7 training
-
Upload
tanuj-poddar -
Category
Technology
-
view
1.217 -
download
1
Transcript of 7 training
![Page 1: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/1.jpg)
![Page 2: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/2.jpg)
Change is a “constant” today. Developing trust is critical to reducing employee resistance.
open communication
employee participation
acting consistently
demonstrating integrity
showing concern
![Page 3: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/3.jpg)
Coaching
"Coaching is any discussion between you and a subordinate where the aim is to help him/her maintain and/or improve his/her performance. Coaching takes place on the job and assumes that people can learn from everything they do. Coaching is not issuing instructions, telling someone what to do or prescribing how to do it. It is about helping, guiding, encouraging, allowing space to perform and do things differently." (Peter Honey)
![Page 4: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/4.jpg)
"Mentoring is a power-free partnership between two individuals who desire mutual growth. One of the individuals usually has greater skills, experience and wisdom." (Weinstein)
Mentoring
![Page 5: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/5.jpg)
"Demonstrating and practicing ways of performing tasks using tools, processes and techniques to achieve required levels of knowledge and skills." (Priority Management)
Training
![Page 6: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/6.jpg)
To Achieve Organization Goals
To maintain employee
motivation
Improves KSA’s
Growing Competition
Rapidly changing technologies
Total quality management
![Page 7: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/7.jpg)
Q: Just what do we mean by training and development?
any planned efforts designed to facilitate the acquisition of job-relevant skills, knowledge, and/or attitudes by organizational members.
Q: What makes training a strategic investment?
![Page 8: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/8.jpg)
Training is “big business”!
More money is spent in the U.S. on training and development than on all higher education.
Over $52 billion spent by employers in 1995.
Adding in indirect costs, estimates of employer expenditures on training and development raise to over $200 billion annually
![Page 9: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/9.jpg)
Training:
Efforts to improve employee competency levels and narrowly focused & oriented towards short term performance .
Development:
Oriented more towards broadening an individual skills for future responsibilities and long term performance.
![Page 10: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/10.jpg)
We need a systematic approach to training
Goldstein’s Systems Model of Training :
ADImE Assessment Design Implementation Evaluation
![Page 11: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/11.jpg)
Phase 4
Evaluation
Reactions LearningBehavior (Transfer)Results
Phase 1
Need Assessment
Organization AnalysisTask AnalysisPerson Analysis
Phase 2
Design
Instructional ObjectivesTrainee readinessLearning principles
Phase 3
Implementation
On-the-JobOff-the-JobManagement
Development
![Page 12: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/12.jpg)
Phase 1
Need Assessment
Organization AnalysisTask AnalysisPerson Analysis
![Page 13: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/13.jpg)
Needs Assessment
Assessment works best with three types of analyses:1. Organization analysis2. Task/KSA analysis3. Person analysis
![Page 14: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/14.jpg)
Organization AnalysisWhere is training needed in this organization?
Uses information from strategic and HR planning
(about org, goals, objectives, vision, mission)
Task/KSA AnalysisWhat must a trainee be taught in order to perform effectively?
Use information from job analysis
(type of training, who required which training)
Person AnalysisWho needs training, and what kind?
Use information from performance appraisal and selection techniques
(attitude of person, which person required)
![Page 15: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/15.jpg)
Phase 1
Need Assessment
Organization AnalysisTask AnalysisPerson Analysis
Phase 2
Design
Instructional ObjectivesTrainee readinessLearning principles
![Page 16: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/16.jpg)
Training Design
Three important issues:1. On Vs off the job training2. What is the best training media to use?3. What are the most important learning
principles to incorporate in our training efforts?
![Page 17: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/17.jpg)
Training Media
Lecture/Discussion
Programmed Instruction/ Computer Assisted Instruction
Experiential Exercises/ Simulations
![Page 18: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/18.jpg)
Learning Principles:
Trainability
Performance = Motivation x Ability
Massed vs. Distributed Practice
(teaching Vs case studies)
Transferring Knowledge
![Page 19: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/19.jpg)
“Instant Quiz”
To study for your next test, which study schedule would be most effective?
A. one day, eight hours, non-stop
B. 4 hours a day for 2 days
C. 2 hours a day for 4 days
D. 1 hour a day for 8 days
![Page 20: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/20.jpg)
“Instant Quiz”
To study for your next test, which study schedule would be most effective?
