04 Training n Development 1
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Transcript of 04 Training n Development 1
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By : Mohit
SadhotraPRN: 080
Presentation on Training andDevelopment
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Tell me and I forget, teachTell me and I forget, teach
me and I remember, involveme and I remember, involve
me and I learn-me and I learn-
Benjamin FranklinBenjamin Franklin
- Benjamin Franklin
Tell me and I forget, teachTell me and I forget, teach
me and I remember, involveme and I remember, involve
me and I learn-me and I learn-Benjamin FranklinBenjamin Franklin
- Benjamin Franklin
The training these days is just
so high tech but still inefficient!
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WHY TRAINING ?
The sharing of information throughtraining is our most valuable tool todevelop our most valuable assetour
employees.
Training to benefit organisation
Training to benefit employeesTraining to benefit the industry
Provide a good return on
investment?
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THEN WHY IS TRAINING OFTENNEGLECTED?
Urgency of need
Training time
Costs
Short-term worker
Kinds of jobs (simple-complex)
Not knowing exactly whatyou want your people to doand how
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TRAININGS SHOULD AIM AT
EMPOWERING THE EMPLOYEES
INCREASING PRODUCTIVITY
MAKING THE PROCESSES
MORE EFFICENT ANDEFFECTIVE so as toENSUREULTIMATE CUSTOMERSATISFACTION
IMPROVE THE OVERALLPERFORMANCE OF THE
ORGANISATION
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ORGANIZATION ANALYSIS.
Training implications of organizational strategy?
How does the training fit with future plans &
goals?
Where in the organization is training needed?
How are various units performing againstexpectations?
Which units should be trained first?
Can the organization afford this training?
Which training should have priority? Will this training adversely affect untrained people
or units?
Is this training consistent with the organizations
culture?
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PERSON ANALYSIS
Which employees must
receive training?
What are their current
level of knowledge and
skill?
Does an entire work
group need training?
Is there a prerequisite
level of knowledge andskill that the trainees
must possess?
Do trainees possess
wide range of skills
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TASK ANALYSIS
How hard is the
task?
Can it be learned on-
the-job or should itbe taught off-the-
job?
What signals the
need to perform the
task?
Exactly what are the
steps in performingthe ob?
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l i h i i
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Planning the TrainingProgram
Objectives of theProgram
Choice of the trainingmethods
a) ClassroomInstruction
b) Audiovisual Training
c) On-the-job Training
d) Simulations
e) Team Training
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4 Levels ofEvaluation
Did the trainees like theprogram, the trainers, thefacilities?
Did they think it wasuseful?
What improvements canthey suggest?
Questionnaire
To what extent the trainees have greater
knowledge or skill after the training than theydid before?
Are trainees behaving differently on the jobafter the training? Are they using skills and knowledge they
learned in training?
Is the organization or unit better because oftraining?
Performance data fromSuperior, Peer, Client,
Subordinates
Accidents, Quality,Productivity, Turnover,Morale, Costs, Profits
Level 1
Reaction
Level 4
Result
Level 3
Behavior
Level 2
Learning
Written test,
Performance test andGraded simulations
HOW?
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