CU-MBA-SEM-III-Training & Development-Second draft

organization. An effective correspondence framework adjusts workers to the organization's objectives, values, and objectives. An open communication system empowers representatives to comprehend the significance of progress in a company. Active organizational development expands correspondence in an organization, with input shared constantly to support improvement.  Employee Growth: Organizationaldevelopment places significant emphasis on effective communication, which is used to encourage employees to effect necessary changes. Many industry changes require employee development programs. Accordingly, numerous organizations are pursuing improving the abilities of their workers to outfit them with more market-significant skills.  Enhancement of Products and Services: Innovation is one of the main benefits of organizationaldevelopment and is a key contributing factor to the improvement of products and services. One way to deal with change is worker improvement – a basic point of convergence is a prize for inspiration and success. Successful commitment of representatives prompts expanded development and profitability. Through serious examination, shopper assumptions, and statistical surveying, hierarchical advancement advances change.  Increased Profit Margins: Organizationaldevelopment impacts the main concern from numerous points of view. Because of expanded profitability and advancement, benefits and proficiency increment. Costs descend in light of the fact that the organization can all the more likely oversee representative wearing down and non- appearance. After the alignment of an entity’s objectives, it can focus entirely on development and product and service quality, leading to improvements in customer satisfaction. 13.2.3 The Organizational Development Process The Organizationaldevelopment processes can be divided into seven steps which are elaborated as below. This process is different from the usual process of analytics cycle where a problem id identified, data collected and analysed before presenting when it comes to the implementation of new policies.  Entering and Contracting: The very first step kicks off when an opportunity gets identified by a manager/ administrator. There are various that trigger to do this activity such as external changes, conflicts within an organisation, complaining by customers, reduction in profit, no chance for innovative approach or high attrition rate including high absence. These events reflect there is a deep-rooted problem within the 251 CU IDOL SELF LEARNING MATERIAL (SLM)

organisation. The first stage involves scoping the problem. Most of the times, a meeting is conducted in this regard between the manager and the members of OD.If it happens to be an external OD consultant, it is done through a formal meeting.  Diagnostics:The second phase is about getting insights on the current functioning of the system by the OD practitioner. They duty is to collect information for making an accurate interpretation of the problem. Therefore, they conduct surveys and interview potential people to collect data to identify the root cause of the problem. As per the statement by Cummings and Worley (2009), the need is to conduct an effective diagnosis to get the systematic knowledge of the Company required for designing right interventions. Various models are put to use for running these kinds of diagnoses. Below three IPO models are presented in the form of a diagram reflecting a clear input, a (change) process and an output. Theses assist in structuring various design components of the companies (Reference to star model presented by Galbraith).This model provides clarity on different design components playing a role at different levels of the company (i.e., Organizational, group, and individual). In order to diagnose organizational system in OD, one has to go through the three comprehensive models as given in the following: 252 CU IDOL SELF LEARNING MATERIAL (SLM)

Fig. 13.1 Comprehensive Models  Data Collection and Analysing: Data collection and its analysis takes place in the third phase. The instruments used in data collection are data available from work systems, interviews, questionnaires, observations, and the method of ‘fly on the wall’. A lot of time goes into data collection, but it is the key for the success of any project. Therefore, keep into cognizance about the factors like confidentiality, clear purpose, anonymity, observer-expectancy bias including a Hawthorne effect.  Feedback: The phase of feedback is very crucial for the OD consultant from the perspective of giving information back to the concerned client in a manner that is easy to understand as well as action driven. The provided information must be relevant, understandable, and descriptive. At the same time, the information should have the attributes like verifiable, timely, significant, limited, comparative and spur to act. Besides techniques such as storytelling and visualization might be put into practice effectively.  Designing Interventions: Once the feedback is given to the client, the need is to develop an intervention plan. The developed intervention must fulfil the requirements of the company and it should be based on the basis of outcomes from the causal 253 CU IDOL SELF LEARNING MATERIAL (SLM)

