Training and Development
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Training and Development
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Lesson Objectives
Introduction to Training and DevelopmentDifference between Training and
DevelopmentForces influencing the trainingTraining objectivesImportance of TrainingTraining processMethods of TrainingTraining Evaluation
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There is nothing Training cannot do; nothing is above its reach; it can turn bad morals to good, it can destroy bad principle and create good ones, it can lift men to Angelship
-Mark Twain“Tell me and I forget, teach me and I remember, involve me and I learn”
- Benjamin Franklin
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• Average Japanese companies spends about 6% of budget on training.
• Study of major automobile manufactures found U. S automakers spend about 40 hours training new employees compared to 300 hours for Japanese automakers.
• Motorola’s CEO required all divisions to spend at least 2% of budget on training. Over next 7 years, profits increased 47% and it was estimated that each $1.00 in training yielded $30.00 in return.
Introduction
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Training and HRD
Human Resource Department
Training and Development
Talent Acquisition
Compensation and Benefit
Performance Management
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INTRODUCTION TO TRAINING AND DEVELOPMENT
Training and Development may be understood as any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge.
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Training
Training is the process of identifying, assuring and developing through planned activities the knowledge, skills and abilities that employees need to help them perform their current and future responsibilities in organization to the greatest extent possible.
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Training
Training is the process of acquiring the skills necessary to do the job
- Robert N. Lussier
Training is a set of activities that provides the opportunity to acquire and improve job related skills - Schermerborn, Hunt and Osborn
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Development refers to the learning opportunities designed to help employees grow.
Development is any attempt to improve managerial performance by imparting knowledge, changing attitudes or increasing skills.
Development
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Training is the acquisition of concept
theories, knowledge , skills and attitudes
Development is the application of acquired
knowledge, theories, skills and attitudes to
the job for increasing organizational
effectiveness.
Training and Development
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Comparison between Training and Development
Training DevelopmentFocus Current Future
Use of Work Experiences Low High
Directed towards Training is normally directed at operative employees and relates to technical aspects.
It is directed at managerial personnel to acquire conceptual and human skills.
Methodology Greater emphasis on ON-JOB methods
Greater emphasis on OFF the Job methods.
Goal Preparation for current job Preparation for changes
Relevance Training is of more relevance at junior-levels.
Development is of higher relevance at middle and senior levels.
Duration Training courses are designed mostly for short term.
It involves a broader long-term education for a long run term.
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Training and Development
Improvement in
Customer Satisfaction
People, Process and Performance
Shareholder Satisfaction
Employee Satisfaction
Training and Development for Shareholder Satisfaction
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All SIZES of Organization Small Large
All TYPES of Organization Profit Non Profit
Training and Development is Needed In
All LEVELS of Organization Bottom Top
All AREAS of organization Manufacturing Marketing HR Accounting IT
Frame work of Training
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o Globalizationo Need for Leadershipo Attracting and Retaining Talento Customer Service and Quality Emphasiso Changing Demographics and Diversity of
Work Forceo New Technology
Forces Influencing Training
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TRAINING Objectives
Aim of Training
Improve performance
Enhance employee growth
Facilitate overall professional development
Improve the quality of the work force
Enhance productivity
Assist organization in succession planning
Develop organization specific skills and competencies
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• Respond to technology changes affecting job requirements.
• Respond to organizational restructuring.
• Adapt to increased diversity of the workforce.
• Support career development.
• Fulfill employee need for growth.
• Development of skills of employees
• Productivity of Organization
• Organizational Culture and Climate
• Quality
Importance of Training
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Performance Discrepancy
Is it worth fixing
KSA Deficiency
Reward/Punishment Incongruence
Inadequate feedback
Obstacles in the system
Choose Appropriate Remedy
Change Contingencies
Provide Proper Feedback
Remove Obstacles
Job Aid
Training
Practice
Change the job
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ORGANISATIONAL ANALYSIS
JOB ANALYSIS
The present content of the current or anticipated job is analyzed through task analysis
PERSON ANALYSIS
Analysis performance is compared with standard performance to identify the gaps
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Training methods
Factors to consider while selecting training and development method:
1) Learning style2) Purpose of Training3) Cost
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Lesson 1
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• Skills Training.• Cross-Functional. • Team Training• Creativity Training.• Diversity Training.• Customer Service
Types of Training
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Development Method
Job Rotation
Managerial On-the-Job
Training
Coaching/Understudy Approach
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Development Method
University-Related Programs
Management Games
Off-the-Job Management Training and Development Techniques
The Case Study Method
Outside Seminars
Executive Coaches
Behavior Modeling
Role Playing
Corporate Universities
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THANK YOU