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Pradeep
Saima
Romeo
Maruthi
pallavi
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A t
Training is
expensive. Withouttraining it is more
expensive
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OFF
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More future oriented and more concerned witheducation than is training. ManagementDevelopment activities attempt to instill soundreasoning processes to enhance ones ability
to understand and interpret knowledge. It focuses on the personal growth & on
Analytical
Conceptual
HumanSkills
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Increases job skills-specific skills
Short term
perspectiveJob centered
The role of a traineris very important
It shapes attitude overall growth
Long term
perspective Career Centered
Internally
motivated for selfdevelopment
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No one is a perfect fit at the time ofhiring and some training & developmentmust take place.
Planned development programs willreturn values to the organization interms of : Increased productivityreduced costs
Morale Flexibility to adapt to changing
requirements
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Moulds employees attitude
Helps them achieve better co-operation
Creates greater loyalty to the orgn
Reduces wastage and spoilage Reduces constant supervision
Improves quality
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Train people to the point where you may losethem, and then you wont lose them.
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Top Management Frames the Trainingpolicy
HT Department plans, establishes and
evaluates Supervisors implement and apply
development procedure Employees provide feedback,
revision and suggestions
WHO IS RESPONSIBLE FOR TRAINING
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ON THE JOB TRAINING
OFF THE JOB TRAINING
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Definition
Techniques
Advantages
Disadvantage
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It is defined as an activity undertaken atthe workplace which is designed toimprove an individuals skills or
knowledge.OJT used to be colloquially called sitting
next to Nellie learning through watchingand observing someone with more
experience performing a task.
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OJT is characterized by the following points:
Trainers usually have no formal qualification ortraining experience for training
Training is not carefully planned or prepared
The trainers are selected on the basis of technicalexpertise or area knowledge
Formal OJT programs are quite different from
informal OJT. These programs are carried out byidentifying the employees who are havingsuperior technical knowledge and can effectivelyuse one-to-one interaction technique.
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The procedure of formal on the job trainingprogram is:
The participant observes a more experienced,
knowledgeable, and skilled trainer (employee)The method, process, and techniques are well
discussed before, during and after trainer hasexplained about performing the tasks
When the trainee is prepared, the trainee startsperforming on the work place
The trainer provides continuing direction ofwork and feedback
The trainee is given more and more work sothat he accomplishes the job flawlessly.
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Coaching:
It is a pre-arranged agreement
between an experienced manager and hisor her employee. The role of the coach isto demonstrate skills and to give theemployee guidance, feedback, and
reassurance while s/he practices the newskill.
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Understand the participants job, the knowledge,skills, and attitudes, and resources required to meetthe desired expectation.
Meet the participant and mutually agree on theobjective that has to be achieved.
Mutually arrive at a plan and schedule . At the job, show the participant how to achieve the
objectives, observe the performance and then providefeedback.
Repeat step 4 until performance improves
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Mentoring:
Mentoring is an ongoing relationship thatis developed between a senior and junioremployee. It provides guidance and clearunderstanding of how the organizationgoes to achieve its vision and mission tothe junior employee.
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Some key points on Mentoring: It focus on attitude development.
Conducted for management-levelemployees
It is done by someone inside the
company.
It is one-to-one interaction.
It helps in identifying weaknesses and focus
on the area that needs improvement.
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Job Rotation
On a temporary basis, employees can begiven the opportunity to work in a differentarea of the organization. The employeekeeps his or her existing job but fills in foror exchanges responsibilities with anotheremployee.
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Job Instruction Technique (JIT)
JIT uses a strategy with focus onknowledge (factual and procedural), skills
and attitude and development.
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JIT consists of 4 steps
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Advantages
Training can be delivered at the optimumtime: for e.g: immediately before a job is to beperformed for real in the workplace.
The trainee will have opportunities to practiceimmediately.
The trainee will have immediate feedback.
Training is delivered by colleagues and can go
someway to integrate the trainee into theteam.
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Disadvantages
There is a tendency to fit OJT in when it isconvenient for office routine rather than at theoptimum time for learning.
The training may be given piecemeal and not
properly planned, and the trainee gains afragmented picture of the organization.Too much training can be delivered in one session
leading to information overload and traineefatigue.
