Training and development
- 2. GROUP MEMBERS • Name • Sufyan Sattar • Talha Nasir • Abdul Rehman • Roll # • 15-UGLC-935 • 15-UGLC-941 • 15-UGLC-963
- 3. OBJECTIVES • Introduction • HRM • Training & Development • Partners in Training • Defining Training • Benefits of Training • Systematic Approach to Organizing Training Program • Role of Computer In Training
- 4. INTRODUCTION • Systematic training will provide value for money. • Ineffective training is the wastegate of Money and Time. • Examine that who is responsible for training. • Systematic Approach used to Organize a Training Programs
- 5. PARTNERS IN TRAINING • Payment to employee when learning on the JOB. • Wastage of Cost, Material and Customers because of Untrained employee. • Management time cost to undo the mistakes. • Accident-related costs, well documented about employee’s mistakes. Training programmers help in recruiting workers as the more sophisticated and educated workers chooses for companies that offer opportunities for personal growth.
- 6. DEFINING TRAINING • Most expects distinguish between training, education and development. According to Nadler(1984) • Training: An organizational activity which improve an employee’s current performance. • Education: An activity designed to prepare Employee’s future Job. • Development: An activity designed to help the individual employee grow but not confined for particular job • Training programs are designed to change either • Change Attitude (A) • Change Skills (S) OR • Change Knowledge (K)
- 7. BENEFITS OF TRAINING Effective Training Increase Workers productivity Increase workers job satisfaction Keep workers skills and knowledge up- to-date Motivates Workers
- 8. SYSTEMATIC APPROACH TO ORGANIZE TRAINING PROGRAMMERS Identify Training Needs Set Training Objectives Design the Training Programme Implement the Training Programme Evaluate the Training Programme
- 9. IDENTIFY TRAINING NEEDS • Conducting training needs, two key questions must be answered. o Which worker(s) need Training? o What ,specifically, the worker lacking that he needs training? • When Training is needed? • Worker(s) face difficulties in Performance of their JOB. • New workers are recruited. • New technology and procedures are introduced. • A major change such as merger takes place.
- 10. SET TRAINING OBJECTIVES • As Mager(1984) says,” If you know where you are going, you have a better chance of getting there.” • An ideal Training Objectives are: • Terminal behavior • Standards to be achieved • Conditions of Performance
- 11. DESIGN THE TRAINING PROGRAM Training Methods 1. Budget available 2. The skills of the trainer 3. The objectives of the programe 4. The target learners 5. Effectiveness of the training methods 6. Lectures 7. Role-play 8. Job rotations 9. Case studies and discussion 10. Adventure Learning
- 12. EVALUATE THE TRAINING PROGRAM • The following reasons for evaluating • To justify the financial investment in the training • To get feedback • To compare the effectiveness • To meet requirements set by legislation
- 13. EVALUATE THE TRAINING PROGRAM Four questions or levels of evaluating. • What are the trainees’ responses to the program? • What have the trainees learned ? • What is the behavior of trainees after training? • How has the organization benefited form the training program?
- 14. LEARNING PRINCIPLES Adults cannot be forced to learn. They must want to learn. They need to understand the relevance to the training materials • Effective training is based on sound learning principles • The learner must want to learn. • Active or Passive learning • Feedback or knowledge of resuits • Learning is faster in terms • Learning must be Fun.
- 15. ROLE OF COMPUTER IN TRAINING AND DEVELOPMENT Organizations intending to buy or commission customized e-learning program • Communicate the employee the existing of the programs and explain hoe to access. • Provide access to computers to employee. • Motivate the employees to use the programs.
- 16. ROLE OF COMPUTER IN TRAINING AND DEVELOPMENT Soong(2006), an e-learning consultant based in Singapore, suggests five critical success factors which must be considered if e-learning is to be successful • Human Factors • Technical competency • Mindset • Level of collaboration • Perceived IT infrastructure