Employee Training & Development in the Public Sector

Vocabulary flashcards covering key terms, objectives, processes, methods, and programmes related to employee training, development, and induction in the Malaysian public sector.

Employee Training

The process of teaching new or current employees the basic skills they need to perform their jobs.

Employee Development

Learning that goes beyond today’s job and has a long-term focus on future roles.

Training & Development (T&D)

A combination of activities used to increase employee knowledge, skills, and competencies for improved performance.

Importance of T&D: Talent Pool

Creates readily available replacements for personnel who leave or advance.

Importance of T&D: Technological Adaptation

Enhances the organisation’s ability to adopt new technologies and methods.

Importance of T&D: Team Efficiency

Builds more efficient and effective teams, boosting competitive position.

Importance of T&D: Customer Service

Enables employees to handle customers competently and respond to complaints promptly.

Importance of T&D: Motivation

Inspires employees by showing job significance, raising job satisfaction and morale.

Step 1 of T&D Process

Determine specific training and development needs through analysis.

Organizational Analysis

Examines mission, goals, performance, and resources to see what training is required.

Task/Job Analysis

Detailed study of a job to identify the specific knowledge and skills it requires.

Person Analysis

Determines which employees need training and what kind.

Step 2 of T&D Process

Establish specific instructional objectives that represent desired outcomes.

Step 3 of T&D Process

Select suitable training methods and delivery systems.

Step 4 of T&D Process

Implement training programs, considering timeline, engagement, and resources.

Step 5 of T&D Process

Evaluate training programs to measure effectiveness and outcomes.

On-the-Job Training (OJT)

Informal method where employees learn tasks by actually performing them under guidance.

Peer Training

Experienced coworkers teach and support trainees during OJT.

Coaching

One-to-one guidance provided by supervisors or experts to improve performance.

Mentoring

Long-term relationship where a senior employee guides a junior employee’s career.

Job Rotation

Planned movement of employees through different jobs to broaden skills.

Classroom Method

Instructor-led sessions delivering information to groups, often enhanced by technology.

Role Playing

Participants act out job-related situations to develop communication and problem-solving skills.

E-Learning

Delivery of training via internet, intranet, mobile devices, or computer-based platforms.

Seminars & Conferences

Gatherings that communicate ideas, policies, or procedures and encourage discussion.

Case Study Method

Trainees analyse real or simulated cases to sharpen critical thinking and decision making.

In-Basket Training

Participants prioritise and handle memos, emails, and reports to simulate managerial tasks.

e-Pembelajaran Sektor Awam (EPSA)

Malaysia’s online learning platform for lifelong learning among public servants.

Evaluation Metric: Participant’s Opinion

Measures trainees’ reactions to training content and process.

Evaluation Metric: Extent of Learning

Assesses knowledge or skills gained during training.

Evaluation Metric: Behavioural Change

Determines changes in on-the-job behaviour resulting from training.

Evaluation Metric: Accomplishment of Objectives

Evaluates measurable results or improvements in individuals or the organisation.

Pre-Test

Assessment conducted before training to establish baseline knowledge.

Post-Test

Assessment after training to determine knowledge transfer.

Follow-Up Study

Evaluation weeks or months after training to see how well learning is retained.

Induction Training (Orientation/Onboarding)

Initial programme that introduces new employees to the company, job, coworkers, and culture.

Objective of Induction: Organisational Understanding

Ensures newcomers grasp strategies, vision, culture, and environment.

Objective of Induction: Welcome

Helps employees feel accepted, reducing stress and fostering belonging.

Objective of Induction: Basic Information

Provides essential knowledge so employees can function effectively.

Objective of Induction: Realistic Expectations

Prevents culture shock and turnover by clarifying roles and norms.

Overview Induction

Covers broad company information such as history, policies, benefits, and facilities.

Job Specification Induction

Focuses on job responsibilities, expectations, procedures, and workplace layout.

Induction Content: Organisational Issues

Includes history, structure, physical layout, products, services, rules.

Induction Content: Introductions

Introduces the newcomer to supervisors, trainers, coworkers, and subordinates.

Induction Content: Policies & Procedures

Covers performance standards, safety, work ethics, hours, leave, and discipline.

Induction Content: Job Duties

Explains job allocation, task overview, and relationships with other jobs.

Induction Content: Compensation & Benefits

Details wages, allowances, overtime, insurance, medical, and recreational benefits.

INTAN

National Institute of Public Administration responsible for public-sector training in Malaysia.

Public Service Training Package

Nationally agreed competency standards governing public service work in Malaysia.

Mindset Transformation Programme

Mandatory induction course for newly recruited Malaysian civil servants covering nationalism, administration, and ethics.