PRESENTED BY: - SUNIL PANDEYMBA 1 S T YEAR

Training & Development

Definition

Training is organizational effort aimed at helping employees to acquire the basic skills required for the efficient execution of the functions for which they are hired.

Development on the other hand, deals with activities undertaken to expose employees to perform additional duties and assume positions of importance in the organizational hierarchy. 

Why Training & Development

Relevantly remain in business.

To Create a pool for replacements.

Enhance the company’s ability.

Ensure adequate human resources for expansion into new programs.

When a performance appraisal indicates performance improvement is needed.

Succession Planning.

Purpose of Training and development

Workers are helped to focus, and priority is placed on empowering employees.

Productivity is increased, positively affecting the bottom line.

Job satisfaction, employee motivation and morale are increased, reducing employee turnover.

Processes increase in efficiency, resulting in financial gain.

Purpose of Training and development

Employee confidence is built.

keeping and developing key performers

Decreased need for supervision.

Training Process

Organizational ObjectivesNeeds AssessmentIs There a Gap?Training ObjectivesSelect the TraineesSelect the Training Methods and ModeChoose a Means of EvaluatingAdminister TrainingEvaluate the Training

Identifying Training needs Job

Present performance Desired performance Gap

Setting Training Objectives and Policy

Designing Training Programme

Conducting the Training

Follow up and Evaluation

Approach to Training

FEEDBACK

& REVIEw

Training Methods

On-the-Job Methods Off-the-Job Methods

- Job Rotation- Coaching/ mentoring- Job Instruction -Apprenticeships-Induction / orientation-Internship

-Vestibule Training- Role Playing- Lecture Methods- Conference or Discussion-Programmed Instructions-Audiovisual methods-Case study-Management games-In- basket technique -Laboratory training

Trainers

On-the-job training is conducted mostly by supervisors. off-the-job training, by either in-house personnel or outside

instructors.

Design Of a Training Program

1.Identification of Training needs• Organisational Analysis

• Task Analysis• Human Resource Analysis

2.Setting Training Objectives

3.Organisation of Training Programme*Trainee and Instructor

*Period of Training

*Training Method & Material

4.Evaluation ofTraining Results

Issues of training & management development

LEGAL ISSUES Failing to provide required training or providing inadequate

training.

Incurring employee injury during a training activity.

Incurring injuries to employees or others outside the training session.

Reproducing and using copyrighted material in training classes without permission.

Not ensuring equal treatment while in training.

The following criteria may be used to measure the effectiveness of training :

(a)Reaction :- Trainees’ reaction to be objective, contents and methods of training are good indicators of effectiveness. In case the trainees considered the programme worthwhile and liked it, the training can be considered effective.

(b)Learning :- The extent to which the trainees have gained the desired knowledge and skills during the training period is a useful basis of evaluating training effectiveness.

(c) Behavior :-Improvement in the job behavior of the trainees reflects the manner and extend to which the learning has been put to practice.

ANY QUESTION

THANK YOU