Description
This is a report about training and development in detail.
TRAINING & DEVELOPMENT
DEFINITION
Training is any process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased. Training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose.
IMPORTANCE OF TRAINING
Higher Productivity Better Quality of Work Less Learning Period Reduced Supervision Low accident Rate High Morale Personal Growth Organizational Climate
TYPES OF TRAINING
Skills Training Refresher Training Cross Functional Training Team Training Creativity Training Diversity Training Literacy Training
PROCESS OF TRAINING
Training need Assessment Identifying Training Objectives Select Training methods Conduct Training Compare training outcomes against criteria
Training Need Assessment
Identifying the gap between present and desired job performance.
Methods Organizational Analysis
1. 2. 3. 4.
Analysis of objectives Resource utilization analysis Environmental Scanning Organizational climate analysis
Task or Role Analysis Person Analysis
Identify Training Objectives
INNOVATION Anticipating problems before they occur Team building sessions with the departments PROBLEMS SOLVING Training clerks to reduce complaints Training supervisors in communications to reduce grievances REGULAR Orientation Recurring training of interviewers Refresher course on safety procedures
TRAINING METHODS
On the job Methods Job Instruction training (JIT) Coaching- Daily training & feedback Mentoring Job Rotation Apprenticeship Training Committee Assignment
Off the Job Methods
Vestibule method Role Play Lecture method Conference/discussion approach Programmed Instruction
BEHAVIOURALLY EXPERIENCED TRAININGBusiness games, cases, incidents, group discussions, short incidents, assignments
Evaluation of a Training Programme
Reactions Learning Job Behaviour Organization Ultimate Value
Methods Questionnaire Tests Interviews Cost Benefit Analysis Feedback Human Resource Factors
doc_862234409.pdf
This is a report about training and development in detail.
TRAINING & DEVELOPMENT
DEFINITION
Training is any process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased. Training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose.
IMPORTANCE OF TRAINING
Higher Productivity Better Quality of Work Less Learning Period Reduced Supervision Low accident Rate High Morale Personal Growth Organizational Climate
TYPES OF TRAINING
Skills Training Refresher Training Cross Functional Training Team Training Creativity Training Diversity Training Literacy Training
PROCESS OF TRAINING
Training need Assessment Identifying Training Objectives Select Training methods Conduct Training Compare training outcomes against criteria
Training Need Assessment
Identifying the gap between present and desired job performance.
Methods Organizational Analysis
1. 2. 3. 4.
Analysis of objectives Resource utilization analysis Environmental Scanning Organizational climate analysis
Task or Role Analysis Person Analysis
Identify Training Objectives
INNOVATION Anticipating problems before they occur Team building sessions with the departments PROBLEMS SOLVING Training clerks to reduce complaints Training supervisors in communications to reduce grievances REGULAR Orientation Recurring training of interviewers Refresher course on safety procedures
TRAINING METHODS
On the job Methods Job Instruction training (JIT) Coaching- Daily training & feedback Mentoring Job Rotation Apprenticeship Training Committee Assignment
Off the Job Methods
Vestibule method Role Play Lecture method Conference/discussion approach Programmed Instruction
BEHAVIOURALLY EXPERIENCED TRAININGBusiness games, cases, incidents, group discussions, short incidents, assignments
Evaluation of a Training Programme
Reactions Learning Job Behaviour Organization Ultimate Value
Methods Questionnaire Tests Interviews Cost Benefit Analysis Feedback Human Resource Factors
doc_862234409.pdf