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Are you preparing for Training and Development interview? Training and Development is a general term used to every person. One should get trained in technology that he/she is interested in. There are many such technologies that can be trained on. People are choosing their interested one and finding the jobs. Not only specific to technical knowledge, people should improve their personal skills in order to move ahead in life. Many institutions are offering courses on training and development. Human resource management is one key sector for this. There is huge demand for this technology in the market. Good knowledge on their technology will fetch the desired job. Wisdomjobs framed Training and Development interview questions and answers to make it easier for your interview preparation.
Training is defined as a continuous learning process in which the employees will acquire knowledge, enhance professional skills and improve attitudes and behaviors to excel well on the job.
The objectives of the training department is to identify the required training needs of an organization and fill the gap with a host of training methods for the welfare of the organization and employees on a whole.
TRAINING means learning new things and refreshing old one.
DEVELOPMENT means Implementing the learned session and Finiding new ones.
On-the-job training is a type of learning process that usually occurs in an actual work environment i.e. an employee will be learning the new job roles and responsibilities while undergoing this training.
Off-the-job training is a type of learning process that usually occurs out of an actual work environment. This involves case analysis, lectures, presentation, simulation games etc. to imbibe the concepts and brainstorm ideas in an effective manner.
The training is effective in all means if it:
There are different training methods like on-the-job techniques, off-the-job techniques, role playing, simulation, internship, apprentice ship, lectures, case analysis, laboratory training methods etc.
The following are the key issues to be addressed for a successful training program:
The role of a trainer is to develop a competency and skill sets in an individual to perform his/her effectively and efficiently in the work place. The trainer should communicate to the trainees about what is expected out of training in a simple and professional way.
The trainer plays a pivotal role from start to end of the training that includes the following:
The qualities of a good trainer are as follows:
The following are the steps to be undertaken to make the long training session not boring to the trainees/employees:
The well experienced trainer would end the training session with the summary of the whole session/story/real life business example/ feedback mechanism to evaluate the usefulness of both the training session and trainer as well.
Refer to the essential skills and behaviors that every successful trainer needs. These include technical skills such as knowledge of adult learning principles, business core competencies such as knowledge and understanding of basic business principles and organizational behavior and personal competencies such as planning and organizing skills, information gathering and analysis, communication and presentation skills, coaching skills, adaptability, creativity and resilience. Support your answer with work related examples.
Take the interviewer through each step of the training process from identifying the training needs to designing the right learning intervention, to presenting the training program and evaluating the effectiveness of the intervention. Highlight the key skills you used from problem assessment to decision-making to presentation skills to evaluation skills.
Training employees can present many challenges. Some common difficulties include lack of manager or supervisor support, disinterest and lack of motivation from the employee, lack of engagement from participants and poor learning transfer to the job. The key to answering these trainer interview questions is to explain how you analyzed why the difficulty occurred and what actions you took to improve the situation from redesigning the training to conducting feedback workshops with participants and supervisors.
Finding out training needs includes communicating with managers and supervisors, conducting surveys, talking to the employees and observing on the job performance. Analyzing performance management feedback and organizational, departmental and operational needs. Give a specific example.
Learning transfer is an ongoing process. Ways of assessing the degree of transfer include observation, talking to supervisors, customers, colleagues and getting feedback from the employee. Focus on key requirements for training transfer starting with a training program that is properly linked to real work life experience to manager and supervisor support and reinforcement back on the job.
On the job training presents its own challenges including distractions, lack of structure and nervousness from the employee. Take a specific example and discuss how you managed the difficulties.
When answering trainer interview questions about effective training relate it to actual examples. Effective training means the employees are engaged in the training, learn new skills, ideas and knowledge. The process enhances employee self esteem and instills confidence and motivation. The participants are able to transfer effectively what has been learned into the work environment. The training meets the employee's development and training needs and helps fulfill the organization's goals and objectives.
Professional trainers use a variety of methods including role playing, simulation, lectures, case studies. Assess the training needs of the employees, determine which skills and knowledge need to be learned and then decide on the most appropriate training method for imparting these specific skills, abilities and knowledge. The method must match the participants profile and needs and the learning material.
Focus on your motivation for professional development and learning. Do you attend seminars, subscribe to relevant publications, do research on the internet etc.
The basic difference between training and development is:
Training helps to make the employee of a company to be more effective and efficient in the present role and responsibilities of the job i.e. fulfill short term needs of any company but development helps to improve the overall personality dimensions of an employee to take up any future assignments if any and better equipped to handle any critical situations might occur i.e. fulfill long term needs of any company.
Tools which you can use for communication during crisis are:
i.) Internal/ External social media – depending on the issue
ii.) Executive Blog
iv.) Addressing large groups of employees
v.) Press Conference
Tools which you can use to communicate with virtual work force include:
ii.) Instant Messengers
ix.) Online document management systems
x.) Virtual Private Network
The major difficulties faced by the organizations in implementation of an effective internal communication system are:
•Gap in receiving the information
•Geographically divided work force
•Using ineffective and inefficient way of communication
•Message falling on deaf ears and blind eyes
A disciplinary action can invoke a feeling of mistrust among not only the employee against whom the action is being taken but also his fellow employees.
