Learning & Development Intervention
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This document outlines the process for conducting a training needs analysis and evaluating the effectiveness of training programs. It involves identifying competency gaps, designing training programs, implementing training, and assessing the impact on multiple levels. Effectiveness is evaluated based on participants' reaction, learning, behavior change, and organizational impact using tools like surveys and metrics. The overall process aims to measure return on investment from training interventions over time.
Learning & Development Intervention
- 2. Training Needs Analysis Content Design Implementation Post Training Effectiveness Ashok Narayanan :2012 -2013 9/20/2012
- 3. Map role based Identify Competency Competency gaps requirements Evaluate Design training training programs Ashok Narayanan :2012 -2013 9/20/2012
- 4. Identify competency map Create an evaluation format Use single degree or multi degree analysis Ashok Narayanan :2012 -2013 9/20/2012
- 5. Context Analysis- An analysis of the business needs or other reasons the training is desired. User Analysis- Analysis dealing with potential participants and instructors involved in the process. Work Analysis- Analysis of the tasks being performed. Content Analysis- Analysis of documents, laws, procedures used on the job. Training Suitability Analysis- Analysis of whether training is the desired solution. Cost-Benefit Analysis- Analysis of the return on investment (ROI) of training. Ashok Narayanan :2012 -2013 9/20/2012
- 6. Several basic Needs Assessment techniques include: Direct observation Questionnaires Consultation with persons in key positions, and/or with specific knowledge Review of relevant literature Interviews Focus groups Tests Records & report studies Work samples Ashok Narayanan :2012 -2013 9/20/2012
- 7. DIAGNOSTIC TARGETS EXPLANANTION AND TYPICAL INFORMATION COMMON METHODS OF IDENTIFYING SOUGHT DIAGNOSIS EXAMPLES INDIVIDUALS ALL INDIVIDUALS DO PEOPLE PERFORM INTERVIEWS WITHIN THE ACCORDING TO THE DIAGNOSTIC MEETINGS ORGANISATION ORGANISATION’S PROBLEMS IDENTIFIED EXPECTATIONS? BY THE HR THEIR VIEW OF THEIR DEPARTMENT PLACE & SELF-ASSESSMENT PERFORMANCE CERTAIN PROBLEMS THAT TYPICALLY ARISE DO PEOPLE MEET STANDARDS & NORMS OF THE ORGANISATION WHETHER PARTICULAR KNOWLEDGE, SKILLS & ABILITY IS REQUIRED. CAREER DEVLOPMENT OPPORTUNITIES WHAT PAIN ARE THEY EXPERIENCING Ashok Narayanan :2012 -2013 9/20/2012
- 8. 4 Process System Receiving System 1 OUTPUT Mission 2 3 9 5 Goal Post Training Activities Measure Data 7 8 Criteria Feedback 6 Criteria Feedback Ashok Narayanan :2012 -2013 9/20/2012
- 9. TARGET GROUP INTERVENTIONS DESIGNED TO IMPROVE EFFECTIVENESS INDIVIDUALS COACHING & COUNSELING TRAINING TO IMPROVE SKILLS BEHAVIOUR MODELING Ashok Narayanan :2012 -2013 9/20/2012
- 10. Quality of training Learning outcome received (maps to Kirkpatrick (maps to Kirkpatrick Level 2) Level 1) REACTION LEVEL LEARNING LEVEL Organisational BEHAVIOUR benefit (maps to Performance Kirkpatrick Level 4) LEVEL improvement (maps to Kirkpatrick Level 3) ROI Ashok Narayanan :2012 -2013 9/20/2012
- 11. Ashok Narayanan :2012 -2013 9/20/2012
- 12. Level 1: Reactions. What did the participant think of the intervention? Level 2: Learning. What did the participant learn during the intervention? Level 3: Behavior. What learning's, skills, etc., did the participant apply on the job? Level 4: Results. What changes in results and productivity have been observed on the job? Ashok Narayanan :2012 -2013 9/20/2012
- 13. Find tangible evidence of the impacts of behavioral change: Re-administer 360-degree surveys Average on pre and post surveys Climate surveys Performance metrics Customer surveys Personal balanced scorecard Ashok Narayanan :2012 -2013 9/20/2012
- 14. REACTION LEARNING BEHAVIOUR FUNCTIONAL LEVEL LEVEL LEVEL LEVEL A reaction A test of learning A behaviour An evaluation of evaluation will be will follow the questionnaire will business results will "Summary for ascertain how well also be conducted six conducted months/ 1year after immediately before Action" at the end the learning from training. the "Summary for of the last session. the program has The business results Action" that The test assesses been put into of the training group concludes the the participants’ practice. It will be compared to a program. knowledge of the measures control group of equal All participants will key learning behaviour size. be asked to objectives in the according to the The evaluation will evaluation plan. application compare increased complete a Level objectives of the profits due to sales, One questionnaire. reduced meeting time, evaluation plan. A member of the and reduction in evaluation team will Three weeks after customer complaints ( distribute the form training, all parameters to be participants will decided). while the instructor is not present. receive a Level Three questionnaire . in the mail/ person. Ashok Narayanan :2012 -2013 9/20/2012
- 15. S.NO STEPS 1st Month 2nd Month 3rd Month 4th Month 5th Month 6th Month 1 TRAINING NEEDS EVALUATION 2 RECOMMENDATI ONS 3 TRAINING INTERVENTION 4 TRAINING EFFECTIVENESS – REACTION LEVEL & LEARNING LEVEL 5 BEHAVIOUR LEVEL ANALYSIS 6 FOLLOW UP PROGRAM 7 ROI CALCULATION & FINAL EVALUATION OF Ashok Narayanan :2012 -2013 9/20/2012 INTERVENTION
- 16. “THANK YOU” Ashok Narayanan Ashok Narayanan :2012 -2013 9/20/2012