Training and Development: An Essential Guide for Students & Practitioners; Includes 30+ Ready to Use Templates

By Dr. Yogesh Pahuja

While designing and delivering workshops; practitioners and aspiring trainers feel the shortfall of conceptual content or the need to have the most essential concepts available in one source.

Training and Development: An Essential Guide for Students and Practitioners is one such source that gives you to the point concepts of T&D in an easy to understand language, balancing the theory and practical aspects.

Also T&D applications are best understood with a basic foundation in OD as a functional area and its application in the industry. Thus, the book begins with an overview on understanding OD and then takes on the complete training cycle in a sequence.

Most practitioners emphasize level-one of training evaluation, which is the immediate feedback after a session and other levels like learning & on job behavior, and results invariably get ignored. Thus, the book also covers the much needed inputs on training evaluation.

This book also offers sample of formats to be used such as preparing a training proposal, training calendar and how to identify training needs. Over thirty such ready-to-use formats are included.

It is therefore a ready reckoner for students and practitioners to apply it professionally at work.

• Language: English
• Publisher: Partridge Publishing India
• Release date: Jun 19, 2015
• ISBN: 9781482848830

Dr. Yogesh Pahuja

Dr. Pahuja, founder of Happiness Studio, is an OD and HR practitioner with twenty-plus years of experience, several researches and newspaper articles, along with PG from SCMHRD and XLRI. He has developed Happiness Inventory (HI) and 3D model of happiness based on doctoral research. He has travelled across the world, and his clients include several MNC and Indian companies.

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Copyright © 2015 by Dr. Yogesh Pahuja.

All rights reserved. No part of this book may be used or reproduced by any means, graphic, electronic, or mechanical, including photocopying, recording, taping or by any information storage retrieval system without the written permission of the publisher except in the case of brief quotations embodied in critical articles and reviews.

Because of the dynamic nature of the Internet, any web addresses or links contained in this book may have changed since publication and may no longer be valid. The views expressed in this work are solely those of the author and do not necessarily reflect the views of the publisher, and the publisher hereby disclaims any responsibility for them.

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Contents

Preface

Acknowledgements

Part- I: The Training Cycle & OD concept.

1 Organizational Development

• Introduction of OD

• Definitions of OD

• Growth & Relevance of OD

• Four Pillars of OD

• Organizational Development Practitioner

• Future of OD: A Thought.

2 An Introduction To Training

• Introduction

• Training versus Formal education

• Role of Trainer

• Training Cycle

• Adult Learning Styles

• How do Adults learn?

3 Strategic Perspective Of Training

• Strategic Perspective of Training

4 Training Need Analysis

• Introduction

• Identification of Training Needs

• What is a training need?

• Process for training needs identification

• Training Need Identification Methods

• Three Levels of Training Need Identification

• The nine step Training Needs analysis process

• Needs Analysis Model

5 Training Design

• Training Objective

• Training content & Delivery

• Designing methods

• Training methods that work

6 Training Evaluation

• Measuring effectiveness of training

• Training Evaluation: Result Based Approach

• Level based models of Training Evaluation

• Understanding levels of Training Evaluation

• Appropriate Post-program Data Collection Methods

Part- II: Evaluate Training and Development

1 Concept, Definition and Need for Evaluation

• Introduction

• Concept

• Definition

2 Role of Evaluator

• Role of Evaluator

3 Stages of Evaluation

• Introduction

• Typologies of Evaluation

– 4 Evaluation Methods

• Introduction

• Pre-training evaluation

• Evaluation during training

• Post Training Evaluation:

• Job Behaviour Evaluation

• Job Improvement Plan:

• Ultimate Value Evaluation:

• Follow-Up results:

– 5 Criteria & approaches for Selection of Evaluation Methods

• Introduction

• Ultimate Value Approach:

• Trainee Centered Approach:

• Training Centered Approach:

– 6 Techniques of Measurement and Its related Problems

• Introduction

• Quantitative Approaches of Measuring:

• Rating Scales:

Part- III: Ready to use Templates

• Training Proposal Template 1:

• Training Proposal Template 2

• Training Proposal Template 3

• Training Need Identification Template 1

• Training Need Identification/Assessment Template 2

• Training Need Identification/Assessment Template 3

• Training Need Identification Template 4

• Training Need Identification Template 5

• Training Need Identification Template 6

• Training Need Identification Template 7

• Training Registration Form Template 1

• Training Registration Form Template 2

• Training Registration Form Template 3:

