Importance of training

2.  Ragia Moustafa ID: 20121826
 Shaimaa Mohamed ID: 20121827
 Athar Reda Ibrahim ID: 20121628
 Mahmoud Gamal ID: 20121368
Importance of Training & Development
Human Resources
Project
Group 2CC

3. AGENDA
Importance of training & development
Types of Training
Training Delivery Methods
Designing Of Training Program

4. AGENDA
Importance of training & development
Types of Training
Training Delivery Methods
Designing Of Training Program

5. Employee training and development:
Important Definitions
Training: The process of teaching new employees and current employees the basic skills they need to perform their current
jobs ,and to better meet the organization’s goals, It’s more practical and focuses on practice.
 Training is the organized way in which organizations provide development and enhance quality of new and existing
employees.
 Training is a systematic process of providing employees with the competences ,knowledg & abilities required to do their
current jobs that lead to improve individual, group and organization (Goldstein& Ford, 2002) in Khawaja & Nadeem (2013).
 Training : is the series of activities to go on with the organization that leads to knowledge or skills acquisition for growing
purposes.
 Training serves as an acts of intervention to improve organization’s goods and services quality in stiff the competition by
improvements in technical skills of employees.

6. Employee Training and Development:
Important Definitions
Development: The process of teaching current employees’ long-term abilities they need to perform future
jobs ,and to better meet the organization’s goals.
Development refers to activities leading to the acquisition of new knowledge or skills for purposes of
growing.
Organizations provide employees with development programme in order to enhance their capabilities.
Employee development is gaining an increasingly critical and strategic organizations in the current
business.
organizations need to invest in continuous employee development in order to maintain employees as well as
the organization success

7. Employee training and development:
Important Definitions
Education:
formal conscious attempt to promote
learning in others. Traditionally, analysis
of this attempt has centered around
direct teaching on the part of teachers.
It’s more theoretical and focuses on
knowledge. (transfer of information)
Learning:
is the process of gaining understanding
that leads to the modification of
attitudes and behaviors through the
acquisition of knowledge, skills and
values, through study and experience.

8. Training vs. Development
Current Jobs
practical approach
(event)
Future Jobs
Long-term (ongoing Process(
Development
Training

9. What is the relation between training,
Development ,learning and education?

10. Importance of Training and Development
in an Organizational Development
Training and development is so important because:
1. Help in addressing employee weaknesses
2. Employee retention
3. Improvement in worker performance
4. Consistency in duty performance
5. Ensuring worker satisfaction
6. Increased productivity
7. Improved quality of service and products
8. Reduced cost.
9. Reduction in supervision
So, Lack of training can result in : lost productivity, lost customers, and poor relationships between employees and managers. It can
also result in dissatisfaction, which means retention problems and high turnover.

11. Role of Human Recourses in training and
development:
Ensure alignment of training and development activity with
strategic goals.
Responsible for the organization's staff training requirements,
programs, and career development needs.
Through training and development HR improves competencies
and behavior by improving Attitude Skills &Knowledge (ASK)

12. Strategic Training Process
Value of Training
•Diversify the
learning Portfolio
•Improve Customer
Service
•Accelerates the
Pace of Employee
Learning
•Capture and Share
Knowledge
•Use Web-based
Training
•Make Development
Planning Mandatory
•Develop Websites for
Knowledge Sharing
•Increase Amount
of Customer
Participation
•Learning
•Performance
Improvement
•Reduced Customer
Complaints
•Reduced Turnover
•Employee
Satisfaction
•
Mission
•
Values
•
Goals
Metrics That Show
Training and
Development Activities
Strategic dna gniniarT
sevtiatiinI tnempoleveD
Business Strategy
How Training Contribute in Business
Strategy

13. Implications of Business Strategy for Training

14. Steps to Take in Training an Employee:
For effective employee training, there are four steps that generally
occur:
1. New employee goes through an orientation
2. He or she will receive in-house training on job-specific areas.
3. The employee should be assigned a mentor
4. He or she may engage in external training

15. AGENDA
Importance of training & development
Types of Training
Training Delivery Methods
Designing Of Training Program

16. Types of Training
1)Employee Orientation :
-One of the most important training that should be given to new employees
-Unfortunately ignored by most companies
- Human Resources and Orientation
In a small organization In large organizations
supervisors often are responsible
for orienting their employees. In
fact, the supervisor may decide
what is covered in the orientation
more formal orientation program
is conducted by the HR
department

