employee training and development 440[1]

8/2/2019 Employee Training and Development 440[1]

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EMPLOYEE TRAININGEMPLOYEE TRAINING

AND DEVELOPMENTAND DEVELOPMENT


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TRAINING & DEVELOPMENTTRAINING & DEVELOPMENT

THEORETICAL ASPECTTHEORETICAL ASPECT

PRACTICAL ASPECTPRACTICAL ASPECT


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CONTOUR

Introduction Terms: Training, Development, Education Basic Purpose Importance

Responsibility for Training Principles of Learning

ABOVE ALL ARE THEORETICAL ASPECT


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LEARNING

I am quite competent

I am self sufficient

I am rich

No body can beat me inknowledge.

Mother Teresa, Ritual System,

Employment, Dabbawala case forcoding & decoding, entrepreneur,Dharabi (Asias largest slum)


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PRACTICAL ASPECT

STEPS IN TRAINING PROGRAMME

TRAINING METHODS

CRITICAL ASSESSMENT OFTRAINING


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STEPS IN TRAINING

PROGRAMME

IDENTIFYING TRAINING

NEEDS

DEVELOPING TRAINING

PROGRAMME

CONDUCTING TRAINING

PROGRAMME

EVALUATING TRAINING

PROGRAMME


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INTRODUCTION

well trained and experienced

people

necessary to raise the skill levels

inadequate job performance, job

redesign

maintain a viable and

knowledgeable work force


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TERMS Training: process of learning a

sequence of programmedbehaviour.

It is a process for changing the

skill, knowledge, attitude,behaviour to perform the

current/future job effectively.

Short term processSystematic and organized

procedure


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Development It is a process to identify the potentiality

of the employee and to provide trainingfor improvement.Long term processManagerial personnel conceptual and

theoretical knowledgeEducation: It is the understanding and intervention

of knowledge.

It develops a rational and logical mind.It develops the capacities of analysis,synthesis and objectivity. (outsideorganization)


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Training Vs DevelopmentTraining Vs Development

Non-managerial Managerial personnel

Technical Theoretical & conceptual

Specific job related General Knowledge

Short-term Long-term


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Basic Purpose

To improve productivityTo enhance qualityTo help company fulfill its future HR

needs

To improve organizational climateTo improve health and safetyObsolescence preventionPersonal growthTo improve moraleTraining is the corner stone of sound

management


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TR

A

I

N

I

NG

Identification

Of potential

Ability

&

Interest

Individual,

Group


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TRAINING

AND

DEVELOPMENT

Individual

development

Group

development

Organizational

development

Customer

benefit


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D

E

VE

L

O

P

M

EN

T

Outcome

Change is marked

Current job,

future activities

in an effective way


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Importance

ORGANIZATION

DEVELOPMENT

Less supervision

Cost effectiveBusiness

diversification

Customer

satisfaction


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GROUP

DEVELOPMENTBetter Human

Relations skill

Improves

effectiveness

Departmental

outcome

Less conflict


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INDIVIDUALDEVELOPMENT

Improves

efficiency

Better career options

More bargaining/

negotiation

skill

Overall personality


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RESPONSIBILITY FOR TRAININGRESPONSIBILITY FOR TRAINING

Top management--Top management-- frames trainingframes training

policypolicy

HR Department---> plans instructionalHR Department---> plans instructional

programmesprogrammes Supervisor---------Supervisor---------implement & applyimplement & apply

Employee---------Employee--------- feedback, revision,feedback, revision,

suggestionsuggestione.g. SBI Training College, ASCI, Probation traininge.g. SBI Training College, ASCI, Probation training

etc.etc.


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PRINCIPLES OF LEARNING

Attention

Retention

Motor reproduction

ReinforcementEarly learning more success

Active process not passive

(10%

remember by read20% by hear, 30% by see, 50%see & hear, 70% say, 90% doing )


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STEPS IN TRAINING PROGRAMME

1. IDENTIFYING TRAINING NEEDS

2. DESIGNING THE PROGRAMME

3. PREPARATION OF THE LEARNER

4. APPLICATION OF THE TRAINING TECHNIQUE

5. PERFORMANCE TRY-OUT

6. EVALUATION


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Identification of training needs

Task Description Analysis

how often task performed

quality and quantity standards

working conditions skills required


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Continuous..Identifying specific problems

Anticipating future problemsManagement requestsInterviewing employeesObserving employees on the job

Performance appraisalQuestionnairesChecklist

Morale and attitude surveys- Key task analysis

- Problem centered analysis

- Comprehensive analysis


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Training policy

Training courses

Support material

Training for different employees


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EXAMPLES OF TRAINING

AREAS

TRAINING FOR SOFT SKILLS INTELEPHONE ETIQUETTE

CALL CENTRES

AVIATION INDUSTRYARMY WING/ DEFENCE SERVICE

TEACHERS TRAINING

SELLS TRAINING

PRIVATE SERVICEPHYSICIANS TRAINING

GRADUATE ENGINEER TRAINING


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HOW TO CONDUCT

TRAINING PROGRAMME?

PERSON

PLACETECHNIQUE

TOOL

TIMESUITABILITITY


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employee training and development 440[1]

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