Training and Development slide by SIMON (BUBT)

8/4/2019 Training and Development slide by SIMON (BUBT)

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Recruitment

Selection Placement

Training

Development

any activity?


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Socialization, a process of adaptation to a new

work role.


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Orientation may be done by a supervisor, the

HRM staff or other combination.

CEO ?


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Welcome employees.

Provide a vision for the company.

Introduce company culture -- whatmatters


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Training and Development


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Training involves the development or strengthening

of three main aspects: knowledge, skills and

attitudes. Usually these three aspects have to be

taken together. Training is about enabling people togain knowledge, to practice their skills and to shape

their attitudes.


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According to Rue and Byars, Training is a learning

process that involves the acquisition of skills,concepts,

rules of attitudes to increase the performance of

employees.

From Gray Desslers point of view, Training is

the process of teaching new employees or

present employees the skills that they need to

perform their jobs.


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It is a process of altering employee behavior

and attitudes in a way that increase theprobability of goal attainment


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Development, any attempt to improve managerial

performance by imparting knowledge, changing

attitudes, or increasing skills. Management

development is viewed as a means of bringingmanagers up to speed on fundamental

management skills such as the basics of finance

and marketing and techniques for supervisingemployees.Future-oriented training, focusing on the personal growth of

the employee.


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Training = Altering behavior Development = Increasing knowledge Learning = Permanent change in behavior


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Training aims to improve current skills and

behavior whereas development aims to increaseabilities in relation to some future positions or

jobs usually at managerial level.

In training, the focus is solely on the current job;in development, the focus is both on the current

job and jobs that employees will hold in the

future.

The scope of training is on individual employees,while the scope of development is on the entire

work group or organization.

Training and Development:

Do you see any difference?


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Training is job-specific and addresses particularperformance and deficits or problems, whiledevelopment is concerned with the work forcesskills and versatility.

Training tends to focus on immediateorganizational needs, while development tendsto focus on long-term requirements.

Training strongly influences presentperformance levels, while development pays offin terms of more capable and flexible humanresources in the long run.


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Organization: Create a pool of available and adequate

replacement for personnel who may leave or

move up in the organization.

Enhance the companys ability to adopt and useadvances in technology.

Build a more efficient, effective and highlymotivated team.

Why T & D? /Is there any Importance?


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Increase job satisfaction andmorale among employees.

Increased employee motivation.

Increase efficiencies in process.

Increase capability to adopt newtechnologies and products.

Reduced employees turnover.


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Employee:

Better performance

Advancement in career

Increase productivity

Safety

High Morale

Opportunity for Promotion


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How can you train your employee?

On-the-job training methods

Job Rotation

Apprenticeships or Coaching

Action learning Off-the-job training methods

Classroom lectures

Counseling

Brain storming Video-conferencing Role playing

Case study.

Behavior Modeling


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Job rotation: involves moving employees tovarious positions in the organization to expand theirskills, knowledge and abilities. It means movingmanagement trainees from department todepartment to broaden their understanding of allparts of the business.

Apprenticeship training: An employee is giveninstruction by more experienced employee or

employees in all the practical and theoreticalaspects of the work required in a skilled occupationcraft or trade.

On-the-job training


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Action Learning: Management trainees areallowed to work full time analyzing and solving

problems in other departments or on projects.The trainees meet periodically with a projectgroup where findings and progresses arediscussed and debated.


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Class room training: Lecturing method of traininguseful for quickly imparting information to largegroups with little or no knowledge of the subject.

Video presentation: Television, films and slidespresentation are similar to lectures and are veryuseful to train the new incumbents.

Company School: Many big companies have theirown schools for managers. (Motorola, McDonalds)Company schools educate both current andpotential managers in the corporate culture,management philosophy and skills and methods ofdoing business.

Off-the-job training methods


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Case study: A business school teachingmethod in which students do in-depth analysisof real life companies.

Role playing: Participants adopt the role of aparticular manager placed in a specific situation.

Behavior Modeling: It involves showingtrainees the right model way of doing

something, letting each person practice the rightway to do it, and then providing feedbackregarding each trainees performance.


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How Can You Develop Executives?

On-the-job Development

Off-the-job Development


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Coaching: When a manager takes an active rolein guiding another manager, coaching takesplace.

Job rotation involves moving employees tovarious positions in the organization to expandtheir skills, knowledge and abilities.

Understudy assignments: Potential managers aregiven the opportunity to relieve an experiencedmanager of his/her job ands act as his or hersubstitute during the period.

On-the-job Development


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Committee assignmentsprovide opportunitiesfor:

decision-making learning by watching others

becoming more familiar withorganizational members and problems

Lecture courses and seminarsbenefit fromtodays technology and are often offered in a

distance learning format.


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Off-the-job Development

Lecture courses and seminars benefit fromtodays technology and are often offered in a

distance learning format.

Simulations include case studies, decisiongames and role plays and are intended toimprove decision-making.

Outdoor trainingtypically involves challengeswhich teach trainees the importance ofteamwork.


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Cross-Cultural Training: Necessary for

expatriate managers and their families:

before assignments (to learn language and

culture) during, and after foreign assignments (to

adjust to changes back home).


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Cross-cultural training is more than languagetraining

Involves learning about the cultures:

History Politics

Economy

Religion

Social climate

Business practices

May involve role playing, simulations and

immersion in the culture.


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Thank you

Training and Development slide by SIMON (BUBT)

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