In order to avoid this feeling of mistrust against the employer, it is important to:
•Document the disciplinary procedure and communicate it to all the employees
•Provide a clear reference to the activities and the disciplinary action they call for according to the guidelines.
•Ensure that the employee against whom the action is being taken understands and accepts his behaviours against which the action is being taken.
And, all these can be achieved only if you have clear communication system in place.
Every organization requires some work ethics and disciplinary system to be followed for efficient working and maintaining work culture. However it is a big challenge to ensure that the disciplinary system is properly implemented.
Communication plays an effective role in efficient implementation of the system. Some of the activities that can be done to ensure the implementation of an effective disciplinary system are:
i.) Putting up the notices on the notice boards
ii.) Updating the guidelines and putting them on the intranet
iii.) Communicating them through the e—mail.
Various tools which can be used for an effective internal communication are:
i.) Small Group meeting
ii.) Big group meetings
iii.) Open House
iv.) Notice boards
vi.) Internal newsletters
x.) Targeted desktop messages
xi.) Effective screen saver messages
In small to medium size organization usually it is the HR department which initiates and establishes the process of internal communication. HR department is the one that lays down various employee related policies and has the complete information about their implementation. So, HR department play a vital role in the implementation of internal communication system in an organization.
Communication plays an extremely important role in the process of implementing change. Resistance to change occurs because of:
•Fear of change
•Not being a part of the change process
•People moving away from their comfort zones
•Low level of trust In being able to manage change
•Wrong information about the need for change
However, all these problems can be better managed with open and clear communication.
Communication within an organization is one of the key elements responsible for its success and congenial atmosphere. Better communication in an organization brings following results:
1. Better employer – employee relationship
2. Lesser confusions within the employees and with the management
3. Better productivity as the goals are clearly stated and conveyed with a clear work path
4. Better communication helps in implementing changes easily
5. Its boosts up the confidence level of the employees
6. The employees in an organization with clear communication are better motivated
7. Employees will have lesser grievances in a clear communication environment
a. Demonstration – The trainer demonstrates the way an employee can perform his regular chores at the work place while avoiding any complex situation. In case faced with any complex situation, the trainer also helps in dealing those complex situations.
b. Discussions – In this, both the trainer as well as the trainee discusses the problems an employee faces on the job front and the trainer then provides a solution to deal with the problems. The discussion could be relating anything, problems while performing on job, interacting with colleagues, lack of confidence.
c. Lectures – It is the oldest form of imparting training. In fact no training can be complete without a part of lecture in it. This form of training is usually imparted when there is no scope or very little scope of argument amongst the trainer and the trainee. Lecture system is used when the trainer just has to impart certain information to the trainee, i.e. may be about the vision, mission, and policies of the organization.
d. Management Development – Management Development plays an imperative role in making the organization more competitive. In this the management align their employees with strategical planning in order to be more competitive. Especially this kind of a training is of high importance as competition os very high in all the sectors.
a) Intelligent Tutorial System – This system makes use of artificial intelligence in training. In this, the system acquires through the rejoinders of the trainee.
b) Programmed Instruction - Programmed instruction is the technique of guiding the accomplices deliberately through the information in a way that expedites the most operative and effective learning. It provides the participant with content, material, probes queries, and based on the response it goes to the next level of information.
c) Virtual Reality – As the name suggests, this method puts the trainee into a 3-D environment, wherein the environment stimulates situations that an employee can face while on the job – front. With this kind of training the employee can learn about the potential dangers or situations that he could face on the job front.
a. Behaviour Modelling – In this kind of training the trainees are usually shown a video of a prospective person, in which the behaviour or any particular process is video – taped for the trainees to learn from that video and behave accordingly.
b. Business Games – are based on the rules, procedures, plans, relationships and functions performed by the organization. This kind of training is usually imparted when any new employee joins the organization. In the business games, the trainees are provided with restricted data on a precise circumstance and are probed to make pronouncements in errand of the organization.
c. Case Studies – In this the trainees are provided with certain case studies, which the top management either from the same organization or from any other organization in the same business must have dealt with. Based on the case studies, the trainees are supposed to give their solutions on the same problem. The main motive of this is to acquaint the trainees with the problem rather than the solution.
d. Equipment Stimulator - Equipment simulators are the mechanical devices that compel the novices to use some actions, strategies, methods, trials, activities, or decision procedures they would use with apparatus back on in the organizations.
e. In – basket technique – In this, some material in form of text or memos is given to the trainee. The text or memos include information about the responsibilities to be carried out by the trainee. And with the data available the trainee is supposed to respond to the questions posed by the trainer within a limited time frame. Following which the trainer provides a feedback with the suitable options.
