training and development
- 1. Date Annual Refresher Program in Teaching (ARPIT) through National Resource Centres (NRCs)
- 3. Learning Objectives To understand the core ideas related to training and development To identify how the concepts can be applied in organizational context Develop understanding about effective Training & Development program 1 2 3
- 4. Definition of Training “Training is a planned activity to modify attitude, knowledge or skill through learning experience to achieve effective performance of an activity or range of activities. Its purpose in the work situation is to develop the abilities of an individual and to meet current and future manpower needs of the organization”
- 5. Specific Purposes of Training To increase the productivity To improve quality To fulfill future personal needs To improve organizational climate To prevent obsolescence To improve health and safety To provide opportunity for personal growth
- 6. Objective Improve preformance and productivity of the employees Develop a sense of reasoning Approach Application oriented Theoretical oriented Perspective Narrow Broad Teaches Specific task General concepts Mode of Learning Job experience Class room learning Training Vs Education Training Education Training aims to impart specific skills/behavior to a person while education is a systematic process of learning in an institution.
- 7. Objective Improve preformance and productivity of the employees Prepare employees for future challenge Approach Imparting specific skills Associated with overall growth Perspective Short-term Long-term Aim Job centered Career center Mode of Learning Trainer based Self- development Training Vs Development Training Development Training aims to impart specific skills/behavior to a person related to a particular job while development is a kind of educational process focussed to enhance growth and maturity of the managerial personal.
- 8. Systematic Approach to Training Identify Training Needs Plan and Design Training Implement Training Access Results and Evaluate Training Cycle • A well designed training program shall be centered towards developing staff competencies • It shall enhance the required skills, knowledge and attitute by the staff at the workplace • It is of utmost importance to align the training & development plan with the organisation’s aims and objectives
- 9. Current desired Level of Performance Defining Immediate Long Range Training Needs Actual Level of Performance Discrepency Immediate Training Needs Discrepency Long Range Training Needs (Projected Desired Level of Performance “One needs to identify the skill set necessary and required to complete the job or the process. Then assess existing skill levels of the team members, and lastly, identify the training gap the determine the training needs”
- 10. Executive Development Needs Executive Development Needs Job Knowledge Decision Making Skills Specific Individual Needs General Knowledge Other Needs Inter- Personal Skills Organization Knowledge
- 11. Types of Training Induction or orientation training 1. Job training 2. Apprenticeship training 3. Internship training 4. Refresher training 5. Training for promotion 6. Remedial training 7. Virtual training 8. There are several types of training programs which are carried out in the different business situations Selection of the particular type of training to be imparted depends upon the job descriprion, position and the skill required to perfom a particular task.
- 12. Methods of Training Most common method of training, provided at the workplace to teach skills and knowledge to perform the job Training Methods • Coaching • Under study • Position rotation • Commitee Assignments Training provided away from the field of job, eliminate stress and give break from day –day job Training Methods • Vestibule Training • Special lecture-cum discussion • Conferences • Case-study • Sensitivity training • Special projects • Brainstorming On Job Training Off-the –Job Training Methods of Training
- 13. Evaluation of Training Evaluation of training is the systematic collection of data and assessment about the training programme so as to study the effectiveness of training and to decide how the training resources can be best utilized to achieve the objectives of training and the goals of the organization. • Reaction stage • Learning stage • Job behavior stage • Ultimate outcome stage • Pre –evaluation • Concurrent evaluation • Post evaluation • Trainee • Trainer • Coordinator • Enterprise Stages of Evaluation When to Evaluate Evaluation of Whom • Observation • Questionnaire • Interview • Merit rating • Controlled group • Paper-pencil test • Job sample or performance test Techniques of Evaluation
- 14. Ingrediants for an Effective Training Need Based Bring about Change On-Going Process Integral part of the Company Strategy Have Top Management Commitment For every employee Rich in Content Easy to Understand Compatible with all Concerned Parties Include Tools and Written Material Given in Right Dose Selected Carefully Tailored for Target Group Must be Evaluated Reflect Both End Approach An effective Training Program shall be :
- 15. Summary Summary • Training is and important function and needs focus in the organization for overall effectiveness • The cases reflect the need for understanding ground realities for effective training