Introduction-to-Training-and-Development ( bab 3).ppsx

Training and Development in Human Resource Development (HRD) refers to a set of processes aimed at improving the performance, skills, knowledge, and capabilities of employees within an organization. While closely related, these two terms have slightly different focuses:

1. Introduction to
Training and
Development
Effective training and development programs are essential for
organizations to stay competitive and adapt to evolving
business needs. This overview will explore the key steps
involved in designing and implementing successful training
initiatives.
PJMK : Dr. M. Isa Anshori, SE.,MSi

2. Assessing Training Needs
1
Identify Skills Gaps
Assess the current
skills and knowledge
of your workforce to
determine where
training is needed
most.
2
Align with
Business Goals
Ensure training
initiatives are directly
linked to the
organization's
strategic objectives.
3
Gather Employee Feedback
Solicit input from employees to understand their
specific training requirements and pain points.

3. Designing Training
Programs
1
Define Learning Objectives
Clearly articulate the specific skills and knowledge
trainees will gain.
2
Select Delivery Methods
Choose the most effective training formats, such as
classroom, online, or on-the-job.
3
Develop Content and Materials
Create engaging, relevant, and interactive training
content and resources.

4. Selecting Training Methods
Traditional Methods
Classroom instruction,
workshops, and seminars offer
direct interaction and hands-on
learning.
Modern Approaches
Online courses, virtual
simulations, and mobile
learning provide flexibility and
scalability.
Blended Solutions
Combining traditional and
digital methods can create a
more comprehensive and
engaging learning experience.

5. Delivering Effective
Training
Facilitator Expertise
Ensure trainers are
knowledgeable,
passionate, and skilled at
facilitating interactive
learning.
Learner Engagement
Foster an environment
that encourages active
participation, feedback,
and knowledge sharing.
Practical Application
Provide opportunities for
trainees to apply new
skills and knowledge in
real-world scenarios.
Ongoing Support
Offer post-training
resources and coaching
to reinforce learning and
drive long-term behavior
change.

6. Evaluating Training
Outcomes
1
Measure Learning
Assess the knowledge and skills acquired by trainees
during and after the program.
2
Analyze Behavior
Observe how trainees apply their new capabilities in
the workplace.
3
Assess Business Impact
Evaluate the program's contribution to key
performance indicators and organizational goals.

7. Continuous Learning and
Development
Self-Directed Learning
Encourage employees to pursue
their own professional
development opportunities.
Mentorship Programs
Pair experienced employees with
new hires to foster knowledge
sharing and growth.
External Learning
Provide opportunities for
employees to attend industry
events, conferences, and
workshops.
Peer-to-Peer Learning
Foster a culture of knowledge
sharing and collaborative
problem-solving.

8. Aligning Training with
Organizational Goals
Assess Business Needs
Understand the organization's strategic priorities and challenges.
Identify Skill Gaps
Determine the skills and competencies required to
achieve business objectives.
Develop Training Plan
Design training programs that directly address the
identified needs.

9. Budgeting and Resource
Allocation
Cost Item Estimated Budget
Instructor Fees $5,000 - $10,000
Training Materials $2,000 - $5,000
Venue and Equipment $3,000 - $7,000
Employee Time $8,000 - $15,000

10. Conclusion and Next
Steps
Effective training and development is a critical component of
any organization's success. By following a structured
approach, you can design and implement training programs
that address specific business needs, enhance employee skills,
and drive long-term growth.