Training & development   copy.ppt bisht
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Training & development   copy.ppt bisht Training & development copy.ppt bisht Presentation Transcript

  • TRAINING AND DEVELOPMENT
  • A SHORT STORY
    • There lived two woodcutters, Rahim and Rahman
    • They earned barely enough to survive
    • Their earning was merely hand to mouth
  • A SHORT STORY
    • One sunny day, the woodcutters having lunch
    • A beggar comes to them
    • Rahim wanted to offer the share of his lunch
    • Rahman stopped Rahim and offerred the job to beggar
  • A SHORT STORY
    • Rahman offered his axe to beggar and tought how to cut the wood
    • beggar mutter angrily: " It would have been so much simpler if these men had been generous by sharing their food”
    • In the mean time, a person stepped out and purchased the whole bundle of wood
  • A SHORT STORY
    • Rahman told Rahim, " Had you given the beggar some food, he would have eaten it quickly and would have been again hungry tonight.
    • By teaching him how to start his own trade in firewood, we have both taught him a skill, which will last him a lifetime.
    • Now he will never go hungry again
  • A SHORT STORY
    • As a very famous saying goes,
    • " Don't give them fish but teach them how to catch the fish. "
  • TRAINING AND DEVELOPMET
  • TRAINING ………….
    • in simple words…..
    • THE AIM OF TRAINING IS
    • FOR
    • DEVELOPMENT
  • TRAINING
  • Training is expensive. Without training it is more expensive Nehru
  • TRAINING
    • A learning experience in that it seeks a relatively permanent change in an individual that will improve his/ her ability to perform on the job. It involves changing of
            • Skills
            • Attitude
            • Knowledge
  • DEVELOPMENT
    • More future oriented and more concerned with education than is training
    • It focuses on the personal growth & on
    • Analytical
    • Conceptual
    • Human
    Skills
  • ‘ T’ AND ‘D’
    • Training is the formal and systematic modification of behavior
    • Development is any learning activity, which is directed towards future and needs
  • TRAINING, DEVELOPMENT, AND EDUCATION
    • Training is the acquisition of technology permits employees to perform their present job to standards
    • Development is training people to acquire new horizons, technologies, or viewpoints.
  • TRAINING, DEVELOPMENT, AND EDUCATION
    • Education is training people to do a different job.
    • It is often given to people who have been identified as being promotable with potential.
  • PURPOSE OF TRAINING
    • To increase productivity and quality
    • To promote versatility and adaptability to new methods
    • To reduce the number of accidents
  • PURPOSE OF TRAINING
    • To reduce labour turnover
    • To increase job satisfaction
    • To increase efficiency
  • WHEN DOES THE NEED FOR TRAINING ARISE?
    • installation of new equipment/ techniques
    • A change in working methods
    • A realization that performance is inadequate
  • WHEN DOES THE NEED FOR TRAINING ARISE?
    • A desire to reduce the scrap and improve quality
    • An increase in the number of accidents Promotion or transfer of individual employees.
  • ADVANTAGES OF TRAINING
    • 1. Leads to improved profitability and/or more positive attitudes toward profits orientation
    • 2. Improves the job knowledge and skills at all levels of the organization
    • 3. Improves the morale of the workforce
    • 4. Helps people identify with organizational goals
    • 5. Helps create a better corporate image
  • ADVANTAGES OF TRAINING
    • 6. Fasters authentically, openness and trust
    • 7. Improves the relationship between boss and subordinate
    • 8. Aids in organizational development
    • 9. Learns from the trainee
    • 10. Helps prepare guidelines for work
  • DISADVANTAGES OF TRAINING - DEBATABLE
    • 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
  • AREAS OF TRAINING
    • The Areas of Training in which training is offered may be classified into the following categories:
    • Knowledge Here the trainee learns about a set of rules and regulations about the job, the staff and the products or services offered by the company.
    • The aim is to make the new employee fully aware of what goes inside and outside the company.
    • Technical Skills The employee is taught a specific skill (e.g., operating a machine and handling computer) so that he can acquire that skill and contribute meaningfully.
  • AREAS OF TRAINING
    • Social Skills The employee is made to learn about himself and other, develop a right mental attitude, towards the job, colleagues and the company.
    • The principal focus is on teaching the employee how to be a team member and get ahead.
    • Techniques This involves the application of knowledge and skill to various on-the-job situations.
    • In addition to improving the skills and knowledge of employees, training aims at clouding employee attitudes:
    • When administered properly, a training programme. It will go a long way in obtaining employee loyalty, support and commitment to company activities.
  • ISSUES IN EMPLOYEE TRAINING
    • Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs
    • Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks
    • Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers
    • Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity
  • ISSUES IN EMPLOYEE TRAINING
    • Ethics
    • Human relations
    • Quality initiatives
    • Safety
  • TRAINING PROCESS
    • Steps in the Training Process
    • 1. Organizational objectives
    • 2. Assessment of Training needs
    • 3. Establishment of Training goals
    • 4. Devising training programme
    • 5. Implementation of training programme 6. Evaluation of results
  • ORGANIZATIONAL OBJECTIVES & STRATEGIES
    • The first step in the training process in an organization is the assessment of its objectives and strategies.
    • Needs Assessment
  • T & D
    • Increases job skills- specific skills
    • Short term perspective
    • Job centered
    • The role of a trainer is very important
    • It shapes attitude – overall growth
    • Long term perspective
    • Career Centered
    • Internally motivated for self development
  • TYPES OF TRAINING
    • On the job: Apprentice
    • Job rotation
    • Committee assign
    • Off the job: Vestibule
    • Role playing
    • Lecture
    • Case discussion
    • Programmed inst
  • DEVELOPMENT PROGRAMS
    • Decision making: In basket
    • Business games
    • Case studies
    • Interpersonal: TA
    • Role play
    • Sensitivity
    • Behaviour
    • Organisational: Position rotation
    • Multiple mgmt
  • WHY T & D
    • No one is a perfect fit at the time of hiring and some training & development must take place.
    • Planned development programs will return values to the organization in terms of :
    • increased productivity
    • reduced costs
    • Morale
    • Flexibility to adapt to changing requirements
    • Moulds employees’ attitude
    • Helps them achieve better co-operation
    • Creates greater loyalty to the orgn
    • Reduces wastage and spoilage
    • Reduces constant supervision
    • Improves quality
  • Training Paradox
    • Train people to the point where you may lose them, and then you won’t lose them.
  • Responsible for Training
    • Top Mgmt – Frames the Trg policy
    • HT Dept – plans, establishes and evaluates
    • Supervisors – implement and apply development procedure
    • Employees – provide feedback, revision and suggestions
  •