Training & Development
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This document outlines the training and development process in an organization. It discusses how training can increase efficiency, morale, and flexibility while reducing supervision. The basic aim of training is to suitably change individuals in a way that meets organizational and individual demands. Training needs are identified through organizational, task, and individual analyses. The training process involves determining needs, setting objectives, selecting methods, implementing programs, and evaluating their impact. Evaluation assesses reactions, learning, behavior change, and results. Factors like management support, technology, and learning styles also influence training.
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Training & Development
- 3. Increase in Efficiency Increase in Morale of Employees Better Human Relations Reduced Supervision Increased Organizational Viability and Flexibility.
- 4. Basic aim of Training • Suitable change in the individual concerned. • Should be related both in terms of organization's demand and that of individual’s. Various Methods for identifying Training Needs • Organizational Analysis. • Task Analysis. • Man Analysis.
- 5. Evaluate T&D Programs Implement T&D Programs Select T&D Methods Establish Specific Objectives Determine T&D Needs
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- 7. Desired end results Clear and summarize objectives must be formulated 7
- 8. • On the job training Mentoring Coaching Job Rotation Internships • Off the job training Distance Learning and Videoconferencing Classroom Programs Simulations Role Playing
- 9. Implies change Qualified trainers must be available Trainers must understand company objectives
- 11. • Reactions • Learning • Behavior – Transfer of Training • Results or Return on Investment (ROI)
- 13. Training more specific to needs Lower costs Less time Consistent, relevant material
- 14. THANK YOU Presented By Khushnoor A Mohammed