knowledge.Additionally, the company should have the potential to accommodate the changes effectively. The significant aspect of the change process is to define the success criteria for making change. Progress after change can be witnessed provided there is a well- defined criterion in place.  Leading and Managing Change: This phase paves way to execute the change intervention. As per the estimation report, the failure rate of change stands in the range of 50-70%. It might not be the realistic picture, but there is hardly any possibility to doubt the integrity of change. Effective Change management depends on several factors like motivating change, developing support, creating a vision, managing the transition and sustaining the momentum. One of the recognised change models in this regard is eight steps developed by John Kotter to transforming the company.  Evaluation and Institutionalization of Change The opportunity to improve starts after the implementation of the system.Implementation leads to benefits like better user and employee experience. These kinds of incremental changes ensure the rapid evolution in Technology. Since change being a constant factor, it is not feasible to implement Technology for the sake of it. Systems evolve thereby requires a constant implementation. Finally, effective interventions evaluate their success and are developed in a way enabling to make comparison between the state of affairs before and after. 13.3 CURRENT TRENDS IN TRAINING AND DEVELOPMENT Learning and development (L&D) professionals wear many hats and continue to gain new responsibilities beyond their traditional role of deploying training programs at the request of business leaders. Learning experts are presently taking a more vital and proactive part in arranging and creating preparing that is lined up with business objectives and, consequently, improves Organizational performance. For model, heads are progressively perceiving that preparation has become an upper hand for organizations competing for ability. Workers today need individual and expert turn of events, which has carried preparing to the front line of numerous ability obtaining endeavours. When recruited, those representatives perform better and stay longer with organizations that have constructed a solid learning society, creating workers for their current and future roles. The business market is changing at a quick speed, expecting organizations to turn out to be defter and more receptive to change. Innovation is just quickening this pace of progress through developments in territories like robotization and computerized reasoning. Organizations should now reskill and upskill workers at a quicker rate, sending learning 254 CU IDOL SELF LEARNING MATERIAL (SLM)

encounters that rapidly close specialized and delicate abilities holes and get ready everybody — representatives and clients the same — for the future. As the business market continues to evolve, so will the role of the learning leader. The key trends for 2020 reflect the broadening role of L&D to deliver effective learning solutions at the speed of change. Training for the Gig Economy More and more organizations are utilizing a developing number of agreement and brief (\"gig\") workers. The gig economy addresses a move in how representatives see work, esteeming the adaptability and opportunity of agreement occupations over the conventional plan of a consistent regular place of employment. As the gig economy develops, organizations are tested with how to prepare these new kinds of laborers, who may not be conceded admittance to conventional worker frameworks, for example, learning portals. The gig labour force is a continuation of the pattern we saw a year ago around preboarding. It requires the L&D capacity to think past the undertaking with regards to guaranteeing top execution for the organization. As the idea of work keeps on developing, L&D is starting to adjust by giving learning freedoms to laborers past the focal point of conventional undertaking training. Growing Focus on Soft Skills Training Technology is advancing strategic approaches through computerization and man-made reasoning (artificial intelligence), and the fate of work will incorporate positions that don't exist today. Indeed, even with this change, delicate abilities like inventiveness, spry reasoning, correspondence and coordinated effort will remain popular. Nonetheless, our exploration shows that holes in delicate abilities exist across all jobs and essentially all capacities, and organizations on the whole ventures are reacting by giving an assortment of types of preparing. We can accept that this hole is all over the place, and similar as information proficiency, delicate abilities preparing is turning out to be centre to authoritative and worker success. Soft abilities are not acquired in a one-and-done preparing occasion. To really build up these abilities, representatives require numerous preparation encounters throughout an all- encompassing timeframe to learn and rehearse them. We anticipate a proceeded with centre around delicate abilities preparing, and L&D experts should make thorough learning encounters to build up this basic expertise set. Data Literacy 255 CU IDOL SELF LEARNING MATERIAL (SLM)

