Unit 1


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Unit 1

  1. 1. Training Choices and Dynamics UNIT-I
  3. 3. Definitions            Training refers to a planned effort by a company to facilitate employees learning of job-related competencies. It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.
  4. 4.     Organized activity aimed at imparting  information and/or instructions to  improve the recipients performance or  to help him or her attain a required  level of knowledge or skill.
  5. 5. Objectives of Training• Object to make trainees more efficient.• Structured according to task.• Focused, specialized and result oriented.• Identify the gaps in expertise and to fill gaps to raise level of expertise.• Indispensable on threshold.• Object to improve skills, common knowledge and attitude.• Need for quality control in any Training Programme.
  6. 6. Evolution of Training’s Role Training Event Performance Result Learning Create & Emphasis Share Knowledge Business Need
  7. 7. Organizational Characteristics that Influence Training 1. Role of Employees and Managers Manage individual performance Develop employees Plan and allocate resources Coordinate interdependent groups Manage group performance Monitor the business performance Represent one’s work unit
  8. 8. 2. Top Management Support @A clear direction for learning @Encouragement, resources, and commitment for strategic learning @Developing new learning programs for the company @Serving as a role model for learning for the entire company and demonstrating willingness to constantly learn
  9. 9. 3. Integration of Business Units4. Global Presence5. Business Conditions6. Other Human Resource Management Practices7. Human Resource Planning8. Extent of Unionization9. Staff Involvement in Training and Development
  10. 10. Designing the program UNIT- II
  11. 11. How to Design a Training Program• Step One: Determine what training is needed. •organizational analysis, •a task analysis, •and a person analysis
  12. 12. Step Two: Determine what training approach to use. Seminars Programmed instruction Case studies Simulation Role-playing Apprentice
  13. 13. Step Three: Putting together your own training program.  Training objectives  the skill  how training is to be conducted, and what proficiency the employee needs to attain by the end of the training process.  Training materials  the skill title  when it is to be performed,  who is to perform it  what supplies are needed and where they can be found  step-by-step instructions  what to do with the end product
  14. 14.  Evaluation materials  evaluation procedures  evaluation form for employees  evaluation form for the employer  response (rebuttal) form Out-of-house materials  purchase order for educational services  expense forms  approval forms  evaluation forms
  15. 15. • Step Four: Training employees.• Step Five: Evaluating your program.
  16. 16. Action Through TrainingUnderstand why managing your time is critical to achieving goals.Enthusiastically support those who demand “time control.” Become more productive and less reactive.
  17. 17. Training Strategy• Training and development in an organization requires implementation to achieve success. Therefore, the strategy will require vision, focus, direction and an action planning document.• A training strategy is a mechanism that establishes what competencies an organization requires in the future and a means to achieve it.
  18. 18. What are a Training Strategys Components? Employee Training and Train-the- Trainer needs, Team Building and Team Development, Leadership Development, Executive Coaching, Competency Requirements and Skills Profiling, Objectives and Action Plans, Vision .
  19. 19. Training Processo Conducting a thorough need assessment of the organization so as to capture the details of the training requirement.o Compiling the corresponding research information to ensure that the training program hits the bulls eye.o Customizing the training program as per the client’s needs so as to deliver maximum benefit to them
  20. 20. Getting the course contents & methodology signed off by the clientsAssessing the participants through scientific interviewing tools and preparing an in depth pre-training assessment report ( as and when required by the training program / client) Training Delivery
  21. 21. Measure Participants learning and feedback during training Conduct Training evaluation 2-3 months after training date ( Through interviews, projects or assignments) to measure progress and submit a detailed report to the client ( if required by client)