Trained & Professional trainer Willing trainee Training procedure Including feedback and evaluation Training materials Posters, pictures Charts,slides Graphs, equipments Venue & The duration of The training Different methods Of training And courses Top mgt.’s Support and commitment Training policy Components Of training
It should hold humanistic values. it means it should not be imposed, not criticized, no negative reinforcement be give
it should be participative. participation of employees should be encouraged in designing complete training programme because it is a team work and mutual work can only make it a success.
It should be evaluated in terms of practicality, acquiring of skills, usefulness in job, in terms of cost,time,in terms of effectiveness and changed behavior.
Training &Development efforts in HR should be oriented towards the following…….
Organization’s should create assessment centers for training and development. These centers must be able to assess the need for training and development programmes in jobs and impart the required training to the various categories of the employees.
Organizations should set up suitable training and development units for skills and knowledge development with competent persons.
Business schools should modify their curriculum to include programmes related to the following-communication management, time mgt., conflict management, self management-finance,health,work and family, office management-record keeping, report writing.
From time to time, review meetings should be to measure the gain through training and development schemes.
Organizations should be open to suggestions and active participation of employees should be encouraged for decision making.
Training helps an employee to move from one organization to another easily. he can be more mobile and pursue career goals easily.
Training makes employees more loyal to an organization. they will be less inclined to leave the unit where there are growth opportunities. training enables employees to secure promotions easily. they can realize their career goals comfortably.
Human relations training-interpersonal skills, leadership styles, disciplinary procedure etc.
Problem solving training –from simple operational problems to major decision making problems.
Supervisory training-to enable the person to perform managerial and supervisory functions such as planning,organising,directing and controlling as employees move ahead in their career paths to assume positions of increased responsibility.
Training loses its meaning if the learning is not applicable at work…..
HOW TO MINIMIZE THIS PROBLEM…..?
PROVIDING MAXIMUM EXPERIENCE WITH THE TASK BEING TAUGHT
ENSURING THAT GENERAL PRINCIPLES ARE UNDERSTOOD
CUSTOMIZING TRAINING SESSIONS TO MATCH THE REQUIREMENTS OF THE PARTICIPANTS
MODIFYING TRAINING PROGRAMS TO INCORPORATE THE LATEST ADVANCEMENTS IN THE AREA.
ETHICAL CONSIDERATION FOR TRAINING AND DEVELOPMENT PROGRAMS-
Voluntary consent of participants-they should not be forced to join these activities.
Discrimination-age, gender,race or related factors should not be used as barriers to determine who receives training.
Training efforts must invariably follow certain learning –oriented guidelines-
Modeling-the selected model should provide the right kind of behavior to be copied by others. if we want to change people, it would be a good idea to have videotapes of people showing the desired behavior.
2.Motivation-when the employee is motivated, he pays attention to what is being said, done and presented.
8.enviornment-it is natural that workers who are exposed to training in comfortable environments with adequate ,well spaced rest periods are more likely to learn than employees whose training conditions are less than ideal.
Retraining is the process of learning a new skill or trade, often in response to a change in the economic environment. Generally it reflects changes in profession choice rather than an "upward" movement in the same
It consists of five phases which should be repeated on a regular basis to make further improvements. the training should achieve the purpose of helping the employees to perform their work to required standards. The steps are-
This model was made to answer the training problems. In it training objectives are designed on the basis of job responsibilities and job description. And on the basis of designed objective ,performance is measured. The ISD model is a continuous process that lasts throughout the training program. This model comprises of five stages-
FEEDBACK PLANNING DEVELOPMEN T EXECUTIO N ANALYSIS
VISION- It focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tell that where the organization sees itself few years down the line.
MISSION- explain the reason of organizational existance.the reason of developing a mission statement is to motivate, inspire and inform the employees regarding the organization.
VALUES- vision is the translation of vision and mission into communicable ideals. it reflects the deeply hold values of the organization. foe example-social responsibility, excellent customer service