There is no lack of information in the advanced business climate, generally because of the detailing and examination capacities given by innovation. Organizations are attempting to unite this information —including learning information — and see how to utilize it precisely and ethically. Our research shows that organizations that proactively put resources into building up their representatives' information proficiency are beating organizations that don't across an assortment of measurements, including income development, benefit and worker satisfaction. The training function — at any company, in any industry — cannot afford to ignore this competitive advantage and addressing the data skills gap is critical Our new competency and vocation research has shown that among the most fragile skills for L&D experts are authoritative execution investigation, execution estimation, and business and preparing execution appraisal.L&D professionals must take the first step and invest the time and resources to become data-literate themselves to prove the value of learning to business executives. Then, we can drive the development of this critical skill across the entire company. High Capital Investment in Learning Experience Platforms In 2019, we saw greater speculation, through a convergence of capital ventures and union, in learning experience stages (LXPs). Customary learning libraries are done cutting it for organizations that need to total substance from different sources and suppliers to make more contributions for workers. Accordingly, organizations are progressing to on-request figuring out how to help workers at the period of scarcity, and computer-based intelligence and AI are getting more typical in a scope of instruments, from conveyance stages (LXPs just as customary learning the executives frameworks) to chatbot-based training devices and substance curation applications. We hope to see greater speculation stream into the learning space in the coming year, with an attention on improving the representative learning experience. Understanding the ramifications of these innovations, their possible inherent predisposition, and the source and utilization of student information will be top of psyche for L&D experts as we remember these arising devices for our organizations' innovation stacks. Defining L&D’s Role in Building a Learning Culture Improving and refining the employee experience continues to be a focal point for many companies. Having a strong learning culture can maximize employee potential and encourage creativity and innovation. The results of a solid learning society could even pull in skilled representatives and expand the time allotment they stay with a company. 256 CU IDOL SELF LEARNING MATERIAL (SLM)

The challenge we face is characterizing L&D's part in building that learning society. The C- suite, HR, Authoritative turn of events, and learning and advancement groups all have a personal stake and duties in creating and keeping up the organization's learning society. The tone at the top is key, and our research shows that executives feel they are making the level of investment needed to maximize the impact of learning on the company. The challenge is for L&D to make certain the investment is achieving the outcomes we expect it to. Ubiquity of Customer Education Technology is continually changing, and whether it's by downloading another application on their telephone or by putting in new programming on their PC at work, clients adjust. Today, every innovation has some type of self-improvement work, so no conventional preparing is required. Numerous apparatuses have short recordings or articles accessible to respond to every now and again posed inquiries. There is likewise a developing spotlight on planning innovation with an instinctive client experience, empowering route without assistance. As a consequence of these turns of events, one could contend that client schooling has generally become a self-improvement model, with clients upskilling themselves depending on the situation. With innovation advancing so quickly, it's significant for these preparation devices to be applicable and basic, and to be dexterous, they can have a lower quality than more conventional preparing materials. L&D should return to the worth we can bring to the improvement of this basic type of expanded endeavour learning. Solid instructional plan of these projects will diminish cost and moderate danger, however do we take a load off at that table? Top tier organizations perceive the job L&D can play in incredible client instruction programs. 13.4SUMMARY  Companydevelopment is about the ability of tracking the progress of employees and to ensure whether it is as per the legal compliance or not.  Studying the behaviour of employees enables professionals to examine and observe the work environment and anticipate change, which is then used to accomplish sound OD.  Career planning is a process that takes place in the company.  The effort of OD is to develop problem-solving capacity in terms of enhancing group dynamics and problem confrontation.  OD uses change agent (or consultant) to guide and affect the change.  Organizational Development is a planned process of change in aCompany's culture through the utilization of behavioural science, technology, research and theory.  OD is meant for a broad-based approach and describes numerous change programs. 257 CU IDOL SELF LEARNING MATERIAL (SLM)

 Organizationaldevelopment influences the bottom line in many different ways. 13.5KEYWORDS  Formal Learning is an arranged taking in program that gets from exercises inside an organized getting the hang of setting and incorporates educator drove homeroom, teacher drove web-based preparing, certificate projects, workshops, and school courses. There is an educational program, plan, and goals that happen inside a pre-set-up timeframe.  Goal alludes to an end state or condition toward which human exertion is directed.  Individual Improvement Plan (IDP) is an arrangement for individual improvement in a present place of employment or for work headway. Substance might be attached to execution information; notwithstanding, an advancement conversation is typically held at an alternate time from a presentation evaluation discussion.  Human Capital depicts the aggregate information, abilities, capabilities, and estimations of individuals in a company.  Learning Objectives are clear, detectable, quantifiable objective articulations of conduct that a student should show for preparing to be viewed as a success. 13.6 LEARNING ACTIVITY 1. List down the few trends you would like to incorporate in a modern training model. ………………………………………………………………………………………………… …………………………………………………………………………………………………. 2. How would you use VR and AR in your training modules? ………………………………………………………………………………………………… …………………………………………………………………………………………………. 13.8 UNIT END QUESTIONS A. Descriptive Questions Short Questions 1. Why career planning is important? 2. Discuss Gig economy 3. How increased horizontal and vertical communication help? 4. Why are profit margins increase with OD? 258 CU IDOL SELF LEARNING MATERIAL (SLM)

5. What is Data literacy? 259 Long Questions 1. Explain the concept of organizational development. 2. Discuss characteristics of organizational development. 3. Elaborated the importance of organizational development. 4. State current trends in training and development. 5. Discuss the comprehensive models of the organizational development process. B.Multiple Choice Questions 1. Which of the following statement is true? a. OD is usually a short-term approach b. OD is known for its static process c. OD is meant for a broad-based approach d. All of these 2. In a comprehensive model, technology is a design component of: a. Organizational level b. Group level c. Individual level d. None of these 3. In an OD model, Company design is an input at: a. Organizational level b. Organizational level and Group level c. Group level and Individual level d. Organizational level, Group level and Individual level 4. Geofencing is a: a. location based service b. Individualized Training programs c. Soft Skill Training d. None of these 5. Virtual and Augmented Reality refers to: a. Virtual Mentorship Programs CU IDOL SELF LEARNING MATERIAL (SLM)

b. Soft Skill Training c. Location based service d. New technology tools and services Answers: 1 c)2 a)3 c)4 a)5 d) 13.8 REFERENCES Textbooks  Raymond Noe “Employee Training and Development”.  Philips, J.J (2004), “Handbook ofTrainingEvaluation andMeasurement Methods”  Diwevidi Harsh; Ladiwal Ona (2014), “Training Practices in Indian Companies”. Reference Material  Blanchard, P. Nick, James W. Thacker and V. Anand Ram, Effective Training: Systems, Strategies, and Practices, Dorling Kindersley (India) Pvt. Ltd.  Rolf, P., and UdayPareek, Training for Development, Sage Publications Pvt. Ltd.  Pankaj Madan, Personality Development and Career Planning and Exercise, Galgotia Publications Pvt Ltd. Websites  https://www.gofluent.com  https://www.outlife.in/experiential-learning.html  https://www.yourarticlelibrary.com/  www.economicsdiscussion.net 260 CU IDOL SELF LEARNING MATERIAL (SLM)

UNIT - 14: RECENT TRENDS IN TRAINING AND 261 DEVELOPMENT STRUCTURE 14.0 Learning Objectives 14.1 Introduction 14.2 Personalized Training 14.2.1. Features of Personalized Training 14.2.2. Benefit of Personalized Training 14.2.3. Steps to Organize Personalized Training 14.3 Need-Based Training 14.3.1 Reason for Need-Based Training 14.3.2 Step to Follow in Need Based Training 14.4 Experiential Learning 14.4.1 Model of Experiential Learning Cycle 14.4.2 Understanding the 4 Stages of Experiential Learning Cycle 14.4.3 Learning Styles of Experiential Learning 14.4.4 Importance of Experiential Learning 14.5 Summary 14.6 Keywords 14.7 Learning Activity 14.8 Unit End Questions 14.9 References 14.0 LEARNING OBJECTIVES After studying this unit, student will be able to:  State he overview of recent trends in training & development.  Identify different types of personalized training.  Explain personalized training and its characteristics.  Define need-based training and the reason for it.  Explain experiential learning with model stages and its importance. CU IDOL SELF LEARNING MATERIAL (SLM)

14.1 INTRODUCTION The biggest shift in learning and development is going to be training that occurs seamlessly in the flow of work. Compartmentalized trainings (i.e., on Thursday morning you go to a training, then you put that manual back on the shelf and keep working in the afternoon) are being phased out as on-the-job training with immediate application emerges as a major trend. And this only makes sense with the way your employees are living out in the world. With everyone connected through smartphones and devices, the various aspects of our lives are now more integrated than ever. Similarly, as message pop-ups alert you to deals and specials when you stroll into a store, so too will future corporate preparing activities drive more all-encompassing and coordinated preparing openings, with miniature getting the hang of driving the way. Let’s discuss the emerging trends in employee training and development method:  Geofencing: Geofencing is a location-based service in which an app or other software uses GPS. To avail, this service user needs to set Geofencing capabilities in their mobile apps. Hence, the training is not confined within the company. It gives alert to trainee as well as trainer directly.  Individualized Training: Individualized training programs are designed to provide one-to-one training sessions for individuals who wish to be specialized and experienced in a particular subject.  Adaptive Content Delivery: In any company, employees have diverse skill sets. There is a technology called artificial intelligence which helps to identify in which area an employee needs training. It helps to improve the performance.  Soft Skill Training: Soft skills are interpersonal skills of individuals. These marks how an employee is behaving within the company. This type of training helps to improve the performance and productivity of employees. Staffers can communicate their thoughts easily from an upper level to the lower level. Two eminent research universities-The Stanford Research Institute International and The Carnegie Mellon Foundation prove that 75% of the success of an employee depends on soft skills.  Virtual and Augmented Reality: Augmented Reality goes hand in hand with virtual reality. AR and VR open doors for new and innovative ways of recruitment. These types of tool help to improve the performance of employees. Also, reduce the time of interview and training processes. Augmented reality is being used in many industries such as healthcare, automobile, architecture, sales, and so on, to provide in-depth trainings to employees. 262 CU IDOL SELF LEARNING MATERIAL (SLM)

