Training & Development Process
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1. Training and development involves analyzing organizational, task, and individual needs and designing training programs to address performance gaps and achieve learning outcomes that support business goals. 2. The training process includes needs analysis, program design, implementation, and evaluation on multiple levels from reaction to impact. 3. Both HR and line managers play important roles, with HR facilitating the process and line managers directly involved in needs analysis, design, delivery, and evaluation of training for their teams.
Training & Development Process
- 1. TRAINING & DEVELOPMENT Budi Santoso HR-T&D PT. Greenfields Indonesia
- 2. The Big Picture PICTURE Organization Performance Employee Performance Skills, Knowledge & Attitude Education, Experience & Training
- 3. System Model TRAINING Needs Evaluation Assesment Implement Design
- 5. Training Needs ANALYSIS Organization Task Person Analysis Analysis Analysis
- 6. Training Needs ANALYSIS 1. Organization Report Organization 2. Organization Survey Analysis 3. Performance Appraisal System 4. Business Plan
- 7. Training Needs ANALYSIS 1. Job Description 2. Job Output Standard Task Analysis 3. Cases in Job 4. Performance Appraisal 5. Other Obstacle
- 8. Training Needs ANALYSIS 1. Performance Appraisal 2. Questionaire Person 3. Focus Group Analysis 4. Interview 5. Observation 6. Psychological Assessment
- 10. Desired Performance Gap Performance Actual Performance
- 12. Designing Training PROGRAM Instructional Trainer Objective Issue In Training Design Principle of Trainee Readiness Learning & Motivation
- 13. LEARNING OUTCOME Verbal • State, Tell Information • Describe information Intelectual • Apply concept to Skills solve problem • Execute a physical Motor Skills Action
- 14. LEARNING OUTCOME • Choose a personal Attitudes course of action Cognitive • Manage thinking Stratgey & learning process
- 16. TRAINING E V A L U A T I O N 1. Memastikan kurikulum tercapai dan mendukung kebutuhan bisnis 2. Menentukan apakah hasil training mendukung bisnis 3. Mengukur benefit dan cost training 4. Membantu identifikasi gap tujuan dan hasil training
- 17. TRAINING E V A L U A T I O N Before Training During Training After Training
- 18. TRAINING E V A L U A T I O N • Mengevaluasi reaksi peserta Reaction terhadap training 4 LEVEL TRAINING EVALUATION • Mengevaluasi hasil Learning pembelajaran selama training • Mengevaluasi hasil training Performance terhadap pekerjaan peserta Business • Mengetahui apakah tujuan awal training telah tercapai Impact
- 19. PERAN HR VS LINE MANAGER PERAN HR 1. Memfasilitasi proses TNA 2. Mengajukan rencana budget pelatihan 3. Memberikan panduan pelaksanaan pelatihan 4. Memberikan panduan evaluasi pelatihan 5. Menyediakan fasilitas pelatihan 6. Memberikan pelatihan bagi trainer cara memberikan training
- 20. PERAN HR VS LINE MANAGER Peran Line Manager 1. Melakukan proses analisa kebutuhan pelatihan 2. Mengajukan pelatihan yang dibutuhkan 3. Menyusun desain pelatihan bersama HR 4. Memberikan pelatihan 5. Melakukan evaluasi hasil pelatihan 6. Memberikan masukan pada HR tentang efektifitas pelaksanaan pelatihan