Training and development
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This document discusses employee training and development. It begins by outlining learning outcomes related to assessing training needs, understanding the employee training process, evaluating training programs, and explaining effective training and e-learning. It then provides statistics showing that 50% or more of Indian graduates are unemployable. The rest of the document discusses steps in the training process, different training methods like on-the-job training and computer-based training, management development, and managing organizational change. It emphasizes the importance of training for skills development, customer satisfaction, and organizational growth.
Training and development
- 2. LEARNING OUTCOME: Assessment of training needs. Learn the steps in an employee training process. Evaluate employee training programmes. Explain an effective training programme. Present an overview of e-learning.
- 5. EMPLOYABILITY OF INDIAN GRADUATES Here are some of the interesting facts which came to my notice 50 per cent of Indian graduates not fit to be hired: report (ndtv.com) India Graduates Millions, but Too Few Are Fit to Hire (The Wall Street Journal online.wsj.com) A million engineers in India struggling to get placed in an extremely challenging market (economictimes.indiatimes.com) Nearly 47 per cent graduates in India unemployable (thehindu.com) Less than 11 per cent of hotel management graduates 'employable' (economictimes.indiatimes.com)
- 6. Fact is On an average more than 50 lakh students graduate every year in India, a three , four or five years of degree after 12thstandard from all the streams. More than 75%+ students are entering the job market and ‘Nearly 47 % graduates in India unemployable (thehindu.com)’
- 7. HAVE YOU HEARD ABOUT UPS? https://www.jobs-ups.com/training
- 8. This is HCL
- 10. WHAT IS TRAINING? Training is the process by which an employee acquires the necessary knowledge and skills to perform the job.
- 11. SIGNIFICANCE OF EMPLOYEE TRAINING • Enlargement of skills and competency. • Enhancement of customer satisfaction. • Enhancing competitive advantage. • Enrichment of team spirit. • Ensuring personal growth. • Enabling a learning culture. • Establishing a positive organizational climate. • Encouraging better health and safety measures. • Enduring organizational growth and development.
- 12. ASSESSING CURRENT EMPLOYEES’ TRAINING NEEDS 8–12 Performance Appraisals Job-Related Performance Data Observations Interviews Assessment Center Results Individual Diaries Attitude Surveys Tests Methods for Identifying Training Needs
- 13. Human Resource Management, 5E 13 INPUTS IN T & D Skills Education Development Ethics Attitudinal changes Decision making skills
- 14. Steps in the training process
- 17. TRAINING METHODS (CONTINUED) On-the-Job Training (OJT) Having a person learn a job by actually doing the job. Types of On-the-Job Training Coaching or understudy Mentoring Job rotation Special assignments Advantages Inexpensive Learn by doing Immediate feedback 8–17
- 18. TRAINING METHODS (CONTINUED) Effective Lectures Don’t start out on the wrong foot. Give listeners signals. Be alert to your audience. Maintain eye contact with audience. Make sure everyone in the room can hear. Control your hands. Talk from notes rather than from a script. Break a long talk into a series of five-minute talks. Practice and rehearse your presentation. 8–18
- 19. PROGRAMMED LEARNING Advantages Reduced training time Self-paced learning Immediate feedback Reduced risk of error for learner 8–19 Presenting questions, facts, or problems to the learner Allowing the person to respond Providing feedback on the accuracy of answers
- 20. http://money.cnn.com/2017/08/15/technology/b usiness/ups-virtual-reality/index.html
- 21. COMPUTER-BASED TRAINING (CBT) Advantages Reduced learning time Cost-effectiveness Instructional consistency Types of CBT Interactive multimedia training Virtual reality training 8–21
- 22. DISTANCE AND INTERNET-BASED TRAINING 8–22 Teletraining Videoconferencing Internet-Based Training E-Learning and Learning Portals Distance Learning Methods
- 23. MANAGEMENT DEVELOPMENT 8–23 Assessing the company’s strategic needs Developing the managers and future managers Long-Term Focus of Management Development Appraising managers’ current performance
- 25. MANAGING ORGANIZATIONAL CHANGE AND DEVELOPMENT (CONTINUED) 8–25 1 Moving Overcoming Resistance to Change: Lewin’s Change Process Unfreezing Refreezing 2 3
- 26. HOW TO LEAD THE CHANGE Unfreezing Phase Establish a sense of urgency (need for change). Mobilize commitment to solving problems. Moving Phase Create a guiding coalition. Develop and communicate a shared vision. Help employees to make the change. Consolidate gains and produce more change. Refreezing Phase Reinforce new ways of doing things. Monitor and assess progress. 8–26