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Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
Training Implementation Strategies
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Training Implementation Strategies

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What are the factors to take into consideration while implementing Trainings. Pre - During - Post training

What are the factors to take into consideration while implementing Trainings. Pre - During - Post training

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  • 1. Training Implementation Strategies<br />
  • 2. Group Members<br />Navil Sharma<br />Uma Pandey<br />
  • 3. Training Implementation<br />Transfer of training/ Training Implementation<br />One of the Hardest part of the system .<br />One wrong step can dissolve the whole purpose of training <br />
  • 4. Examples: Two Scenario<br />No Smoking Policy<br />Training for new inventory system<br />
  • 5. Factors to be Considered<br />Transfer of Training Practices - Three Factors<br />Training participant attributes (intelligence, attitudes): - Introducing new employees<br />Training program design and delivery:- Training program objectives are clearly focused on your organization's priorities and goals<br />Workplace environment :- Training effectiveness rating form and Training management template pack<br />
  • 6. Transfer of Training Strategy<br />
  • 7. Before Training<br />Pre – Course Briefing with each participant <br />To start a Discussion about how the principles, techniques and skills learned will be applied practically<br />Ensure that participants have completed any pre-requisite reading or exercises. <br />“Pre - course briefing sends a powerful message that the organization cares about the employee’s development and is serious about seeing the benefits of training.”<br />
  • 8. During Training <br />For training to be effective, fundamentals of training design will need to have been followed.<br />selecting the right trainees, <br />matching performance objectives to organizational outcomes,<br /> delivering at the right time and <br />choosing the appropriate methods and delivery modes<br />Goal Orientation – “What’s In It For Me”<br /> Real Work Relevance – “relates directly to people’s day-to- day work”<br />Practice – “Building in opportunities for practice during the training “<br />Interpersonal Interaction – “Social Activity”<br />
  • 9. After Training<br />Post-course Debriefing<br />“Tata Teleservices Limited” <br />
  • 10. Holton’s Factors Affecting Transfer of Training<br />
  • 11. The PRACTICE Approach to Training Transfer<br />
  • 12.
  • 13. Examples:<br />
  • 14. Examples:<br />
  • 15. Examples:<br />
  • 16. ThankYou<br />

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