17. Types of Training Cont’d
Goals:
-Gain an understanding of the company policies and learn how their specific job fits into the big
picture.
-To reduce start-up costs
-To reduce anxiety
-To reduce employee turnover (show the organization values and necessary tools for success)
-To save time for the supervisor and coworkers
-To set expectations and attitudes

18. Types of Training Cont’d
2)In-house training
-Performed by the organization
-Considered as the second step in the training process and often is ongoing.
-can be training related to a specific job or HR related topics (e.g Ethics training , multicultural
training , communication training ….etc )

19. Types of Training Cont’d
3) Mentoring
-After completion of orientation and in-house training,.
-Sometimes a mentor may be assigned during in-house training
-A mentor is a trusted, experienced advisor who has direct investment in the development of an
employee like a supervisor, but often a mentor is a colleague who has the experience and personality
to help guide someone through processes
-Ensure the new employee not only feels welcomed but is paired up with someone who already knows
the ropes and can help guide the new employee through any on-the-job challenges.
-To work effectively, a mentoring program should become part of the company culture
-E.g. IBM’s Integrated Supply Chain Division, for example, has successfully implemented a mentorship
program. The company’s division boasts 19,000 employees and half of IBM’s revenues, making
management of a mentorship program challenging.

20. Types of Training Cont’d
4)External Training:
-Training that is not performed in-house
-usually the last step in training, and it can be ongoing.
5) Technical or Technology Training:
-Depending on the type of job a technical training will be required
-Training employees the technical aspect of the job

21. Types of Training Cont’d
6)Quality training :
-In a production-focused business, quality training is extremely important.
-Quality training refers to familiarizing employees with the means of preventing, detecting, and
eliminating non-quality items, usually in an organization that produces a product
-As quality can set your business apart from competitors
-E.g : ISO 9000 , ISO17025

22. Types of Training Cont’d
7) Skills Training:
-includes proficiencies needed to actually perform the job
-Most of the time, skills training is given in-house and can include the use of a mentor
8)Continuing education : Paid Programs as MBA , TQM ….etc
9) Soft Skills Training :
-Referred to personality traitssocial graces, communication, and personal habits that are used to
characterize relationships with other people

23. Types of Training Cont’d
10) Professional Training and Legal Training
-Must be done on an ongoing basis.
-Required to be up to date in one’s own professional field (Trainings given by Egyptian Drug
Authority )
11) Managerial Training: (Topics like motivation , delegation , leadership….etc)
12) Safety Training : (e.g First Aid , Fire drills & evacuation plans ….etc)

24. What Type of Training should an employee take ?

25. How to Choose Training Delivery Methods
Suiting Employees Needs?

26. AGENDA
Importance of training & development
Types of Training
Training Delivery Methods
Designing Of Training Program

27. • A critical aspect to consider, besides the type of training to
deliver, is the method of training delivery itself.
• Organizations can use many different training delivery
methods to engage their employees.

28. Important questions before considering
specific training techniques, :
1. What are your training goals for this session?
2. Who is being trained?
3. What is your training budget?
4. How much time has been allocated for training within your organization?
5. What training resources and materials do you have at your disposal?

29. Training Delivery Methods
1. Classroom or Instructor-led Training
2. Interactive Methods
3. Hands-on training
4. Computer-Based Training (CBT)
5. Online or E-Learning
6. Mobile Learning
7. Blended Learning

30. Classroom or Instructor-led Training
• Traditional type occurs in a classroom environment,
with a trainer presenting the material to a group of
people.
• Used exclusively or mostly by 9% of organization

31. Instructor-led training types
• Blackboard or whiteboard.
• Overhead projector.
• Video portion.
• PowerPoint® presentation.
• Storytelling.

