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Learning Outcomes
 Discuss the scope of training and development and its
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
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strategic aspects
Describe how a training needs assessment should be
done
Describe the factors that must be taken into account
when designing a training program
Identify the types of training-delivery methods
organizations use
Explain how the effectiveness of training programs are
evaluated, and describe some of the additional
training programs conducted by firms
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2
The Scope of Training
 Training
 Effort initiated by an organization to foster learning
among its members
 Narrowly focused and oriented toward short-term
performance concerns
 Development
 Effort that is oriented more toward broadening an
individual’s skills for the future responsibilities
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3
Figure 7.1 - Strategic Model of
Training
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4
Phase 1: Conducting the Needs
Assessment
Organization analysis
• Examination of the environment, strategies, and resources the firm faces so
as to determine what training it should emphasize
Task analysis
• Process of determining what the content of a training program should be
on the basis of a study of the tasks and duties involved in the job
• Competency assessment: Analysis of the sets of skills and knowledge
needed for decision oriented and for knowledge-oriented jobs
Person analysis
• Determination of the specific individuals who
need training
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Phase 2: Designing the Training
Program
 Issues to be focused on
 Training’s instructional objectives
 Readiness of trainees and their motivation
 Principles of learning
 Characteristics of instructors
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6
Developing Instructional Objectives
 Information collected through needs assessment, can
help state the desired outcomes of training through
written instructional objectives
 Instructional objectives: Desired outcomes of a
training program
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Describe skills or knowledge to be acquired and attitudes to be
changed
Are performance centered
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7
Assessing the Readiness and Motivation
of Trainees
 Preconditions for learning that affect success
 Trainee readiness
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Whether or not the experience and knowledge of trainees
have made them ready to absorb the training
 Trainee motivation

Organization needs to help employees understand the link
between the effort they put into training and the payoff
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8
Figure 7.3 - Principles of Learning
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Characteristics of Successful Instructors
 Knowledge of the subject
 Enthusiasm
 Sincerity
 Interest in trainees
 Sense of humor
 Ability to communicate clearly
 Willingness to provide individual assistance
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Figure 7.5 - Learning Outcomes Differ by
Training Method
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Figure 7.6 - Training Delivery Methods
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Figure 7.7 - The PROPER Way to Do Onthe-Job Training
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Figure 7.8 - Case Studies
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Figure 7.9 - Criteria for Evaluating
Training
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Additional Training and Development
Programs
 Orientation
 Onboarding
 Basic skills training
 Team training and cross training
 Ethics training
 Diversity training
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Figure 7.10 - Team Training
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