 Virtual Mentorship Programs: Technologies have brought the entire world into a room. With this kind of program, anyone can attend training from outside of aCompany through online. In this platform, an unskilled employee can improve the skills.  Improvised Instruction: This is designed to improve the learning and teaching processes. According to the instruction, this tool can instantly prepare the documents and solves the problem of trainers as well as employees.  Data Analytics to Capture ROI of Learning Initiatives: Measuring the effectivity of the training program is an essential step of the training process. Learning analytics is the best tool to maximize ROI and determine the true value of employee training programs.  Repositioning Training as a Benefit: Training program allows strengthening those skills that each employee needs to improve. A development program brings all employees to a level so that all must have similar skills and knowledge.  Microlearning: Microlearning deals with relatively small learning units and short- term learning activities. The term is used in e-learning. It is an all-encompassing methodology for ability based acquiring and schooling which manages a generally private venture unit.  Use the 70:20:10 Learning Model: It holds that people obtain 70 percent of their insight from work related experiences, 20 percent from communications with others, and 10 percent from formal instructive events. Learning through experience enables employees to better understand what types of skills they need to complete their assigned tasks. These are continuous process of learning. 14.2 PERSONALIZED LEARNING Today, everything is tailored based on preferencepersonalized learning is a methodology that plans to tweak learning for every representative's qualities, requirements, abilities and interests. Every worker gets a preparation programs plan that depends on what he/she knows and how he she learns best. The point is, to engage employees; it should be a custom internet preparing experience.This is an experience that’s unique and relevant to each employee and that motivates them to achieve his/her personal development and career goals. Here are 4 tips to customize employee training experience. Most educators, coaches and trainers would agree – personalized learning is the best type of learning. Following points should be remembered to make personalized training more effective: 263 CU IDOL SELF LEARNING MATERIAL (SLM)

14.2.1 Features of Personalized Training  It’s a process, not a single event: Personalized is a continuous event. This is the best opportunity for an employee to learn according to what he/she needs to perform in the Company. Personalized learning often isn’t implemented is because it takes considerably more work to develop customized content for individuals. It’s easier to create a “one-size-fits-all” syllabus for learners and teach it in a classroom setting. An article by HR Exchange Network says that personalization is a great way of letting employees work on the job while enjoying it.Meanwhile, e-learning initiatives make it considerably easier to personalize the learning experience for learners.  It comes with futureproofing for quality results: Personalized learning will be most effective in developing future business leaders and executives. High-potential employees can craft a learning and development plan with the help of an executive coach. It is more cost-effective and relevant when used exclusively for developing potential business leaders and executives. And the best benefit of doing so will make it more feasible – even to smaller-sized companies. It will save the company’s costs and also make learning more relevant.  Strive for specific and relevant content: Content plays a vital role in training program. Employees with quality content become more efficient and knowledgeable. The official training content includes all information presented to learners with the aim of teaching knowledge or skills. This means training content can take a variety of forms, including text, static visual and video, audio, and interactive elements. To optimize training course design, take advantage of the numerous content development tools available. 14.2.2 Benefits of Personalized Training Following are some benefits of personalized training which is beneficial for employers and employees:  Increased Motivation: Increased engagement means increased motivation. And, with personalized learning, employees will have more freedom to choose a learning path that’s best suited to them. As result, they’ll be more invested in their own works.  Increased Engagement: One of the essential advantages of customized learning is the capacity to keep students connected with for more. At the point when students are locked in; they'll invest more energy learning and ingest a greater amount of the data being taught.  Less Time Wasted: This type of training helps to cut down wasted time by delivering relevant content to employees as needed. 264 CU IDOL SELF LEARNING MATERIAL (SLM)