A. one day, eight hours, non-stop
B. 4 hours a day for 2 days
C. 2 hours a day for 4 days
-> D. 1 hour a day for 8 days
![Page 21: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/21.jpg)
Summary of Key Learning Principles
For skills learning:
Goal setting
Modeling
Practice
Feedback
Transfer
For knowledge:
•Goal setting
•Meaningfulness
•Practice
•Feedback
•Transfer
![Page 22: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/22.jpg)
Phase 1
Need Assessment
Organization AnalysisTask AnalysisPerson Analysis
Phase 2
Design
Instructional ObjectivesTrainee readinessLearning principles
Phase 3
Implementation
On-the-JobOff-the-JobManagement
Development
![Page 23: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/23.jpg)
Training Implementation
A. Management vs. line employees
B. Many techniques available! 1. Case studies 2. Videotape/CD-ROM 3. Distance Learning 4. Behavior Modeling
![Page 24: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/24.jpg)
Phase 4
Evaluation
Reactions LearningBehavior (Transfer)Results
Phase 1
Need Assessment
Organization AnalysisTask AnalysisPerson Analysis
Phase 2
Design
Instructional ObjectivesTrainee readinessLearning principles
Phase 3
Implementation
On-the-JobOff-the-JobManagement
Development
![Page 25: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/25.jpg)
Training Evaluation
A. CRITERIA for evaluation: What should be evaluated?
1. Reaction 2. Learning 3. Behavior 4. Results
![Page 26: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/26.jpg)
Training Evaluation
B. DESIGN for evaluation: 1. Why is it valuable to pretest
trainees? 2. Why do the best-conducted training
efforts include a “control” group?
![Page 27: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/27.jpg)
Phase 4
Evaluation
Reactions LearningBehavior (Transfer)Results
Phase 1
Need Assessment
Organization AnalysisTask AnalysisPerson Analysis
Phase 2
Design
Instructional ObjectivesTrainee readinessLearning principles
Phase 3
Implementation
On-the-JobOff-the-JobManagement
Development
![Page 28: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/28.jpg)
On the Job Training
Off the Job Training
Apprenticeship Training Internships Audio Visual Method Vestibule Training
Class Room Instructions Case Studies E-Learning Seminars and Conferences Management Games Role Plays
![Page 29: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/29.jpg)
Why does training programs fail?
The benefits of training are not clear to the top management
The top management hardly rewards supervisors for carrying out effective training.
The top management rarely plans for budgets systematically for training.
Lack of awareness of the importance of training to the trainees.
(benefit-top, superiors-rewards, budgets, importance-trainees)
![Page 30: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/30.jpg)
Development refers to skills and knowledge attained for both personal development and career advancement.
Development encompasses all types of facilitated learning opportunities, ranging from college degrees to formal coursework, conferences and informal learning opportunities situated in practice.
It has been described as intensive and collaborative, ideally incorporating an evaluative stage.
DEVELOPMENT
![Page 31: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/31.jpg)
Consultation Coaching Communities of practice Lesson study Mentoring Reflective supervision Technical assistance.
(ccclmrt)
![Page 32: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/32.jpg)
Training need Assessment
Annual Training Plan
Conduct of Training
Review Training Activities
Identifying Competence Gaps
Organizational Objectives
Organizational strategy
Competitive Environment
Career PlanningCompetency Mapping
Internal Training Programs
External/Outsourced Training
Customized Training Programs
![Page 33: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/33.jpg)
Sl.No Competency Development Area Method
1 Decision Making Skills In – Basket Business Games Case Study
2 Interpersonal Skills Role Play Sensitivity Training
3 Job Knowledge On The Job Experience Coaching
4 Organizational Knowledge Job Rotation Multiple Management
5 General Knowledge Special Courses Special Meetings and readings
6 Specific Individual Needs Special Projects Committee Assignments
![Page 34: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/34.jpg)
Wrap-Up
1. The value of a systematic approach to training
“The person who fails to plan, plans to fail.”
![Page 35: 7 training](https://reader035.fdocuments.in/reader035/viewer/2022062703/554e4740b4c905f9478b557c/html5/thumbnails/35.jpg)
Wrap-Up
2. The need for life-long learning “Richard Bolles”,
“The Three Boxes of Life”:
School Work Retirement
Learning Work Play