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A Systematic Training Process

Assessment, Design, Delivery and Evaluation of Training
by

Dallas Diaz

on 26 February 2015

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Transcript of A Systematic Training Process

Most common type is OJT (on-the-job training)
Evaluation of Training
Talent Management
Succession Planning
Steps to Organize How You Train Your Employees
The Systematic Training Process
Assess Your Training Needs:
Learner Characteristics
Instructional Strategies
Transfer of Training
Training Design
External Training
Internal Training
Online Training
Training Delivery
Starbucks:
A Case Study

Presented By:

Cheryl Strouse
Janna Burk
Tiffanie Miller
Dallas Diaz
Step 1:
Analyze what training might be necessary.
Step 2:
Identify training objectives & criteria.
Identify problems
Review jobs involved & tasks performed
How individuals perform their jobs
Training objectives can be developed IF training is a solution.
"Gap Analysis"
Possession of basic skills
"Motivation to Learn" (desire)
Possession of self-efficacy
Perceived Utility of the Information
Learning Styles; auditory, tactile, & visual
Active Practice
Over learning
Behavioral Modeling
Error-based examples
Reinforcement
Immediate Confirmation
Occurs when trainees actually use the information and knowledge from training on the job
References:
Works Cited

"The Management Process." Littleton: World Saving and Loan, 17 August 1997.

Mathis, Robert L., John H. Jackson. Human Resource Management--Essential Perspectives. 6th. Mason: South-Western Cengage Learning, 2012.

Hansen, Andrew K. "Starbucks:Continual Training. 13 April 2010. 5 November 2012.

"Starbucks Partner Guide: A Guide to Your Partner Experience." Starbucks Partner Guide: A Guide to Your Partner Experience. US Stores Edition. (2011): 39. Print.

"Starbucks Training Technology." Learning Team A. University of Phoenix, 7 2011. Web. Web. 15 Nov. 2012. <http://starbuckstrainingtechnology.blogspot.com>.

"Strabucks Training Video: Preparing Cappuccino." 7 April 2007. 10 Nov. 2012 <www.youtube.com>.
Internal Training
Traditional class
On-the job training
Self-guided training at company portal
Mentoring/Coaching
Cross Training
Group-based classroom
Cost-Benefit Analysis
External Training
Third-party training
Web conferences
Training at outside location
Podcasts
Blended Training
Teleconferencing
Learner Characteristics
Introduction
Determine training costs
identify potential savings results
Compute potential savings
Conduct costs and savings benefits comparisons
Instructional
Strategies
Online Training
Transfer of
Training
Training Needs Assessment
Training Design
Training Delivery
Evaluation of Training
Prepare
Present
Provide Practice
Follow-up
ROI and Benchmarking
Talent Management
Documentation
Tracking
Registration
Reporting
Compiling
Succession Planning
Benefits:
Supply
Paths and Plans
Review
Reputation


1. What does this mean?

2. Why is this performed?

3.When is it performed?

4. Who does this?

5. What's next?
FIN
Warning!!
Effective training relies on the experience and desire of the trainer. Some people are not meant to be teachers!
Why We Inspect
To Relate performance to objectives
To assist in coaching and counseling
Identify training needs
Support evaluations
Make accurate skill appraisals
Ensure fairness among employees
To assess talent
To plan for the future
Cost Effective
Access more employees
Blended solution
"Designed to drive business performance by identifying the best people, challenging them with work they love and providing them with the development and support they need to reach their potential." - (Starbucks Partner Guide 2011)
Training Needs Assessment
Training Design
Training Delivery
Evaluation of Training
What are potential
problems?

High turn over
Customer dissatisfaction
High absenteeism and/or low performance among employees


1. Do a performance evaluation
2. Give them a skills test
3. Give individual assessment tests
4. Go back through records of critical incidents
5. Handing out questionnaires or surveys
GAP ANALYSIS:
What are ways to assess individual employees?
Full transcript