 Better Results: It’s easy to make availability of contents through e-learning. If employees are spending more in learning and absorbing the information, they’ll be better prepared to handle whatever tasks are waiting for them. Final Thoughts: Personalized e-learning may require more time and effort to develop. But increasingly, it’s becoming a way of life. Customers will be happy for receiving expected services from the employees. 14.2.3 Steps to Organize Personalized Training A personalized training experience allows employees to direct their own learning, and to choose the path with their goals, interests.  Encourage goal-oriented learning: The e-learning experience only has real meaning for employees when it helps them move towards professional development goals. Once employees understand their goals, the trainer’s job is to provide trainings based on that.  Create a Strategy: An employer must create a strategy on providing trainings. To create e-learning, training and development must cater to different learning styles. Courses should include a variety of media, like info graphics, videos, and podcasts that explain important concepts. Written contents like notes and video summaries should be available.  Always focus on the learner:The training must be designed according to the needs, abilities of learners. The content must focus to create interest among them. If content is accessible via computers, laptops, tablets and mobile phones, learners can access training materials anytime, anywhere. That includes live webinars, which they can join with nothing more than a digital device, internet connection and a set of headphones.  Always Evaluate Data and Feedback: The module must contain feedback part. It is most important from both employee and employer’s end. If an employee provides feedback on training modules, content, the company will be aware about the training materials. On other way, employers must know the performance of the learners after training. 14. 3 NEED BASED TRAINING Need based training is the process is to identify training and development needs of employees so that they can do their job effectively. It involves a complete analysis of training needs require at various levels of the company. The main purpose of it is to compare the present as well as past performances of employees. It indicates in which areas a company must provide trainings. 265 CU IDOL SELF LEARNING MATERIAL (SLM)

14.3.1 Reasons for Need Based Training Need based training is a systematic approach for determining what type of training to be provided.  Understand the areas of training.  Identify the target trainees.  Establishing the objectives.  Categorizing of training modules.  Review past and current training programs.  Assess the recent employees performance level.  Obtain better results with idealuse of resources. 14.3.2 Steps to Follow in Need Based Training  Identify the Business Need: The main goal of this module is to identify the type of business of a company. To focus should be on the type of business it wants to cater in future and according to it the program must be designed.  Perform a Gap Analysis: Skills gap analysis is a tool which can be used to determine what gaps exist between employees’ existing skills and those skills required by a Company to reach its current and future goals. Skills gap analysis is to identify what are the best strategies for closing the skills gap in a Company. HR records: As HR records maintain performances, job descriptions, feedbacks, attendances of employees. These are the most reliable sources of GAP analysis. Individual Interviews: Interviews are the way to know the skills gaps of a company. The feedbacks taken from top level to bottom level as well as from the employees are the sources of analysis. So, this holistic approach is a suitable option to fill the gap. Focus Groups: Sometimes within a company two individuals are interviewed from different departments, but their training needs are same, these help to analyse the training programs.  Assess Training Options: According to the report of gap analysis, a company must select the effective training options. Solution to a Problem: There must be proper training options available for employees. These help a company to improve the inner skills of learners and to be competent. Cost: Here cost also plays important role. It is always better to utilise minimum resources to get maximum utilization. So, a company must calculate cost of training. The method to calculate cost of training: Number of Employees Trained x Cost of Training = Total Cost of Training. 266 CU IDOL SELF LEARNING MATERIAL (SLM)