32. • Efficient method for presenting a large body
of material to large or small groups.
• Instructors can answer specific employee
questions or direct them to further
resources
• Highly skilled instructors can be picked to
match the training level of the employees
• Complex topics can be explained in multiple
ways until the employees understand
• Sometimes it is not interactive
• success depends on the effectiveness of
the lecturer.
• Scheduling classroom sessions for large
numbers of trainees can be difficult—
especially when trainees are at multiple
locations.
Advantages Disadvantages

33. Interactive Methods
1. Quizzes
2. Small group discussions
3. Case studies.
4. Active summaries.
5. Q & A sessions.
6. Question cards.
7. Role-playing
8. Demonstrations.
break up training sessions and keep trainees attentive and involved.
Types:

34. Advantages
• Keep trainees engaged in the training, makes
them more receptive to the new information.
• Make training more fun and enjoyable.
• Provide ways for veteran employees to pass
on knowledge and experience to newer
employees.
• Provide in-session feedback to trainers on
how well trainees are learning.
Disadvantages
• Take longer because activities, such as
taking quizzes or breaking into small
groups, are time-consuming.

35. Hands-on Training
• Great training method for employees using machinery or software, to
learn through on-the-job experience.
• Used when there are enough resources (spare equipment, software
licenses, etc.) available to support employees during the training.

36. Hands-on training types
• Cross-training.
• Demonstrations.
• Coaching.
• Drills.

37. Advantages
• Effective for training in new procedures and
new equipment.
• Immediately applicable to trainees’ jobs.
• Allow trainers to immediately determine
whether a trainee has learned the new skill or
procedure.
Disadvantages
• Not good for large groups if do not have
enough equipment or machines for everyone
to use.
• Personal coaching can be disruptive to the
coach’s productivity.

38. Computer-Based Training (CBT)
• Computer-based training is becoming increasingly prevalent as technology
becomes more widespread and easy to use.
• Traditional forms will most likely be enhanced by the use of these tools in the
workplace.
• Types:
• Text-only.
• CD-ROM
• Multimedia.
• Virtual reality.

39. • VR training has proven highly effective for training
employees in high-risk situations and soft skills training.
Training which can benefit from VR:
• Performing a medical operation
• Giving a presentation at a conference
• Media training - being ambushed by journalists
• Operating a crane of forklift truck
• Flying a small aircraft
• Interviewing a candidate for a job
• Delivering a sales pitch to a client
• Fire extinguisher training
Virtual Reality Training

40. Advantages
• Easy to use.
• Good for helping employees develop and
practice new skills.
• Cost-effective
• Flexible
• Interactive
• Uniform, which makes it possible to
standardize training.
• Measurable.
Disadvantages
• Require trainees to be computer literate.
• Require trainees to have computer access.
• Little or no interaction with a trainer; if trainees
have questions, there’s no one to ask.
• Not effective at teaching “soft-skills,” such as
customer service, sales, or sensitivity training.
• Not the best choice for new or one-time training.

41. E-learning / online learning
• Uses online videos, articles, quizzes and courses to deliver employee training.
• E-learning is widely adopted by modern employers - a study in 2015 found that 77% of American
companies offer some kind of online training as a professional development tool. That percentage
becomes much higher now.
• Web-based training.
• Tele- or videoconferencing.
• Audioconferencing.
• Web meetings, or webinars.
• Online colleges and universities.
• Collaborative document
preparation.
• E-mail.

42. Popular e-learning providers
• Pluralsight (technical skills)
• Coursera
• LinkedIn Learning (Lynda)
• VirtualSpeech (soft skills)
• Udacity (technical skills)
• Skillsoft
• Skillshare

43. Advantages
• Effective for training across multiple locations.
• Save the company money on travel expenses.
• Less expensive way to get training from expert industry
professionals and consultants from outside the company.
• Useful for refresher training.
• Good for self-directed learning.
• Easy to update with new company policies or procedures,
federal regulations, and compliance issues.
• Offer trainers a growing array of choices for matching
training programs to employee knowledge and skill levels.
Disadvantages
• Require trainees to be computer literate.
• Employees may be too intimidated by the technology or the
remoteness of the trainer to ask questions.
• Lack of computer terminals or insufficient online time may restrict
or preclude access to training.
• Inadequate or outdated hardware devices (e.g., sound cards,
graphics accelerators, and local area networks) can cause
programs to malfunction.
• Company’s Internet servers may not have enough bandwidth to
receive the materials.
• Self-instruction offers limited opportunities to receive context-
specific expert advice or timely response to questions

44. Mobile Learning
• A relatively new training delivery method, that is increasingly offered by leading organizations due to the host of
benefits it offers, including the ability to deliver training anytime, anywhere and on any device and in the form
of microlearning, short how-to videos, social learning and other engaging formats.
• While best suited to the needs of the on-the-go or field workforce, mobile learning is also popular in offices.
• In some cases, the nature of the industry (e.g., oil and mining) involves work at locations with no internet
connection too, making an offline mobile learning app or platform the go-to solution.

