03-11-2016, 11:20 AM
1463835613-TrainingandDevelopment.pdf (Size: 1.8 MB / Downloads: 4)
Training
Training is a systematic process through which an
organization’s human resources gain knowledge and
develop skills by instruction and practical activities that
result in improved corporate performance.
Development
The systematic use of scientific and technical
knowledge to meet specific objectives or requirements.
An extension of the theoretical or practical
aspects of a concept, design, discovery, or invention
Training Development
Training is short term,
task oriented and targeted
on achieving a change of
attitude, skills and
knowledge in a specific
area. It is usually job
related.
Development
Training is short term,
task oriented and targeted
on achieving a change of
attitude, skills and
knowledge in a specific
area. It is usually job
related.
Development is a long
term investment in human
resources.
Steps of Training and Development
1. Assessing training needs
2. Preparing training plan
3. Specifying training objectives
4. Designing the training program(s)
5. Selecting the instructional methods
6. Completing the training plan
7. Implementing the training program
8. Evaluating the training
9. Planning future training
Assessing Training Needs
This survey gathers data to determine what
training needs to be developed to help individuals and
the organization accomplish their goals and objectives.
This is an assessment that looks at employee and
organizational knowledge's, skills, and abilities, to
identify any gaps or areas of need.
Need assessment approaches
1. Survey
2. Group Discussion/meeting
3. Questionnaire
4. Task identification
5. Previous record
6. Information through assessment and feedback
7. Interviews
8. Observation by HR manager
9. Self nominations
10.Manager recommendation
The process of training and development depends
on the accuracy on the need assessment process.
2. Preparing training plan
Specifying training objectives
Training Objectives must be specific & measurable.
Why? Very difficult to measure effectiveness after
course is finished.
– What should trainees be able to accomplish after
participating in the training program?
– What is the desired level of such accomplishment,
according to industry or organizational standards?
– Do you want to develop attitudes, skills,
knowledge or some combination of these three?
Designing the Training Program(s)
1. Program duration
2. Program structure
3. Instruction methods
4. Trainers qualification
5. Nature of trainees
6. Support resources –
materials, OHP,
classroom
7. Training location &
environment
8. Criteria & methods for
assessing participant
learning and
achievement
9. Criteria & methods for
evaluating the program
Selecting Instructional Methods
Note: This is the most important step
On-the job-training (OJT)
– learn while you’re working
Off -the job-training
– In house, training or classroom
– External, consultancies or attending external classes
– Independent bodies, such as government talks
– Distance learning, from books or notes
– Computer-assisted learning
– Interactive-video training
– Video conferencing, same as classroom except
teachers and students are in different locations.
Coaching
Coaching is a one-to-one training. It helps in quickly
identifying the weak areas and tries to focus on them. It also
offers the benefit of transferring theory learning to practice.
The biggest problem is that it perpetrates the existing
practices and styles. In India most of the scooter mechanics
are trained only through this method.
Mentoring
Mentoring focus on attitude
development.
Conducted for managementlevel
employees.
Mentoring is done by
someone inside the company.
It is one-to-one interaction.
It helps in identifying
weaknesses and focus on the
area that needs improvement.
Job Retention
• Employee retention
refers to the ability of an
organization to retain its
employees. Employee
retention can be
represented by a simple
statistic (for example, a
retention rate of 80%
usually indicates that an
organization kept 80%
of its employees in a
given period).
Job Instruction Technology
Job Instruction Training (JIT) is a step-by-step,
relatively simple technique used to train employees on
the job. It is especially suitable for teaching manual
skills or procedures; the trainer is usually an employee's
supervisor but can be a co-worker.
Apprenticeship
Practical training
on the job supplemented
by related theoretical
instruction.
A structured
process by which people
become skilled workers
through combination of
classroom instruction
and on the job training.
Understudy
In this method, a
superior gives training to a
subordinate as his understudy
like an assistant to a manager
or director (in a film). The
subordinate learns through
experience and observation
by participating in handling
day to day problems. Basic
purpose is to prepare
subordinate for assuming the
full responsibilities and
duties.
in-basket training
Method of acquainting new
or promoted employees
with the complexities of
their jobs by presenting
them with a range of
problems they might find
in their 'in basket' when
they take up the job.
Off the Job Training
1. Lectures and Conferences
2. Vestibule Training
3. Simulation Exercises
4. Sensitivity Training
5. Transactional Training
Lectures
• It is quick and simple
way to provide
knowledge to large
group of trainees
• Lecturing is a popular
approach because it
offers relative economy
and meaningful
organization of material
Conferences
A conference is a meeting of
people who "confer" about a
topic. Convention (meeting),
meeting of a, usually large,
group of individuals and/or
companies in a certain field.
Academic conference, in
science and academic, a
formal event where
researchers present results,
workshops, and other
activities.