• Training Design Template 1

• Training Design Template 2

• Training Design Template 3

• Training Design Template 4

• Training Calendar Template 1

• Training Calendar Template 2

• Training Calendar Template 3

• Training Calendar Template 4

• Training Evaluation Template 1

• Training Evaluation Template 2

• Training Evaluation Template 3

• Training Evaluation Template 4

• Training Evaluation Template 5

• Training Evaluation Template 6

• Training Evaluation Template 7

• Training Certificate Template 1

• Training Certificate Template 2

• Training Certificate Template 3

• Training Certificate Template 4

Notes/References

PREFACE

T he need for this book arose at the time when a leading B School in the country approached me to design and deliver a course on Training and Development. I took up the assignment and understood the contents to be covered. After searching several sources for the content, I realized that there isn’t a single book-source, which gives applicable knowledge of T&D in a capsule. Thus I started to work on the subject to include most relevant topics and limit the need to refer several sources.

I realized that T&D applications are best understood with a basic foundation in OD as a functional area and its application in the industry. Thus the book begins with an over view on understanding OD and then takes on the complete training cycle in a sequence. Part I of the book therefore covers the conceptual understanding of OD and T&D as a subject.

I have noticed in the past 20 years of my work experience as a trainer that most organizations refer only to Kirkpatrick model of training evaluation and several practitioners are not even aware of other models that exist for training evaluation. In fact I received a request to prepare and build content on training evaluation additionally to enable the students and practitioners to apply it at work place suitably. Thus part II of the book cover the much needed ‘know-how’ on training evaluation.

A book on training and development would be incomplete if it did not offer sample of formats to be used for preparing a training proposal, training calendar or how to identify training needs. Thus part III of the book is a compilation of over 30 such forms which are ready to use and can be modified suitably to an organizations requirement.

Why attempt to reinvent the wheel when you can have all the raw material and spares to design one of your own suitable to your need. This is exactly the purpose of this book, i.e. as a ready reckoner for students and practitioners to apply it professionally at work.

Your feedback and comments are welcome. Feel free to write to me at [e-mail]

ACKNOWLEDGEMENTS

T he first heartfelt thank you goes to the B school and its faculty for initiating me to develop content on training and development. Also to the all my clients who permitted me to serve them by offering my services as a trainer and building upon my knowledge through learning by experience.

I have learnt a lot from all of my students and workshop delegates who have attended my sessions and motivated me to give my best.

In the process of development of this book as a final version, it would be incomplete if I did not acknowledge the efforts of my student and now my professional colleague Gaurang Patel who spent hours on it for editing and Surabhi Poduval for proof reading.

I dedicate this book to my Parents Dr. O.P.Pahuja and Mrs. P.L.Pahuja with whose support and direction I have reached here today. Their encouragement and support in my academic and professional ventures is priceless.

Further I would also like to acknowledge my PhD Guide Dr. D.M.Pestonjee (retd. Prof. of IIM Ahmedabad) who is a true source of inspiration and a role model for all my academic pursuits. The contributions and learning from Dr. S.M.Khan who also helped me during my doctorate, deserves a special mention here.

And last but not the least, I would like to thank my lovely wife Nilam, for being a true support and believing in me.

PART- I

The Training Cycle & OD concept.

CHAPTER 1

Organizational Development

Introduction of OD

C an you think for a moment about the organizations to which you belong? You probably have many to name, such as your company, a school, volunteer organization, or a political party. You are undoubtedly influenced by many other organizations in your life, such as a health care organization like a doctor’s office or hospital, a temple group, a child’s school, a bank, or the local city council or state government.

You can take name of the organization/s with which you are not happy. It might be the one, which you left behind because you did not have the opportunity to contribute that you would have liked. Maybe it was a dissatisfying team atmosphere, or you were not appreciated or recognized for the time and energy that you dedicated to the job.

You’ve likely had some excellent experiences in organizations, too. You may have had a job that was especially fulfilling or where you learned a great deal and coworkers became good friends. Maybe your local volunteer organization helped a number of people through organized fundraisers or other social services activities.

Perhaps you joined or started a local community