f. Role Plays – It is a technique in which the trainees are given certain roles to be enacted. This technique helps in developing interpersonal as well as communication skills, team building skills as well as group decision making skills amongst the employees.
a. Coaching – The goal of coaching is to improve the performance of the employee. Coaching focuses on the individual needs of an employee and is considered to be less formal than any other type of training.
b. Mentoring – There is a very thin line to differentiate between coaching and mentoring. Where coaching is done online, mentoring is done offline and is just a help offered by one person to another in carrying out the work without any hurdles.
c. Job rotation – Job rotation is usually done to give an enlarged perspective of the business or to give global opportunities to the employee. It is mostly used for junior employees who can prospectively replace senior level employees.
d. Job Instruction Technique – This training method focuses on knowledge, skills and attitude development. It consists of 4 steps,
i. Plan – Making the trainer aware of the kind of work you carry.
ii. Present – the trainer presents the synopsis as well as the different aspects of the work
iii. Trial – You actually step into the shoes of the other person and perform the chores to gain practical experience before taking over completely
iv. Follow up – the trainer follows up with the employee so as to avoid any kind of mistakes made by the trainee.
Evaluating training is a continuous process. You need to keep evaluating the process right from analysing the training need to the completion of training.
i. Participant satisfaction as well as reaction: This is the basic way of evaluating the results of training. Often this is the starting and ending way to evaluate the results of training. How satisfied the participants are from the training is the main criteria of evaluation and the positive results of the training are based on the satisfaction of the employees.
ii. How much knowledge has been acquired from the training: The second stage of evaluating result is how much knowledge has been imparted to the participants from the training. This is usually measured through a questionnaire as well as how they are performing post the training.
iii. Behavioural Application: If the subject of the training is based on behavioural aspect, then post the training the behaviour of the employee is tested to see how effective the training has been. The behaviour of the employee could be based on the job front or basis on the relations with his contemporaries.
iv. Business improvement: From the training, how much has the business been profited? In other terms, it is calculating the Return on Investment. Not only is the Return on Investment calculated but also has the performance of the employee improved?
One of the ways to identify the need for training is through performance appraisal. The motive of performance appraisal is to not only judge the performance of the employee but also on the skills of the employee. While conducting a performance appraisal you not only check whether the employee has been able to achieve his targets but also a 360 degree feedback is taken from his colleagues, clients as well as other business delegates with whom he is interacting with on a daily basis. Based on the evaluation of the performance appraisal as well as the feedback forms his colleagues and other people involved for businesses purposes you can identify the area on which the employee needs training.
The training needs can be identified in a number of ways, they are:
•By taking feedback from the employees colleagues, business partners or through clients
•By conducting competency or knowledge tests
•While conducting performance appraisals
•If the employees have demanded for training from the management
•Based on industry specific research, for example, due to new additions in the industry.
Training: The emphasis of training is on the development of skills. Training is about divulging new information and making us cognizant on how to make use of the information. Training is also hooked on to the awareness of the trainer.
Learning: Learning is focused on how an individual smears to the new information that he has received from training. Learning is the course of altering people’s understanding and slant to organizational as well as personal vagaries. Learning is an elongated process that often integrates training, evolving and preparing individuals with the tools to be competent enough to handle both known as well as unknown challenges.
Training an erudition process that embroils the procurement of knowledge, honing of skills, rubrics, or change in insolences and components to enhance the employees performance.
List out steps to make Training Effective for Employees.
i.Training Need Analysis: The first step to make training effective for your employees is to make an analysis on the skills that need to be trained on. Comprehensive need and skills analyses will help you define the needs of your employees, which will assist you in knowing what kind of training program you need to define for them.
ii.Why do they need training: You need to make your employees aware on the reasons as to why they require that particular training? Once they will be convinced for the reasons they require training, they will take more interest in the training.
iii.Contents of the training program: Once you have determined the needs and defined the training program as per the needs analysis; you need to introduce the content of the training to the employees.
iv.Relevance of the training: There is enough workload on an employee, we all agree to that. So, if an employee feels during the training session that it will not be advantageous for him in anyway, he will feel frustrated to attend the training.
v.Meticulous training: The training provided to the employee should be exhaustive so that it trains the employee to deal with every small and big situation in an effective manner.
vi.Evaluating the training: Once the training is over, you need to evaluate the effects of training on the employees, i.e., you need to see whether the training improved the job performance of the employee or not.
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The Need For Training And Development Departments
Function And Role Of T&d Managers
The T&d Department And The Organizational Structure
Identifying Training Needs
Responding To Individual Training Needs
Training Isn't Always The Solution
How Do People Learn?
Enhancing Transfer Of Learning
Training And Development Budgets
Measuring Training And Development
Assessing The Results Of The Training Programs
Selecting And Retaining The T&d Staff
Does Employee Development Pay Off?
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