45. Blended Learning
• With blended learning, organizations can
leverage a combination of approaches,
ensuring that every learner retains
information.
• A blended learning approach is perfect for
organizations with diverse training
requirements and complex learning objectives.

46. • Works well because the variety of approaches keeps trainers and trainees engaged in training.
Blended Learning

48. The best approach for L&D professionals is not
the latest training delivery method but the
right training delivery method for their needs.
Make the right choice!

49. AGENDA
Importance of training & development
Types of Training
Training Delivery Methods
Designing Of Training Program

50. Designing Effective Training Systems
• Two of the most popular designs are:
1. ADDIE model (analysis, design, development ,
implementation, and evaluation) and the
2. ISD model (instructional system design(
- Both models are systems approach to training, ensuring
that the how, what, why, where, who, and when of
training are addressed.

52. Analysis
Conducting the Training Needs Analysis
STRATEGIC TRAINING NEEDS ANALYSIS
CURRENT TRAINING NEEDS ANALYSIS
TASK ANALYSIS: ANALYZING NEW EMPLOYEES TRAINING NEEDS
TALENT MANAGEMENT: USING PROFILES AND COMPETENCY MODELS
PERFORMANCE ANALYSIS: ANALYZING CURRENT EMPLOYEES
TRAINING NEEDS

53. Designing the Training Program
SETTING LEARNING OBJECTIVES
CREATING A MOTIVATIONAL LEARNING
ENVIRONMENT
MAKING THE LEARNING MEANINGFUL
MAKING SKILLS TRANSFER OBVIOUS AND EASY

54. Developing the Program
creating the programs training content and materials.
(lectures, cases,Web-based, etc.) you will use.
Training equipment and materials include (for
example)
iPads, workbooks, lectures, PowerPoint slides

55. IMPLEMENTING TRAINING PROGRAMS
set and the program designed and budgeted
On-the-Job Training
TYPES OF ON-THE-JOB TRAINING
Lectures
Computer-Based Training (CBT)

56. Evaluating Training Programs
Three Stack Holders

57. • Accidents
benefits of the program
Outcome What is measured How measured Example
1.Affective • Motivation
• Reaction to program
• Attitudes
• Interviews
• Focus groups
• Attitude surveys
• Satisfaction
• Benefits
2. Cognitive •Acquisition of
knowledge
• Pencil-and-paper tests
• Work sample
• Safety rules
• Electrical
principles
3. Skill-based • Behavior
• Skills
• Observation
• Work samples
• Ratings
• Listening skills
• Coaching skills
• Airplane landing
4. Results • Company payoff •Data from information
system or performance
records
• Absenteeism
5. Return on
Investment
• Economic value of
training
• Identification and
comparison of costs and
• Dollars
Evaluating Training Programs

58. Determining Return on Investment (ROI(
• Cost- benefit analysis:
- The process of determining the economic benefits of a
training program using accounting methods
- 3 steps
1- Determining costs (direct and indirect)
2- Determining benefits (review potential benefits)
3- Making the analysis (cost-benefit analysis(
Evaluating Training Programs

59. Reference
•Human resources management, 2020 – Gary Dessler 16th edition
•68 Training Industry Statistics: 2020/2021 Data, Trends & Predictions.
https://research.com/careers/training-industry-statistics
•The Most Effective Training Techniques - SimplifyTraining
•The Importance of Training and People Development - HR Articles and Trends
•HRM Gaining A Competitive Advantage – Raymond Noe 5th Edition 2005
•Training and Development: An Examination of Definitions and Dependent Variables -Usha Valli
Somasundaram Toby Marshall Egan- Texas A & M University.
•International Journal of Management and International Business Studies.ISSN 2277-3177
Volume 4, Number 2 (2014), pp. 213-220.
•Warr, P. B. (2002). Learning and training. In P.B. Warr, (ed) Psychology at Work. London: Penguin
Books.

60. THANK
YOU