CHAPTER 8: Design and Evaluating Training System

•CHAPTER 8: Design And
Evaluating Training System

LEARNING OBJECTIVES
• Know how to conduct a training needs analysis

• Be aware of the various training methods
• Know how to conduct a training program
• Understand the psychological theory behind successful
training
• Be able to evaluate the effectiveness of a training program
DETERMINING TRAINING NEEDS
• Conducting Needs Analysis

-conduct a training needs assessment that
includes an organizational analysis, task
analysis, and person analysis
ORGANIZATIONAL ANALYSIS
• Is to determine those organization

factors either facilitate or inhibit
effectiveness.
TASK ANALYSIS
• Is the process of learning about

ordinary users by observing
them in action to understand in
detail how they perform their
tasks and achieve their
intended goals.
PERSON ANALYSIS
• is a phase of training needs analysis
directed at identifying which individuals
within an organization should receive
training. A person analysis identifies
individuals who are not meeting the desired
performance requirements or goals.
PERFORMANCE APPRAISAL SCORES
• is a method by which the job performance

of an employee is documented and
evaluated. Performance appraisals are a
part of career development and consist of
regular reviews of employee
performance within organizations.
SURVEYS
• can be broadly defined as a detailed
investigation of a topic. Although
interviews and focus groups are often
included under this broad umbrella, the
term survey has become synonymous with
a questionnaire approach to research.
INTERVIEWS
• is one of the most common methods

organizations use to recruit, screen,
and select employees. Few
individuals are hired without going
through at least one interview.
SKILL AND KNOWLEDGE TEST
• determined by one’s declarative

knowledge (knowledge of facts, rules,
and procedures—a job’s requirements),
procedural knowledge and skill
(knowing how and being able to do
what the job requires), and motivation.
CRITICAL INCIDENTS
• can be gathered in various ways, but

typically respondents are asked to
tell a story about an experience they
have had.
MOTIVATING EMPLOYEES
• Motivation at work has been defined as 'the sum
of the processes that influence the arousal,
direction, and maintenance of behaviors relevant
to work settings'."Motivated employees are
essential to the success of an organization as
motivated employees are generally more
productive at the work place
MOTIVATING EMPLOYEES TO PERFORM WELL IN
TRAINING
• Providing Incentives for Learning -include actions such
as thanking employees, praising employees,
presenting employees with a certificate of achievement,
or announcing an accomplishment at a company meeting.
• Interest - feeling or emotion that causes attention to focus
on an object, event, or process.
• Feedback - refers to the process of
receiving input from the environment
based upon the actions or output of the
system.
WHERE WILL BE THE TRAINING HELD?
• Training can be offered on – site or at an off

– site location such as a hotel, I university
or conference center.
CHOOSING THE BEST TRAINING METHOD
• Then formal, in-person, group-

based training might be the most
effective option. Start with the goal of
the training event and work backward
INITIAL DECISIONS
• Prior to conducting classroom

training, several decisions need to be
made by an organization
CONDUCTING CLASSROOM TRAINING
• will give you an toolbox full of training
tools, not training theory. Our world class
trainers will entertain you while they take
you through this fast paced workshop. You
will leave invigorated and ready to be a
stand out trainer for your organization.
WHO WILL CONDUCT THE TRAINING
- Training seminars can be conducted
by a variety of sources including in
house trainers who are employees of
the organization, outside trainers who
contact with the organization,
videotapes, and local universities.
THERE IS A DIFFERENCE BETWEEN TECHNICAL AND
NON TECHNICAL TRAINING
- Soft-skills training and technical

training are very different types of
training.
TRAINERS ARE LIKE WINE-THEY GET BETTER OVER
TIME
It takes lots of time and experience

to be a really good trainer. Be
patient. You will have your fair
share of times when you don’t
perform well.
GET TO KNOW YOUR AUDIENCE PRIOR TO THE
TRAINING
It is very important to have a firm
understanding of who is going to be
in training session
KNOW THE MATERIAL
It is very important that you have a thorough
understanding of the material prior to
presenting. Review your material prior to the
training until you know it inside out. Is one
thing to understand material and another to
actually teach or present it.
DON’T MAKE UP ANSWERS
You will quickly lose the

credibility of your
participants if you provide
answers that are not true.
USE DIFFERENT FORMATS WHILE PRESENTING
• Wear good shoes
• Be prepared
• Use stories and experiences

DELIVERING THE TRAINING PROGRAM
• Introducing the trainer and the training session
• Using ice breakers and energizers
• Types of ice breakers introductions such as asking

each trainee to introduce him or her, or having a
scavenger hunt in which trainees are given a list of
questions and are asked to mingle with the other
trainees to obtain answers to the questions.
USING CASE STUDIES TO APPLY KNOWLEDGE
Once employees have received the
information they need through
lecture, It is important that they be
able to apply what they have learned.
USING SIMULATION EXERCISE TO PRACTICE NEW
SKILLS
Whereas case studies are effective in
applying knowledge and learning
problem solving skills, simulation
exercises allow the trainee to practice
newly learned skills.
PRACTICING INTERPERSONAL SKILLS THROUGH
ROLE PLAY
• Role play allows the trainee to perform
necessary interpersonal skills by acting out
simulated roles.
• Role play is used in many types of training
situations, from supervisors and practicing
performance appraisal reviews to sales clerks
taking customer orders.
CONDUCTING ON-THE-JOB TRAINING
• Coaching – is another popular method of training new
employees and typically takes one of two forms : experienced
employees working with new employees and professional
coaches who work with all employees
• Mentoring – is a form of coaching that has recently received

much attention.
EVALUATION OF TRAINING RESULTS
Because training programs can be costly
in both time and money, it is essential that
they evaluated to determine if they can be
improved, should continued to be offered,
and whether it significantly increases
performance of affects positive changes in
behavior

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•CHAPTER 8: Design And

Evaluating Training System

• Know how to conduct a training needs analysis

• Conducting Needs Analysis

• Is to determine those organization

• Is the process of learning about

• is a method by which the job performance

• is one of the most common methods

• determined by one’s declarative

• can be gathered in various ways, but

• Training can be offered on – site or at an off

• Then formal, in-person, group-

• Prior to conducting classroom

- Soft-skills training and technical

It takes lots of time and experience

You will quickly lose the

• Wear good shoes

• Use stories and experiences

• Types of ice breakers introductions such as asking

• Mentoring – is a form of coaching that has recently received

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