Post on 09-Apr-2018
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Designing & Implementing
Training
Programme
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PARAMJIT SHARMA 2
Steps in Systems Approach to Training
Job Analysis
Trainee Analysis
TNA
Setting Objectives
Sessions Designs
Implementation
Evaluation
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Job Analysis
Trainee Analysis
TNA
Setting Training
Objectives
Designing Training
Sessions
Implementation
Evaluation
Training Needs
Assessment
Designing
Curriculum
Conducting Training Course
and Examine Results
System Approach to Training Programmes
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4
Global Model of the Management Development Cycle
Needs
Assessment
1
Objective
Setting
2
Programme
Design
3
Evaluation &
Follow Up5
Programme
Implementation4
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5
Need Analysis-- worksheet
What is Desired ?
1
What actually
Exists ? 2Gaps in
1 and 2
Training
Required
Priority
1..2«3«4«
6Summarize Training Priorities
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PARAMJIT SHARMA 6
TRAINEE NEED ANALYSIS
TASKS KNOWLEDGE/
SKILL
To write cash book 04 02
To write ledgers 04 01
To prepare TB 03 01
To prepare PL/BS 03 01
To propose distribution
of surplus 01 00
RESPONSIBILITY
Maintenance
of Proper books of
Accounts & prepare
Annual statements
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PARAMJIT SHARMA
Designing Training Sessions
Deciding the Title of the Programme
Deciding objectives of the Programme
Deciding the Duration of the Programme
Deciding the Headings/Topics
No of Sessions required to cover the TopicDeciding the learning objectives of sessions
Deciding the sequence for sessions
Determining the learning Methods
Preparing/Adapting/Choosing supportive materials
Selecting Training Methods for each Session
Preparing Daily Time Table of the Programme
Physical Arrangements like Class Room, Hostel«.other Resources
Conducting Programme
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Title of The Programme ««««««««««««««««««««
Objectives of the Programme««««««««««««««««««
Contents of the Programme
Sr No Topic Objectives No. of Sessions Training
Method & Materials Trainers
Programme Designing
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Programme Schedule
Time &
trainers MON TUES WED THURS FRI SAT
9.30 to
11.00 AM What isIBSAR
Trainer ««..
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Evaluation Defined
Evaluation means any attempt to obtaininformation (Feedback) on the effectiveness of
a training programme and to assess the value of
the training in the light of that information
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Why Evaluate ?
1Can be used for
assessing training
effectiveness
2Can be used as trainingAid
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Levels of Evaluation
1 Reaction Level
2 Learning Level
3 Job Behavior Level
4 Functioning level
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Levels of Evaluation---reaction level
The trainees react to the training, form opinion
and attitude about trainer, methods of presentation,
the usefulness and interest of the subject matter,
involvement in training, facilities««««
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Levels of Evaluation- learning level
Trainees learn, acquire knowledge, skills, and
attitude about the subject matter of the training,
which they are capable of translating into behavior
within the training situation
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Levels of Evaluation-job behavior
The trainees apply the learning in the form of
changed behavior back on the job
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Levels of Evaluation²functioning level
The Changed behavior brings efficiency on work of
learners and his colleagues, subordinates and may
also reduce costs
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Objective Setting and Evaluation
To establish a high level of involvement and interest (Reaction) inorder that trainees may effectively learn certain Facts, certain
Skills of salesmanship and certain attitudes towards the
salesman¶s job ( Learning ) in order that they may use these facts
and apply these skills on the Job ( Job Behavior ) in order that
the quantity of sales may increase over a specified period
( Functioning )
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Techniques of Evaluation
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1Reaction Level
1 2 3 4 5
I have found this session
Badly Presented
Totally
Unstimulating
Well Presented
Totally stimulating
1 2 3 4 5
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2 Learning Level
Knowledge
Tests and examinations
Programmed learning
Multi choice Q
Skill Learning
Practical's
Demonstrations
Attitude Learning
Attitude Scales
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3 Behavior on Job
Activity Sampling
Self-diaries
Incidents ObservationsSelf Recording of Incidents
Appraisal by Superiors
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