an entirely new iteration of your end-product. Pretty neat. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University ROLE OF TRAINING 1. Enhance Employee Performance 2. Boost Employee Productivity 3. Help with Reducing Employee Turnover 4. Assist with Improving Company Culture Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University TRAINING STRATEGY A training strategy is an organized approach in creating a training program for staff members. An effective employee training program is a crucial step for the professional development of staff, ensuring they have the skills needed to provide successful business results. You can implement these strategies for current and future staff members. For example, you may use a training program to teach your existing workforce to use a new technology or adhere to new company policies. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University BENEFITS OF AN EFFECTIVE TRAINING STRATEGY 1. Develops employees skill sets- Having a staff with a diverse set of skills adds value to organizations because it enables individual employees to fill a wide range of roles. This ability grants flexibility and minimizes the impact when an employee is unavailable or leaves a position for a new career opportunity. Training strategies are an excellent way to help staff develop their professional skills and become more capable in the workplace. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 2. Unifies staff's focus- While it's important for staff members to provide high-quality work, coordinating their work can help maximize efficiency throughout the organization. By implementing organizational training strategies, you can help staff understand the company's short- and long-term goals. When staff members can see how their work contributes to overall objectives, it can serve as a unifying force and encourage collaboration. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 3. Improves performance- Training programs can help improve employees' work performance because it establishes expectations for their roles. These programs also emphasize how their work contributes to overall operations. Training can enable your staff to increase production and efficiency, potentially leading to improved profits and other benefits for the organization. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 4. Raises employee confidence- Maintaining a confident workforce can help ensure staff members perform at their best. Training programs establish clear expectations and guidance for employees to follow. As long as they complete their tasks according to those standards, they can feel more confident in their ability to perform them correctly. That confidence can help lead to more efficient decision-making and higher quality work. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 5. Aids staff retention- When you have employees who provide significant value and quality work, it's crucial to keep their employment. Hiring employees can come with costs associated with the recruiting process and potentially lost production. For example, the new hires may need time to adjust or cannot meet your current employees' production levels immediately. Training shows employees you value them. This tactic can help them feel secure within the company, helping make them more likely to stay and save you from needing to begin a hiring search. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 6. Creates succession plans- Just as maintaining staff can offer benefits, many businesses prefer to promote from within the existing workforce. Training strategies can serve as a valuable tool for enabling internal promotions. Besides helping staff members develop their professional skills, companies may also offer executive or management training programs. These training programs specialize in teaching lower- or mid-level employees the skills they need to progress to a higher position within the company, making for a smoother transition. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 7. Helps onboard new staff- You can help ease the transition of bringing in new staff through training programs. Developing and implementing training strategies that contain new hire policies can help these staff members adjust to the work environment and understand how to perform their tasks. By establishing these expectations, you can start these employees with a firm foundation that supports future success. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University STRATEGIC TRAINING AND DEVELOPMENT It is the process of designing specific employee training programs that directly align with business needs. Training with a strategic focus develops the capabilities and tools that employees need to successfully carry out their jobs. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University STEPS IN STRATEGIC TRAINING AND DEVELOPMENT PROCESS 1. Find your gaps- Whatever the initiative, you want key performance indicators (KPIs). KPIs are what make strategic training an iterative, cyclical process and, well, strategic, as they give you a measure of change. Start by prioritizing capabilities based on the impact they will have on desired business goals and the availability of said capability within your organization. This comes down to performance. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 2. Personalize activities - Training can be a change strategy, but only if it reflects how people work. Consider the day in the life of employees. What are they good at and why? Does a Technical Support Officer excel when talking with customers because they are empathetic or because they understand the technology well enough to explain it? What are the blockages (new skills, processes or technology) in their workflow? How do they structure their days? Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 3. Analyze impact -This is the step that makes the process cyclical. It’s also where you show the ROI of training, ensuring that organizational value is easy to convey because: You’re not making assumptions Training is truly impactful on employee day-to-day Learning outcomes are solving business pain points. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 3. Analyze impact -This is the step that makes the process cyclical. It’s also where you show the ROI of training, ensuring that organizational value is easy to convey because: You’re not making assumptions Training is truly impactful on employee day-to-day Learning outcomes are solving business pain points. