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Training & Development

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By: Mrs.Elizabeth Chacko Training is a process by which people improve their knowledge, skills and attitudes and use them to enhance their performance on the job. Training Definition: Planned efforts designed to facilitate the acquisition of relevant skills, knowledge and attitude by Organizational members. Teaching : Is about educating people, sharing wisdom, making people more knowledgeable. Training : Is about development and application of knowledge, skills and attitudes for achieving specific objectives. TRAINING Helps employees to do their current jobs. DEVELOPMENT Helps the individual handle future responsibilities LEARNING DIMENSIONS WHO ? DISTINCTIONS BETWEEN T & D TRAINING DEVELOPMENT MANAGERIAL WHAT ? NON-MANAGERIAL PERSONNEL TECHNICAL / MECHANICAL WHY ? SPECIFIC JOB RELATED WHEN ? INITIATIVE SHORT - TERM FROM MGT. EXTERNAL MOTIVATION GENERAL KNOWLEDGE LONG - TERM FROM INDIVIDUAL HIMSELF INTERNAL NEEDED AT OPERATING LEVELS MIDDLE LEVEL DEVELOPS SKILLS TECHNICAL & HANDS ON SKILLS INTER PERSONAL & DECISION MAKING SKILLS. THEORETICAL, CONCEPTUAL IDEAS CONFIDENCE DEVELOPS NEW SKILLS PROMOTIONS HIGHER EARNINGS ADAPTABILITY INCREASED SAFETY To increase productivity and quality To adapt new methods To reduce the number of accidents To increase efficiency To increase job satisfaction displaying itself in lower labour turn- over and less absenteeism Less Supervision Preparation of future managers Determine T&D needs Establish specific objectives Select T&D method(s) Implement T&D programs Evaluate T&D programs Needs analysis- Developed by considering the over all organizational requirement, tasks associated with the jobs; and the degree to which skills are present Objectives Specific Measurable Time Targeted CHANGING TECHNOLOGY QUALITY CONSCIOUS CUSTOMERS GREATER PRODUCTIVITY STABLE WORKFORCE INCREASED SAFETY DURING WORKS BETTER MANAGEMENT ORGANISATIONAL ANALYSIS DEPARTMENTAL ANALYSIS JOB / ROLE / ANALYSIS KSA- knowledge, skills, ability Preliminary steps in preparing a Training & Development Program Program Content Need Assessment Training & Development Objectives Actual Program Learning Principles Evaluation Criteria Evaluation Skills , Knowledge, Ability of workers On-the-Job Training Off-the-Job Training Case Study Simulation Job Rotation Coaching and Mentoring Lectures and Video Presentation Job Instruction Training Vestibule Training Role Playing In Basket Exercises Case Studies Self Discovery What do you mean by Evaluation of training and development intervention. Training and Development must be regarded as both a cost and an investment to an organization. What does the above statement means? What does it tells us about the need to evaluate our training and development intervention? Evaluation is: the process for collecting, analyzing, and reporting information useful to decision makers in selecting amongst alternatives. the process of determining, to what extent the ( training) objectives are actually being realized. the process of providing feedback to trainers about the effectiveness of their training. The process and means of evaluating training and development should be decided at the time that learning objective are established. In summary, evaluation should try to find answers to three questions. Is the training program effective in achieving its goals. If not, what are the deficiencies in the program. How can the deficiencies be remedied? Summary The training effort must demonstrably assist the organization to achieve its goals Effective criteria used to evaluate Training focus on outcomes: 1- the Reaction by trainees to the training content and process. 2- the Knowledge or learning acquired through the training experience. 3- change in Behavior that result from the training. 4- Measurable Results or Improvements in the individuals or the organization, such as lower turnover, fewer accidents or less absenteeism. . Leads to improved profitability and/or more positive attitudes toward profits orientation. . Improves the job knowledge and skills at all levels of the organization. . Improves the morale of the workforce. . Helps people identify with organizational goals. . Improves the relationship between boss and subordinate. 1. Can be a financial drain on resources; expensive development and testing, expensive to operate? 2. Often takes people away from their job for varying periods of time; 3. Equips staff to leave for a better job 4. Bad habits passed on 5. Narrow experience Books: Training & Development by Aparna Raj (Punjab Technical University) (Kalyani Publishers Delhi. Training & Development by Mehta, Upadhyay, Gupta (RBD Publishers) Web References Search Engines www.google.com, www.citehr.com , www.authorstream.com, www.scribd.com, www.slideworld.com http://www.hrdirectory.org/hr-glossary.php PPT Training & Development Chapter 10 : by Sarwat Afzal Topic #8: Training & Development by Paul L. Schumann, Ph.D., Professor of Management, MGMT 440: Human Resource Management.

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