The trainer may not have sufficient knowledge ofthe process or expertise in instructionaltechniques (a train the trainer course may beappropriate).
If immediate practice is not accompanied byfeedback the trainee can feel abandoned after the
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There are many management developmenttechniques that an employee can take in off the job.
The few popular methods are: SENSITIVITY TRAINING
TRANSACTIONAL ANALYSIS
STRAIGHT LECTURES/ LECTURES
SIMULATION EXERCISES
http://traininganddevelopment.naukrihub.com/methods-of-training/sensitivity-training.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/transactional-analysis.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/lectures.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/index.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/index.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/lectures.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/transactional-analysis.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/sensitivity-training.html -
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It is about making people understand aboutthemselves and other reasonably, which isdone by developing in them social sensitivityand behavioral flexibility.
Social sensitivity is one word is empathy . Itis ability of an individual to sense what othersfeel and think from their own point of view.
Behavioral flexibility is ability to behave
suitably in light of understanding.
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UNFREEZING THE OLD VALUE
DEVELOPMENT OF NEW VALUES
REFREEZING THE NEW VALUES
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It provides trainees with a realistic and usefulmethod for analyzing every social interaction,there is motivation provided by one person areaction to that motivation given by anotherperson. This motivation reaction relationship
between two person is a transaction.
It can be done by the ego states of an individual.
Three ego states: CHILDPARENTADULT
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Lecture is a verbal presentation of information by aninstructor to a large audience.
It is given to enhance the knowledge of listener orto give him the theoretical aspect of topic.
A virtue of this can be used for very large groups,and hence the cost per trainee is low.
It is mainly used in colleges and universities.
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Low popularity.
Violates the principle of learningprinciple
One way communication
No feedback from audience
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A simulator is any kind of equipment ortechnique that duplicates as nearly aspossible the actual conditions encounteredon the job.
Simulation is an attempt to create arealistic decision making environment forthe trainee.
The more widely held simulation
exercise are as follows:
1) Case study
2) Role playing
3) vestibule training
SIMULATION
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Is a written description of an actual situationIs a written description of an actual situationin business which provokes, in the reader thein business which provokes, in the reader theneed to decide need to decide
What is going on?What is going on?
What is the real situation?What is the real situation?
What the problems are?What the problems are?
What can and should be done?What can and should be done?
CASE STUDY
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It utilizes equipment which closelyresemble the actual ones used on the
job. However training takes place away
from the work environment.
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Learning has occurred when peopledemonstrate a difference inbehavior or ability to perform atask
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1).Trainee must be Motivated to learn2).Information must be Meaningful3).Learning must be Reinforced4).Organization of Material5).Distribution of Learning Period6).Feedback on Learning
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An employee must see a purpose inlearning the information presented andhave a clear understanding of what ispresented.
1).Employee motivation
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The training material must relate to thepurpose of the training program.
The material must be presented in asequential manner, from the simple to themore complex.Further training should provide variety to
prevent boredom and fatigue.
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New ideas and skills need to bepracticed as soon as they are learnt.Unfortunately as humans we tend toforget 50% of what we learn within 48hunless we recall the things learnt.
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The trainer must remember that wellorganized material will help the traineesto remember the things.
Presenting an overview of the materialin a logical order will help the employeeto understand everything.
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The instructor must remember thatlearning takes time.And teaching in segment, over a time
span, rather than all at once may bedesirable.An employee must learn, reinforce andreview.
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Aids in organizational development.
Helps in understanding and carrying outorganizational policies in a more enhanced manner.
Develops leadership skills, motivation, loyalty,better attitudes among the employees.
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Increased job satisfaction and morale among employees.
Better inter personal relationship and customer satisfaction.
Increased employee motivation.
Increased efficiencies in processes, resulting in improvedfinancial gain.
Increased capacity to adopt new technologies and methods.
Increased innovation in strategies and products.
Better Risk management and staff safety consciousness.
Increase in productivity.
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REASONS FOR EMPLOYEE TRAINING AND DEVELOPMENT:
When needs arise as a result of findings from the outcome ofperformance appraisal.
As part of professional development plan.
As part of succession planning to help an employee be eligible for aplanned change in role in the organization.
To imbibe and inculcate a new technology in the system.
Changes in the attitudes of the employees
Employee effectiveness in handling various techniques.
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