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Examples of strategic training and development programs Initiative: Leadership development Leaders are the core of workplace culture, which means any displays of agility, resilience and strategy filter down to employees. Equally, any negative attributes (poor delegation, opaque decision making, lacking business knowledge) will be obvious to those leaders are meant to influence. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Program: Mentoring Leadership is something that is better learned than studied. Ergo, opt for a largely face-to-face approach that’s reinforced by online modules on topics like conflict resolution. Many great leaders will say experience is what sets them apart from junior roles, because experience provides context. Mentoring benefits both mentee and mentor, since it builds new knowledge in one and develops and reinforces skills in the other. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Program: Mentoring Leadership is something that is better learned than studied. Ergo, opt for a largely face-to-face approach that’s reinforced by online modules on topics like conflict resolution. Many great leaders will say experience is what sets them apart from junior roles, because experience provides context. Mentoring benefits both mentee and mentor, since it builds new knowledge in one and develops and reinforces skills in the other. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Initiative: Social learning Don’t knock it. Even at our most introverted, we are generally a social workforce. Think of the mission-critical knowledge that is shared in non-trackable ways: Between peers throughout the day, within meetings, on the coffee run. Program: Lunch & learns Informal but impactful. That’s how we’d sum up the lunch and learn. Not all training needs to be extremely formal— social learning is an easy way of quickly improving employee knowledge. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Initiative: Social learning Don’t knock it. Even at our most introverted, we are generally a social workforce. Think of the mission-critical knowledge that is shared in non-trackable ways: Between peers throughout the day, within meetings, on the coffee run. Program: Lunch & learns Informal but impactful. That’s how we’d sum up the lunch and learn. Not all training needs to be extremely formal— social learning is an easy way of quickly improving employee knowledge. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Initiative: Capability building There’s not a lot to say here that hasn’t already been said. Capabilities—technical or soft, core or complementary—need to be continuously developed in your existing workforce as they determine your long- term success. Sometimes, you can’t hire for emerging skills. That’s where the stretch assignment comes in. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Program: Stretch assignments Keeping high performers engaged is tricky. They learn and evolve quickly, so a challenge isn’t a challenge for long. Stretch assignments are often labelled soft promotions as they add dimension and responsibility to an employee’s job, while helping solve a business problem. While not entirely exclusive, it’s also something you can trial on a small group of employees —namely those who are starting to outpace their current role. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University TRAINING NEEDS ASSESSMENT A training needs assessment identifies individuals' current level of competency, skill or knowledge in one or more areas and compares that competency level to the required competency standard established for their positions or other positions within the organization. The difference between the current and required competencies can help determine training needs. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University METHODS IN NEEDS ASSESSMENT A needs assessment should be a thoughtful and purposeful process. Overall, there are four general steps involved in conducting a needs assessment: Step 1: Plan- Consider several questions before developing and conducting a needs assessment. Check Box To Consider When Planning ☐ What is the primary purpose of the assessment? What do you need to know? ☐ What do you already know? What existing data do you have? ☐ Whose needs are being assessed? Who needs to participate so the results of the assessment are representative? ☐ What do you have the ability to change? ☐ How will you use the information? ☐ What resources are available to conduct a needs assessment (e.g., budget, people, and time)? The answers to these guiding questions will inform decisions about what is asked, how it is asked, and how the information is utilized. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Step 2: Develop Questions- The usefulness of a needs assessment is only as good as its questions. Think about the following guiding questions as you develop your needs assessment: Check Box To Consider When Developing Questions ☐ What should be assessed (e.g., attitudes, skills, knowledge, technology needs, leadership ability)? ☐ Will the question yield useful information? ☐ Will the respondent be able to answer the question? ☐ Is the question necessary? ☐ What question format is best for gathering information (e.g., multiple-choice question, open-ended question, checklist, etc.)? Remember, more questions are not always better. Limit the number of questions to only those that are necessary, given the purpose of the needs assessment. It is also important to pilot your questions to verify that the questions are clear and easy to understand and that respondents interpret them in a consistent way. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Step 3: Select Data Collection Method- A needs assessment may take many different formats. The most common formats include surveys, interviews, focus groups, or key informant interviews. A needs assessment might utilize one or more data collection formats. The following table shows the pros and cons for these data collection formats. Check Box To Consider When Selecting Data Collection Method What format best applies for data collection in this case? ☐ Will more than one format be utilized for data collection? ☐ Step 4: Analyze and Prioritize Data- abundance of data. For this information to be useful and meaningful, you need to analyze and summarize it. Tips for analyzing data include: Look for themes in responses. Aggregate data to explore differences in responses (e.g., teachers compared to administrators). Synthesize your data. Think about the connections and meaning from different sources of information. The data from a needs assessment is most beneficial if it is shared and used to guide decisions and focus future work. After the results are analyzed, identify your professional development priorities keeping in mind the following questions Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Check Box To Consider When Analyzing and Prioritizing Data What is the primary purpose of the assessment? What do you need to know? ☐ What do you already know? What existing data do you have? ☐ Whose needs are being assessed? Who needs to participate so the results of the assessment are representative? ☐ What do you have the ability to change? ☐ How will you use the information? ☐ What resources are available to conduct a needs assessment (e.g., budget, people, and time)? ☐ Lastly, given the results of the needs assessment and the prioritization of professional development needs, the next step is to identify solutions and opportunities for action to address the professional development needs of the target audience. Information from a needs assessment can be used as the foundation and guide for determining such things as:  Professional development goals and objectives  Design and content of professional development offerings  Strategies for follow-up support and technical assistance  Evaluation activities Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Organizational analysis is the process of appraising the growth, personnel, operations, and work environment of an entity. Undertaking an organizational analysis is beneficial, as it enables management to identify areas of weakness and then find approaches for eliminating the problems. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Task Analysis is a systematic method of studying the tasks users perform in order to reach their goals. The method begins with research to collect tasks and goals, followed by a systematic review of the tasks observed. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Person Analysis a phase of training needs analysis directed at identifying which individuals within an organization should receive training and what training they should receive. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Competency Model A competency model is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that jointly define successful job performance. Competency models are widely used in business for defining and assessing competencies within organizations in both hard and soft skills. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University The types of competencies that make up the model 1. Core competencies- include the baseline skills required by the organization for all employees; these are the basic things that employees must fulfill. This will vary from company to company, as it depends on the values, philosophy and goals of each organization, but can include basic requirements like communication skills or teamwork. Most jobs require a basic element of being able to work with other people to some degree. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 2. Functional competencies- are job-specific skills and behaviors that are unique for each role. For example, a competency for a restaurant waiter may be the ability to effectively handle customer complaints, where a competency for an accountant may be the ability to analyze a specific type of financial data in order to prepare reports. 3. Leadership- are often used for supervisory and management related roles, although can be applied to any job position that requires an employee to lead others. They include leadership skills and behaviors like decision-making abilities. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Learning Outcomes are descriptions of the specific knowledge, skills, or expertise that the learner will get from a learning activity, such as a training session, seminar, course, or program. Learning outcomes are measurable achievements that the learner will be able to understand after the learning is complete, which helps learners understand the importance of the information and what they will gain from their engagement with the learning activity. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University TYPES OF LEARNING OUTCOMES 1. Intellectual skills- With this type of learning outcome, the learner will understand concepts, rules or procedures. Put simply, this is understanding how to do something. 2. Cognitive strategy- In this type of learning outcome, the learner uses personal strategies to think, organize, learn and behave. 3. Verbal information- This type of learning outcome is when the learner is able to definitively state what they have learned from an organized body of knowledge. 4. Motor skills- This category is concerned with the physical ability to perform actions, achieving fluidity, smoothness or proper timing through practice. 5. Attitude- This is the internal state that reflects in the learner’s behavior. It is complex to quantify but can be shown in the learner’s response to people or situations. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University LEARNING THEORIES Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University CONSIDERATIONS IN DESIGNING EFFECTIVE TRAINING PROGRAMS Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 1. Needs assessment and learning objectives. This part of the framework development asks you to consider what kind of training is needed in your organization. Once you have determined the training needed, you can set learning objectives to measure at the end of the training. 2. Consideration of learning styles. Making sure to teach to a variety of learning styles is important to development of training programs. 3. Delivery mode. What is the best way to get your message across? Is web- based training more appropriate, or should mentoring be used? Can vestibule training be used for a portion of the training while job shadowing be used for some of the training, too? Most training programs will include a variety of delivery methods. 4. Budget. How much money do you have to spend on this training? 5. Delivery style. Will the training be self-paced or instructor led? What kinds of discussions and interactivity can be developed in conjunction with this training? Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 6. Audience. Who will be part of this training? Do you have a mix of roles, such as accounting people and marketing people? What are the job responsibilities of these individuals, and how can you make the training relevant to their individual jobs? 7. Content. What needs to be taught? How will you sequence the information? 8. Timelines. How long will it take to develop the training? Is there a deadline for training to be completed? 9. Communication. How will employees know the training is available to them? Measuring effectiveness of training. How will you know if your training worked? What ways will you use to measure this? 10. Measuring effectiveness of training. How will you know if your training worked? What ways will you use to measure this? Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University SHARE ANY EXPERIENCES AS REGARDS SEMINARS/ TRAININGS ATTENDED Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University IS THERE ANY AREA/S FOR IMPROVEMENT? Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University AS A STUDENT, AT PRESENT WHAT DO YOU THINK IS YOUR AREA FOR IMPROVEMENT? Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University AREA FOR ASSESSMENT 1. KNOWLEDGE- it is form of awareness or familiarity. It is often understood as awareness of facts or as a practical skills and may also mean familiarity with objects or situations. 2. SKILLS- it is learned ability to act with determined results with good execution often within a given amount of time, energy or both. 3. ATTITUDE- it is the way in which a person views and evaluates something or someone, a predisposition or a tendency to respond positively or negatively toward a certain idea, object, person or situation. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University STEPS FOR THE CREATION OF ORGANIZATION TRAINING PLAN 1. Conduct self- assessment. 2. Conduct immediate supervisor assessment. 3. Consolidate the number 1 and 2 results. 4. Consolidate results from each units. 5. Prepare training plan matrix and secure signature of the signatories. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University IMPLEMENTATION OF TRAINING 1. Preparation and approval of the proposal. 2. Coordination with the concerned personnel/ offices. 3. Secure resource speaker. 4. Preparation of materials/ documents needed such as but not limited to invitation and programme, purchase request (if there is food and token), certificates (resource speaker & participants) and background. 5. Training proper 6. Conduct immediate evaluation Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 7. Preparation of after training documents such as but not limited to, narrative report and liquidation documents. 8. Distribution of certificates of participation to the participants. 9. Conduct training impact assessment after three months. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University TRADITIONAL APPROACHES For decades, the following traditional approaches have been an integral part of corporate training systems. 1. Presentation Approach- It is an age-old classroom method of training that involves listening to the trainer with other trainees in a classroom setting. These involve cognitive techniques to explain theoretical concepts to trainees. The focus is on imparting knowledge about different processes. Lectures are the most common and traditional training method wherein the trainer speaks about a topic and trainees take notes for future references. Trainers use support tools, such as charts, chalkboards or white boards, and projector to deliver lectures. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 2. Hands-On Approach- Trainers are direct involved in the training process and perform various roles or tasks as per the trainers instructions. This approach includes specifically-designed experiential training methods to give practical and interactive training to the trainees. The aim is to develop their skills and influence their behavior at work. Some of the common hands-on approaches are simulations, role plays, behavior modelling, brainstorming, case studies and workshops. Several team building exercises also form a part of the hands-on approach that aims to train on building team relations and working together. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University MODERN APPROACHES It embrace the latest and innovative technologies of the present-day to impart training to employees. 1. E- learning – With technological advancement, e learning (web-based learning) has become an integral part of the corporate training programmes. Employees get training through computer-based training techniques (such as interactive videos, virtual online sessions, webinars, and digital training modules) that are engaging and accessible, anytime and anywhere. 2. Gamification- A training method wherein the trainer applies the concepts and principles of different games to the training subject. It makes training more engaging and stimulating for the trainees. The Gamification technique creates an entertaining learning environment. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 3. Virtual Reality- It is a modern training method that mirrors real-life scenarios using complex programmes and 3D tools to engage the trainees and encourage them to participate in different activities. This approach works well for specific industries, such as medicine, aviation, healthcare and manufacturing. Trainers provide immersive and simulating training to provide real-world experience to the trainees. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University TECHNOLOGY-BASED TRAINING METHODS TECHNOLOGICAL TRAINING- it is an instructional method that employs technology to deliver content and facilitate learning. Technology Based Training is available in many forms, but it always involves using technology to facilitate the delivery of training content. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University TYPES OF TECHNOLOGY-BASED TRAINING 1. Online Training This TBT method employs an asynchronous course that you can take at your convenience. Such courses typically include slide-based training resources but can also comprise audio and video files. This training method requires an internet connection and a compatible device, such as a computer or smartphone. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 2. Instructor-led Online Training Instructor-led training (ILT) was previously synonymous with in-person teaching. With time, ILT also began incorporating technology. The ILT method can now involve a trainer who delivers lectures and conducts practical demonstrations online. These trainers conduct classes using the internet and technology, making it a form of TBT. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 3. Hybrid Training This model incorporates multiple training methods so that participants can benefit from both traditional and online training styles. Typically, hybrid or blended models comprise the flipped, flex and driver-facing models. It is possible to create your own model by combining any two or more training approaches. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 4. Immersive Training The immersive training method entails simulating a real- world scenario to allow participants to learn a specific skill. Virtual or augmented realities, scenario-based interactive videos, simulations and virtual learning environments are a few of the tools teachers use for this method. As human brains perceive virtual reality experiences to be similar to real-world experiences, performance during training can be a reliable indicator of actual work performance. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 5. Social Media Training Social media has more utility than virtual communication. It has many features that can prepare a student to excel in any subject. Anyone can receive training via recorded videos or live sessions on social media platforms. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University BENEFITS OF TECHNOLOGY-BASED TRAINING 1. Convenience One of the primary benefits of Technology-Based Training is its convenience. Since it is entirely online, it is simple and convenient to access. You can complete it anytime and anywhere. You can use this training if you have an internet connection and a mobile device, laptop or computer. It also allows you to complete the training at your convenience without taking any leave from work. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 2. Affordability One of the most significant benefits of Technology-Based Training is its affordability. There is no requirement to rent or purchase classroom space, hire instructors or travel to a particular location. It can save organizations substantial costs, making it an affordable option for businesses focusing on cost-saving. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 3. Flexibility Technology Based Training is independent of a location, meaning anyone can access it from anywhere. This is most suitable for professionals who cannot learn in a traditional classroom environment due to time constraints. With this, it is also easy to customize lessons to meet the specific requirements of each learner. For instance, learners can concentrate on the topics or skills most pertinent to their occupations. Consequently, they can maximize their learning experience. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 4. Access to Specialists Technology has revolutionized the learning process by introducing unique and creative methods to gain knowledge. One of the key benefits of Technology-Based Training is that it provides students access to otherwise inaccessible experts. In the case of Technology-Based Training, you may have access to professionals who developed specific training courses that can assist you with your learning requirements. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 5. Increased Engagement People usually learn better by doing something practical rather than attending a lecture or reading. You may find it more engaging because you can control the learning environment and pace. Additionally, you can receive real-time feedback and get immediate assistance when necessary. Technology-Based Training can also be interactive and interesting by including simulations, competitions and other engaging activities, which can create more enjoyable and stimulating learning environments. Consequently, those who receive this kind of training are more likely to engage and memorize what they learn. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 6. Improved retention It typically facilitates more effective retention. This is because you can review the material as often as you wish to help you master it. These courses also incorporate examinations and other evaluation tools that can allow you to monitor your progress. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 6. Improved retention It typically facilitates more effective retention. This is because you can review the material as often as you wish to help you master it. These courses also incorporate examinations and other evaluation tools that can allow you to monitor your progress. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University TRAINING EVALUATION the systematic process of collecting information and using that information to improve your training. Evaluation provides feedback to help you identify if your training achieved your intended outcomes, and helps you make decisions about future trainings. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University LEVELS OF TRAINING EVALUATION The Kirkpatrick Four-Level Training Evaluation level is the scale used to measure the performance of a training program. It's used by employers to increase their return on investment for training programs they implement. 1. Reaction This level can be used after an employee has completed a training program to measure their performance and get feedback about how the program worked for them. You can make adjustments to the programs, assign new goals to the employee and offer additional support as needed. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 2. Learning This level solely focuses on what employees are learning from the current training program. It allows personnel to be more introspective and understand what they can be doing better when working on the training program. Additionally, they can communicate their feelings regarding confidence and motivation, which can be a sign of what change is required to ensure the employee is committed to working on the objectives they seek to accomplish. It's also a way to test their comprehension of the concepts they're learning. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 3. Behavior The behavioral evaluation looks at a program's learning environment to determine whether personnel uses what they learned in their training to succeed in daily tasks. An employee may have liked the design of a training program and absorbed vital information, but the communication or cultural structure could be improved to help the employee improve their skills. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University 4. Results This level reviews whether an employee met their learning objectives and examines where they still need to grow. It can also determine whether the organization received any return on investment from the employee's work activities with regards to the amount of time it took to reach this point in their development. Some employers focus on what outcomes they want to see improve first to guide employees on the expectations they have for them. Some examples of metrics a company may be measuring for include increased morale, sales and customer satisfaction. Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Leading Innovations, Transforming Lives, Building the Nation  BATANGAS STATE UNIVERSITY The National Engineering University Leading Innovations, Transforming Lives, Building the Nation