Training & Behavioral Objectives <ul><li>Describe  the basic training process. </li></ul><ul><li>Explain  the nature of at...
The Training Process Training  refers to the methods used to give  new or present employees the skills they need to perfor...
The Five Steps in the Training and Development Process 1.   Needs Analysis 2.   Instructional Design 3.   Validation 4.   ...
Legal Aspects of Training Precautions to take include: 1.   Confirm claims of skill and experience for all applicants. 2. ...
Training Techniques <ul><li>On-the-Job Training </li></ul><ul><li>Apprenticeship Training </li></ul><ul><li>Informal Learn...
Management Development Management development  is any attempt to improve managerial performance by impart- ing knowledge, ...
Managerial On-the-Job Training Techniques Job Rotation Coaching/Understudy Approach Action Learning The Case Study Method 7
Managerial Off-the Job Training and Development Techniques Management Games Outside Seminars University-Related Programs R...
The Behavior Modeling Procedure 1.   Modeling 2.   Role playing 3.   Social reinforcement 4.   Transfer of training 9
Training Effects to Measure Four basic categories of training outcomes can be measured: Reaction Learning Behavior Results...
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Training

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Training

  1. 1. Training & Behavioral Objectives <ul><li>Describe the basic training process. </li></ul><ul><li>Explain the nature of at least five training techniques. </li></ul><ul><li>Discuss what management development is and why </li></ul><ul><li>it’s important. </li></ul><ul><li>Describe the five on-and-off-the-job development </li></ul><ul><li>techniques. </li></ul><ul><li>Explain why training evaluation is important and how </li></ul><ul><li>it is best accomplished. </li></ul>When you finish studying these slides you should be able to: 1
  2. 2. The Training Process Training refers to the methods used to give new or present employees the skills they need to perform their jobs. 2
  3. 3. The Five Steps in the Training and Development Process 1. Needs Analysis 2. Instructional Design 3. Validation 4. Implementation 5. Evaluation and Follow-Up 3
  4. 4. Legal Aspects of Training Precautions to take include: 1. Confirm claims of skill and experience for all applicants. 2. Reduce the risks of harm by extensively training any employees who work with dangerous equipment, materials, or processes. 3. Ensure that the training includes procedures to protect third- parties’ health and safety (including that of other employees). 4. Evaluate the training activity to determine its effectiveness in reducing negligence risks. 4
  5. 5. Training Techniques <ul><li>On-the-Job Training </li></ul><ul><li>Apprenticeship Training </li></ul><ul><li>Informal Learning </li></ul><ul><li>Job Instruction Training </li></ul><ul><li>Lectures </li></ul><ul><li>Programmed Learning </li></ul><ul><li>Audiovisual Techniques </li></ul><ul><li>Vestibule or Simulated Training </li></ul><ul><li>Computer-Based Training </li></ul><ul><li>Training Via CD-ROM and the Internet </li></ul>5
  6. 6. Management Development Management development is any attempt to improve managerial performance by impart- ing knowledge, changing attitudes, or increasing skills. 6
  7. 7. Managerial On-the-Job Training Techniques Job Rotation Coaching/Understudy Approach Action Learning The Case Study Method 7
  8. 8. Managerial Off-the Job Training and Development Techniques Management Games Outside Seminars University-Related Programs Role Playing Behavior Modeling In-House Development Centers 8
  9. 9. The Behavior Modeling Procedure 1. Modeling 2. Role playing 3. Social reinforcement 4. Transfer of training 9
  10. 10. Training Effects to Measure Four basic categories of training outcomes can be measured: Reaction Learning Behavior Results 10
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