Return on investment: Return on Investment (ROI) is a performance measure used to evaluate the efficiency of an investment or compare the efficiency of a number of different investments. It shows the actual training related cost. Legal Compliance: This helps to identify if training needs any legal certificate. Time: Training time must be considered because it must not be a hindrance for smooth work progress within a company.  Remaining competitive: Training module must be product specific. For example, if a new product has been launched in the market, the employees must be given training on that. So that the revenue will leap the cost of training.  Report Training Needs and Recommend Training Plans:There are two types of trainings one is short term training and another one is long term training. According to the training reports, one has to identity the training need and duration of trainings. If there is any legal issue associated with training module, then it will be scheduled accordingly. 14.4 EXPERIENTIAL LEARNING Experiential learning is the interaction of learning through experience. It is the use of hypothesis and scholastic substance to genuine encounters, either inside the homeroom, inside the local area, or inside the workplace.It is zeroing in on employability abilities. It is explicitly characterized as \"learning through reflection on doing\". 14.4.1 Model of Experiential Learning Cycle The learning cycle dissected by Kolb's was distributed in 1984basically includes four phases, namely concrete learning, intelligent perception, theoretical conceptualization and dynamic experimentation. Effective learning can be seen when the student advances through the cycle. Much of Kolb's theory is worried about the student's interior intellectual processes. Kolb's experiential learning style hypothesis is normally addressed by a four-stage learning cycle in which the student 'contacts all the bases': 267 CU IDOL SELF LEARNING MATERIAL (SLM)

Fig 14.1 Stages of Kolb’s Experiential Learning Style Theory Following are two different ways of grasping experience according to Kolb:  Concrete Experience  Abstract Conceptualization Two ways of transforming experience:  Reflective Observation  Active Experimentation 14.4.2 Understanding 4 Stages of Experiential Learning Cycle  Concrete Experience:This experience depends on new experience or circumstance is experienced.  Reflective Observation of the New Experience: This mirrors any irregularities among experience and comprehension. One can gain from experiences.  Abstract Conceptualization: This offers ascend to a ground-breaking thought, or a change of a current unique idea (the individual has gained from their experience).  Active Experimentation:The student applies their idea(s) to their general surroundings to perceive what happens. Effective learning is seen when an individual advances through a pattern of four phases: having a solid encounter, perception of and reflection on that experience which prompts the arrangement of dynamic ideas (examination) and speculations (ends) which are then used to test a theory in future circumstances, bringing about new experiences. 268 CU IDOL SELF LEARNING MATERIAL (SLM)

14.4.3 Learning Styles Learning of Experiential Effective learning possibly happens when a student can execute each of the four phases of the model. Subsequently, nobody phase of the cycle is powerful as a learning technique on its own. Kolb's learning hypothesis (1984) sets out four particular learning styles, which depend on a four-stage. Kolb clarifies that various individuals normally incline toward a specific single distinctive learning style. Various factors influence a person's preferred style.  Diverging (concrete, reflective):These people are able to look at things from different perspectives. They are sensitive. They like to observe instead of doing, tending to assemble data and use creative mind to address problems.  Assimilating (abstract, reflective): These people require good clear explanation rather than a practical opportunity. They dominate at seeing wide-running data and sorting out it in an unmistakable, sensible format.  Converging (abstract, active): People with a uniting learning style can take care of issues and will utilize their figuring out how to discover answers for pragmatic issues. They favour specialized assignments and are less worried about individuals and relational aspects.  Accommodating (concrete, active): These individuals utilize others' examination, and like to take a down to earth, experiential methodology. They are pulled into new difficulties and encounters, and to completing plans. 14.4.4 Importance of Experiential Learning  Makes Learning Relatable to Participants: Here learners can find connections between new and prior concepts.  Increases the Effectiveness of Learning: In this process learners have to think critically to solve problems.  Links Theory to Practice: Here learners can implement the theoretical knowledge.  Increases Participants’ Engagement: Engaging the learners and discussing the problems to come to better conclusion.  Assists in Memory Retention: The process involves is to make a relation between inner feelings and thinking process.  Leads to Development of Skills for Lifelong Learning: Learners can plan for as how to cope with next step by conceptualizing the skills. 269 CU IDOL SELF LEARNING MATERIAL (SLM)

14.5 SUMMARY  Depending upon the types of jobs, trainings are provided. Two types are trainings are there-on the job and off the job.  Personalised trainings are provided based on specific future goals.  Trainings programs help to grow and increase the skills.  Employees can learn through continuous training to work efficiently.  Upper management has to educate about the training modules to middle and lower levels within acompany.  The biggest shift in learning and development is going to be training that occurs seamlessly in the flow of work.  Corporate training initiatives drive more holistic and integrated training opportunities.  Personalized learning is an approach that aims to customize learning for each employee's strengths, needs, skills and interests.  A personalized training experience allows employees to direct their own learning.  Need based training is the process is to identify training and development needs of employees.  Need based training is a systematic approach for determining what type of training to be provided.  Skills gap analysis is a tool which can be used to determine what gaps exist between employees' existing skills and those skills required by a company to reach its current and future goals.  Experiential learning is the process of learning through experience.  Effective learning can be seen when the learner progresses through the cycle.  Kolb's experiential learning style theory is typically represented by a four-stage learning cycle. 14.6 KEYWORDS  Virtual Reality (VR) is PC created re-enactment that utilizes a head-mounted presentation to enable students to investigate a completely delivered advanced climate and control objects with handheld controls and voice orders. This incredible asset permits students to perform abilities in a reasonable, connecting with recreation of a genuine climate. It's particularly significant in for preparing students in perilous or difficult to recreate circumstances, for example, crises or hefty hardware simulations. 270 CU IDOL SELF LEARNING MATERIAL (SLM)

