Training & development
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The document discusses training and development in organizations. It defines training as helping employees acquire basic skills for their job functions, while development deals with activities to expose employees to additional duties and positions. Reasons for training and development include remaining relevant in business, creating replacements, enhancing abilities, and ensuring resources for expansion. The purpose is to increase productivity, job satisfaction, and efficiency while decreasing supervision needs. The training process involves assessing needs, setting objectives, selecting trainees and methods, and evaluating. Methods include on-the-job by supervisors and off-the-job by internal or external instructors. Effectiveness is measured by trainee reaction, learning, and improved job behavior post-training. Legal issues around training include inadequate
Training & development
- 1. P R E S E N T E D B Y : - S U N I L P A N D E Y M B A 1 S T Y E A R Training & Development
- 2. Definition Training is organizational effort aimed at helping employees to acquire the basic skills required for the efficient execution of the functions for which they are hired. Development on the other hand, deals with activities undertaken to expose employees to perform additional duties and assume positions of importance in the organizational hierarchy.
- 3. Why Training & Development Relevantly remain in business. To Create a pool for replacements. Enhance the company’s ability. Ensure adequate human resources for expansion into new programs. When a performance appraisal indicates performance improvement is needed. Succession Planning.
- 4. Purpose of Training and development Workers are helped to focus, and priority is placed on empowering employees. Productivity is increased, positively affecting the bottom line. Job satisfaction, employee motivation and morale are increased, reducing employee turnover. Processes increase in efficiency, resulting in financial gain.
- 5. Purpose of Training and development Employee confidence is built. keeping and developing key performers Decreased need for supervision.
- 6. Training Process Organizational Objectives Needs Assessment Is There a Gap? Training Objectives Select the Trainees Select the Training Methods and Mode Choose a Means of Evaluating Administer Training Evaluate the Training
- 7. Identifying Training needs Job Present performance Desired performance Gap Setting Training Objectives and Policy Designing Training Programme Conducting the Training Follow up and Evaluation Approach to Training F E E D B A C K & R E V I E w
- 8. Training Methods On-the-Job Methods Off-the-Job Methods - Job Rotation - Coaching/ mentoring - Job Instruction -Apprenticeships -Induction / orientation -Internship -Vestibule Training - Role Playing - Lecture Methods - Conference or Discussion -Programmed Instructions -Audiovisual methods -Case study -Management games -In- basket technique -Laboratory training
- 9. Trainers On-the-job training is conducted mostly by supervisors. off-the-job training, by either in-house personnel or outside instructors.
- 10. Design Of a Training Program 1.Identification of Training needs • Organisational Analysis • Task Analysis • Human Resource Analysis 2.Setting Training Objectives 3.Organisation of Training Programme *Trainee and Instructor *Period of Training *Training Method & Material 4.Evaluation of Training Results
- 11. Issues of training & management development LEGAL ISSUES Failing to provide required training or providing inadequate training. Incurring employee injury during a training activity. Incurring injuries to employees or others outside the training session. Reproducing and using copyrighted material in training classes without permission. Not ensuring equal treatment while in training.
- 12. The following criteria may be used to measure the effectiveness of training : (a) Reaction :- Trainees’ reaction to be objective, contents and methods of training are good indicators of effectiveness. In case the trainees considered the programme worthwhile and liked it, the training can be considered effective. (b) Learning :- The extent to which the trainees have gained the desired knowledge and skills during the training period is a useful basis of evaluating training effectiveness. (c) Behavior :-Improvement in the job behavior of the trainees reflects the manner and extend to which the learning has been put to practice.