1. 1. - Binish Mathews(23) Noopur Koli(24) Pallavi Dalvi(25) Tushar Katale(26) Akash Khandare(28) Training & Development
2. 2. Contents Definition of training Training Process Need for Training Training Needs Assessment Training Methods Types of Training Development Training Vs Development Development Methods
3. 3. Definition Training Training means giving new or current employees the skills they need to perform their job. Training is the formal and systematic modification of behaviour .
4. 4. Training Process Need Analysis Instructional Design Validation Implement the Program Evaluation
5. 5. Need for Training Increases knowledge and skills for doing a particular job To match employee specification with the job requirement and organizational needs. Concentrates on individual employees Human Relation
6. 6. Training Needs Assessment Organizational Analysis One goal in this analysis is to ensure the right kind of training for the right topics, and that it fits the organizations various agendas & to ensure that all training can be transferred back to the workplace where employees can make actual use of it. Task or role Analysis The dissection of a task into the knowledge, skills, and abilities needed to accomplish it.
7. 7. Person Analysis Often there are gaps in employees skills and the skills required for effective job performance. This analysis provides an understanding of the characteristics of the individuals within the target training population. The better you know the target population, the better you can tailor the training for their needs.
8. 8. Training Methods On the job training: provided when the workers are taught relevant knowledge, skills and abilities at the actual workplace; off-the-job training, on the other hand, requires that trainees learn at a location other than the real work spot.
9. 9. Training Methods On the job training Job Instruction Training (JlT) Coaching Mentoring Job Rotation Apprenticeship training
10. 10. Job Instruction Training The trainee receives an overview of the job. The trainer demonstrates the job. The employee is permitted to copy the trainer's way. The employee does the job independently without supervision
11. 11. Coaching Effective working, obviously, requires patience and communication skills. It involves: explaining appropriate ways of doing things making clear why actions were taken offering possible suggestions following up Mentoring Relationship in which a senior manager assumes the responsibility for grooming a junior person. Objective is to help an employee attain psychological maturity.
12. 12. Job Rotation It involves the movement of trainee from one job to another. This helps him to have a general understanding of how the organisation functions. A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training. Apprenticeship Training
13. 13. Off-the job training Vestibule training actual work conditions are simulated in a classroom. used for training personnel for clerical and semi-skilled jobs Role playing method of human interaction that involves realistic behaviour in imaginary situations Lecture Method The instructor organizes the material and gives it to a group of trainees in the form of a talk.
14. 14. Conference/discussion approach the trainer delivers a lecture and involves the trainee in a discussion so that his doubts about the job get clarified. Programmed instruction The subject matter to be learned is presented in a series of carefully planned sequential units. These units are arranged from simple to more complex levels of instruction.
15. 15. Types of Training Skills Training Refresher Training Cross-functional Training Team Training Creativity Training
16. 16. Refresher Training Training by organizing short-term course incorporating latest developments. It is conducted at regular intervals by taking the help of outside consultants Skills Training The need for training in basic skills is identified through assessment. Several methods are available for imparting these basic skills in modern organisations
17. 17. Cross-functional Training Cross-functional Training involves training employees to perform operations in areas other than their assigned job. Employees become more adaptable and versatile engineer their own career paths perform jobs under different set of constraints reduces the need for supervision
18. 18. Team Training content tasks It specify the team's goals such as cost control and problem solving group processes Group processes reflect the way members function as a team
19. 19. Creativity Training encourage their employees to think unconventionally, break the rules, take risks, go out of the box and devise unexpected solutions. a) Breaking away b) Generate new ideas c) Delaying judgement
20. 20. Development Development is any learning activity, which is directed towards future, needs rather than present needs. It is a long term educational process. Refers to philosophical and theoretical educational concepts Managerial personnel
21. 21. Development Methods Case study method Managers are presented with a description of an organizational problem to diagnose and solve. Management game Teams of managers compete by making computerized decisions regarding realistic but simulated situations. Outside seminars Many companies and universities offer Web-based and traditional management development seminars and conferences.
22. 22. Role playing Creating a realistic situation in which trainees assume the roles of persons in that situation. Behavior modeling Modeling Role playing. Social reinforcement. Transfer of learning.
23. 23. Thank You