 Needs Analysis is a foundational cycle of gathering and orchestrating information and data to decide the contrast between the current condition and the ideal future condition.  Blended Learning is the act of utilizing a few media in one educational program. It alludes to the mix of formal and casual learning occasions, like study hall guidance, online assets, and at work coaching.  Development is the procurement of information, ability, or disposition that gets ready individuals for new headings or duties. It might likewise allude to the third stage in ADDIE, where preparing materials and substance are chosen and created dependent on learning objectives.  Distance Learning is an instructive conveyance wherein the educator and understudies are isolated by time, area, or both. Distance learning can be simultaneous or asynchronous. 14.7 LEARNING ACTIVITY 1. What needs to change in your company to meet business goals? ………………………………………………………………………………………………… …………………………………………………………………………………………………. 2. How is the Indian corporate sector being affected by the current trend of issues related to training and development? ………………………………………………………………………………………………… …………………………………………………………………………………………………. 14.8UNIT END QUESTIONS A. Descriptive Questions Short Questions 1. Illustrate features of personalized training. 2. Describe Benefit of personalized training. 3. Explain the reasons for the need-based training. 4. State distinct learning styles of Kolb’s learning theory. 5. Write a note on importance of “Experiential Learning”. Long Questions 271 1. Discuss the emerging trends in employee training and development method. 2. Which Steps to follow in need-based training? 3. Explain model of experiential learning cycle. CU IDOL SELF LEARNING MATERIAL (SLM)

4. Compare and differentiate between need based training and experiential training. 5. What is the most effective method of learning and why? Explain in detail. B.Multiple Choice Questions 1. Who is responsible for fully developing and expanding the concept of “Experiential Learning”? a. David A. Kolb b. Jean Piaget c. John Dewey d. None of these 2. What are the four elements of the experiential learning theory? a. Concrete experience, reflective observation, abstract concepts, and active experimentation b. Lecturing, leaving the classroom, reflective experience and quizzes c. Being in nature, reflection, communication and journaling d. None of these 3. Which of this is the reason of need based training? a. Environmental changes b. Organizational complexity: c. Human relations: d. All of these 4. Which one is grasping experience as per Kolb's “Experiential Learning Theory”? a. Concrete Experience b. Abstract Conceptualization c. a and b d. None of these 5. Which one is transforming experience of Kolb's experiential learning theory: 272 a. Active Experimentation b. Concrete Experience c. Abstract Conceptualization d. Behaviour experience CU IDOL SELF LEARNING MATERIAL (SLM)

Answers: 1 a) 2 a) 3 d) 4 c) 5 a) 14.9 REFERENCES Textbooks  Raymond Noe “Employee Training and Development”.  Philips, J. J (2004), “Handbook of Training Evaluation and Measurement Methods”.  Diwevidi Harsh; Ladiwal Ona (2014), “Training Practices in Indian Organizations”. Reference Books  Blanchard, P. Nick, James W. Thacker and V. Anand Ram, Effective Training: Systems, Strategies, and Practices, Dorling Kindersley (India) Pvt. Ltd.  Rolf, P., and UdayPareek, Training for Development, Sage Publications Pvt. Ltd.  Pankaj Madan, Personality Development and Career Planning and Exercise, Galgotia Publications Pvt Ltd. Websites  https://www.gofluent.com  https://www.outlife.in/experiential-learning.html  https://www.yourarticlelibrary.com/www.economicsdiscussion.net  https://www.researchgate.net/publication/336812981_Career_Development_An_ Overview  https://saylordotorg.github.io/text_human-resource-management/s12-training-and- development.html 273 CU IDOL SELF LEARNING MATERIAL (SLM)