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Training

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for Mgnt. 2 subject - Human Resource and Development …

for Mgnt. 2 subject - Human Resource and Development

Pasig Catholic College

Published in Business , Technology
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  • 1. Presented By: Jean Baylon BSBA4 –Mktg. Mgnt. Mrs. Fernandez.
  • 2.  Training and Development : Definition  Function of Training  Value of Training  Benefits of Training  Determining Training Needs  Common Types of Training  Performance Appraisal
  • 3.  refers to the practice of providing training, workshops, coaching, mentoring, or other learning opportunities to employees to inspire, challenge, and motivate them to perform their functions
  • 4.  The singular function of training is to produce change.
  • 5.  to foster growth and development  to provide opportunities for employees to accept greater challenges  to aid employees in contributing to the achievement of department goals and the agency’s mission and vision  to build employee self-confidence and commitment  to produce a measurable change in performance  to bring about the desired changes that can solve a variety of problems
  • 6.  improving an employee’s performance  developing the group and team skills needed to achieve organizational goals  giving employees the needed skills and knowledge to complete assigned jobs, duties and tasks  motivating employees to achieve higher standards  increasing overall efficiency
  • 7.  improving customer service  preparing employees for promotional opportunities  decreasing employee turnover  enhancing employee morale, motivation, and creativity  enabling managers to reach unit goals and objectives  giving employees the tools needed to analyze interpersonal and situational factors that create obstacles to achieving high performance
  • 8.  Request from employee  Change in agency vision or mission  Determination through performance management review
  • 9.  On-the-Job Training and Job Rotation  Vestibule Training  Apprenticeship Training  Classroom Training  Programming Instruction  Management Development Program
  • 10.  Understudy assignments  Case Studies  Coaching  Role Playing  Experience  In-Basket Technique  Job rotation  This technique  Special Projects and  Business Management Committee Assignments  Lectures Games  University and Professional Seminars
  • 11.  can be a powerful tool for directing, developing and inspiring our employees to be their best.
  • 12.  Facilitates the achievement of organization goals and         strategies Improved staff morale Facilitates continuous performance improvement, Assists in establishing a performance culture Provides a formal means of discussing competency gaps and how to address these Helps build a climate of openness and trust Adds to a participative work culture Forms part of the legal process in addressing persistent poor performance Provides a clear link between their performance and the financial rewards they receive
  • 13.  An opportunity to get formal feedback from line managers on how their performance is viewed - so that they can learn what they do well and what needs to improve  Ensures clarity regarding work expectations and standards, reducing anxiety/stress and conflict with line managers  An opportunity to discuss their job competencies leading to targeted training and development - helping them to realize their full potential  Provides a forum to share new ideas and to air views
  • 14.  Leadership Training, Customer Satisfaction Training Simulation Tool Challenge  Microsoft recently faced the challenge of simultaneously training 6,500 managers from around the world on Microsoft's new Customer Satisfaction initiative.
  • 15.  Solution  Powersim developed a complex Operational Training Simulation tool that incorporated Microsoft and industry data. The tool included a detailed computer model that captured how each Microsoft employee impacts customer satisfaction through his or her actions. Powersim deployed the tool on over 1,500 laptops at a Microsoft global conference, where teams of four users spent 45 minutes playing the simulation 2 to 3 times.
  • 16.  Benefits  When simulated over time, the training tool Powersim created effectively communicated the likely outcomes of the new initiative, if implemented correctly. The simulation also allowed the managers to explore the impact of their decisions on customer satisfaction, and the impact of customer satisfaction on business performance.