Why is Training Necessary

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    Necessitates the organization toeffect changes in Policies

    Strategies

    Approaches

    Attitudes

    Knowledge and capabilities of

    employees must be

    Updated Improved

    Strengthened

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    TRAINING

    Training consists of programmes undertaken

    to improve employee

    knowledge,skills,attitudes and socialbehaviour so that the performance of the

    organization improves considerably

    - Wayne Cascio

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    knowledge gap

    technical knowhow gap

    skill gap

    performance level gap

    performace gap factors

    commitment gap

    attitude gap

    approach gap

    behaviour gap

    behaviour gap factors

    Knowledge gap factors

    Gap

    elem

    -ents

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    NEED FOR TRAINING

    Increase Productivity

    Improve quality

    Future Personnel Needs

    Improve organisational climate

    Improve health and safety Obsolescence prevention

    Personal growth

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    7. Competent & capable employees

    8. a) Better labour relations

    b) Develops employee loyalty

    c) Facilitates introduction of newtechniques.

    d) Ensures proper use of available

    resourcese) Reduces grievances of employees

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    ADVANTAGES TO THE

    CANDIDATES Confidence in employees

    Positive attitude

    Changes for Promotion

    Refreshing

    High rewards Co-operation with others

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    Meaning

    Methods

    Who

    To Whom

    On-the-job

    Training

    On the job

    within the co.

    Coaching/JR

    etc.Immediate

    superior

    Generallyindividual

    Off-the-job

    Training

    Off-the-job

    training centre

    Business games

    simulations etc.Expert trainer

    To a group

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    Effect on regular

    jobs

    Type

    Cost

    Suitability

    No affect on the

    job

    Normallypractised

    Less costly

    More to train

    lower level

    managerial

    personnel

    Normal work

    affected

    Theoreticalconcepts

    Payment to

    trainer,hall etc.To train higher

    level ,

    managerial

    personnel

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    ON THE JOB METHODS

    On the job training

    Vestibule training or training centre

    Simulation

    Demonstration

    Apprenticeship

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    OFF THE JOB METHODS

    Lecture

    Conference

    Seminar

    Case discussion

    Programmed Instructions

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    TRAINING METHODS FOR

    SUPERVISORS Job rotation Reading material

    Staff meeting

    Plant & Industrial visits Individual assignment

    Participation in the work of other depts.

    Problem solving session

    Lectures & Teaching Role playing

    Case studies

    Conferences

    Programmed Instructions

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    DEVELOPMENT

    Development is viewed as a long term

    educational process utilizing planned and

    systematic procedure by which managerialpersonnel acquire conceptual and theoretical

    knowledge for enhancing general

    administrative abilities.

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    Techniques for management

    development

    Coaching

    Counselling

    Job Rotation Self Improvement Programmes

    Understanding/Committee

    Role Playing

    University management programmes

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    Successful Training

    Programmes Provide for learners active participation

    Provide the trainees with knowledge ofresults about his attempts to improve

    Facilitate transfer of learning to the jobs Provide for practice and repetition when

    needed

    Motivate trainee to improve hisperformance

    Assist trainee in his willingness to change

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    Trainers

    Know the job or subject he is attempting toteach

    Have the aptitude and abilities to teach

    Want to teach

    Have a pleasing personality and capacity forleadership

    Have knowledge of teaching principles andmethods

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    Learning New Techniques

    Concept training

    Questionology

    Syndicates

    Discussion

    Cases

    Guided training

    Skill Training Incidents Role Play

    Games

    Action learning

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    Attitudinal training

    Laboratory T group

    Brainstorming

    Workshop

    Cases

    Syndicates

    Questionology

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    Evaluation and Training

    Increased output Reduced time for production

    Reduced training time

    Reduction in scrap, breakage Improvements in quality

    Reduction in absenteeism,grievances,turnoverand accidents

    Improvement in morale Changes in employees

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    Test

    Attitude survey Cost accounting

    Checklist

    Employee appraisal