Employees Training

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  • 1. Human Resource Management
    12/27/2009
    1
    Employees Training AndDevelopment
  • 2. What Is Training?
    12/27/2009
    2
    Training is the systematic development of the
    attitude, knowledge, skill pattern required by a
    person to perform a given task or job
    adequately.
  • 3. What Is Development?
    12/27/2009
    3
    Development is 'the growth of the individual in
    terms of ability,
    understanding and awareness'.
  • 4. Reasons for Employee Training and Development
    12/27/2009
    4
    When a performance appraisal indicates performance improvement is needed
    To "benchmark" the status of improvement so far in a performance improvement effort
    As part of an overall professional development program
    As part of succession planning to help an employee be eligible for a planned change in role in the organization
    To "pilot", or test, the operation of a new performance management system
  • 5. Topics of Employee Training
    12/27/2009
    5
    Communications
    Computer skills
    Customer service
    Diversity
    Ethics
    Human relations
    Quality initiatives
    Safety
    Sexual harassment
  • 6. Benefits from Employee Training and Development
    12/27/2009
    6
    Increased job satisfaction and morale among employees
    Increased employee motivation
    Increased efficiencies in processes, resulting in financial gain
    Increased capacity to adopt new technologies and methods
    Increased innovation in strategies and products
    Reduced employee turnover
    Enhanced company image, e.g., conducting ethics training
    Risk management, e.g., training about sexual harassment, diversity training
  • 7. Training and Development Option
    12/27/2009
    7
    Job Content and Responsibilities.
    Formal Training and Development.
  • 8. Job Content and Responsibilities
    12/27/2009
    8
    Expand the job to include new, higher level responsibilities.
    Provide more authority for the employee to self-manage and make decisions.
    Invite the employee to contribute to more important, department or company-wide decisions and planning.
    Provide more opportunity to establish goals, priorities, and measurements.
    Enable the employee to spend more time with his or her boss.
    Provide the opportunity for the employee to cross-train in other roles and responsibilities.
  • 9. Formal Training and Development
    12/27/2009
    9
    Enable the employee to attend an external seminar.
    Enable the employee to attend an internally offered training session.
    Perform all of the activities listed before, during, and after a training session to ensure that the learning is transferred to the employee’s job.
    Ask the employee to train other employees with the information learned at a seminar or training session.
    Offer commonly-needed training and information on an Intranet, an internal company website.
    Pay for the employee to take online classes and identify low or no cost online training.
    Provide a flexible schedule so the employee can take time to attend university, college, or other formal educational sessions.
  • 10. Key Factors Of The Training And Development
    12/27/2009
    10
    Allow employees to pursue training and development in directions they choose, not just in company-assigned and needed directions.
    Have your company support learning, in general, and not just in support of knowledge needed for the employee’s current or next anticipated job. Recognize that the key factor is keeping the employee interested, attending, and engaged.
  • 11. Conclusion
    12/27/2009
    11
    The development of a life-long engaged learner
    is a positive factor for your organization no
    matter how long the employee chooses to stay
    in your employ. Use these training and
    development activities to ensure that you
    optimize the employee's motivation and
    potential retention.
  • 12. 12/27/2009
    12
    THANK YOU
    FOR
    LISTINING ME
    by: