1. EMPLOYEE TRAINING AND
DEVELOPMENT

2. Objectives
 Introduction of Training and
Development
 The significance of doing Training
Needs Analysis
 Understand Kirkpatrick’s four levels of
Training Evaluation

3. Scope
 Introduction
 Current Situation
 Analysis of Problem
 Recommendation
 Conclusion

4. Individuals career development
and progression
Introduction
Productivity and
Profits

5. Training Cycle
1. Training
Needs Analysis
2. Formulate
Training Plans
3.
Implementation
of Training Plan
4. Evaluations
of Training
Plans

6. Current Situation
 PWS, Aviation Company
 On Time Delivery, Zero Warranty
Returns and 100% Customer
Satisfaction
 Fast pace business world
 Effective Training Programs
 Enhance Productivity and Increase
Profits

7. Analysis of Problem
 Lack of
Management
Support
 Training Budget
 Absence of effective
training plan
 Post training
evaluation

8. Solution/Recommendation
s
• Develop other soft skills
• Develop full potential of
employees
• Continuous Improvement
• Increase of productivity
• Increase of Job
satisfaction and Motivation
• Assists in preparing
employees for new
appointments
Benefits
of
Training

9. Solution/Recommendation
s
 Training Needs
AnalysisReview
Current and
Future
Performance
Requirements
Identify
Possible
Training
Gaps
Identify Skills
Involved
Select
Methods of
Data
Collection
Conduct
Data
Collection
Exercise
Summarize
Data
Prepare TNA Reports
and
Recommendation

10. Solution/Recommendation
s
 Kirkpatrick’s Four Levels of Evaluation

11. Conclusion
 Performance and Growth
 Increase of Motivation
 Positive change in behavior
 Cost Effectiveness with TNA
 Retention and Learning

12. References
 Training and Development. Businessballs.com.
Retrieved on May 22, 2013 from
http://www.businessballs.com/traindev.htm
 Training and Development. (n.d) Quest. Retrieved on
June, 2012, from http://www.qsasia.com
 Pat Hargreaves and Peter Jarvis. (1998). Practical and
systematic approach to training. Retrieved on May 24,
2013 from The Human Resource Development
Handbook.
 Pat Hargreaves and Peter Jarvis. (1998). People
development for organization. Retrieved on May 24,
2013 from The Human Resource Development
Handbook.
 Thomas George and Surjit Singh. (2000). Human
Resource Development: Ensuring High Performance.
Retrieved on May 25, 2013 from Human Resource
Development in Organizations.
 Thomas George and Surjit Singh. (2000). Training

13. References
 Edward W. Deming (1990). Some Tips to Improve Public
Sector Output. Retrieved on May 25, 2013 from Human
Resource Development in Organizations.
 David Bain. (1982). The Productivity Prescription: The
Manager’s Guide to Improve Productivity and Profits. New
York: McGraw-Hill Book Company. Retrieved on May 25,
2013 from Human Resource Development in Organizations.
 Leonard Nadler (1980). Corporate Human Resources
Development. New York: Van Reinhold Co. Retrieved on May
25, 2013 from Human Resource Development in
Organizations.
 John K. Burton and Paul F. Merill (1985). Needs Assessment:
Goal, Needs and Priorities. Retrieved on May 25, 2013 from
Human Resource Development in Organizations.
 Kirkpatrick’s learning and training evaluation theory.
Businessballs.com
 Retrieved on May 27, 2013 from
http://www.businessballs.com/kirkpatricklearningevaluationmo
del.htm