1.
LEARNING OUTCOME:
 Assessment of training needs.
 Learn the steps in an employee training
process.
 Evaluate employee training programmes.
 Explain an effective training programme.
 Present an overview of e-learning.

2.
EMPLOYABILITY OF INDIAN
GRADUATES
Here are some of the interesting facts which came to my notice
 50 per cent of Indian graduates not fit to be hired: report
(ndtv.com)
 India Graduates Millions, but Too Few Are Fit to Hire
(The Wall Street Journal online.wsj.com)
 A million engineers in India struggling to get placed in an
extremely challenging market
(economictimes.indiatimes.com)
 Nearly 47 per cent graduates in India unemployable
(thehindu.com)
 Less than 11 per cent of hotel management graduates
'employable'
(economictimes.indiatimes.com)

3.
Fact is On an average more than 50 lakh
students graduate every year in India, a
three , four or five years of degree after
12thstandard from all the streams. More than
75%+ students are entering the job market
and ‘Nearly 47 % graduates in India
unemployable (thehindu.com)’

4.
HAVE YOU HEARD ABOUT UPS?
https://www.jobs-ups.com/training

5.
This is HCL

6.
http://www.hcltss.com/our-programs/class-12/

7.
WHAT IS TRAINING?
Training is the process by which an employee
acquires the necessary knowledge and skills
to perform the job.

8.
SIGNIFICANCE OF EMPLOYEE TRAINING
• Enlargement of skills and competency.
• Enhancement of customer satisfaction.
• Enhancing competitive advantage.
• Enrichment of team spirit.
• Ensuring personal growth.
• Enabling a learning culture.
• Establishing a positive organizational climate.
• Encouraging better health and safety
measures.
• Enduring organizational growth and
development.

9.
ASSESSING CURRENT EMPLOYEES’ TRAINING NEEDS
8–12
Performance Appraisals
Job-Related
Performance Data
Observations
Interviews
Assessment Center
Results
Individual Diaries
Attitude Surveys
Tests
Methods for
Identifying
Training
Needs

10.
Human Resource Management,
5E
13
INPUTS IN T & D
 Skills
 Education
 Development
 Ethics
 Attitudinal changes
 Decision making skills

11.
Steps in the training process

12.
METHODS OF TRAINING

13.
TRAINING METHODS (CONTINUED)
 On-the-Job Training (OJT)
 Having a person learn a job
by actually doing the job.
 Types of On-the-Job
Training
 Coaching or understudy
 Mentoring
 Job rotation
 Special assignments
 Advantages
 Inexpensive
 Learn by doing
 Immediate feedback
8–17

14.
TRAINING METHODS (CONTINUED)
 Effective Lectures
 Don’t start out on the wrong foot.
 Give listeners signals.
 Be alert to your audience.
 Maintain eye contact with audience.
 Make sure everyone in the room can hear.
 Control your hands.
 Talk from notes rather than from a script.
 Break a long talk into a series of five-minute talks.
 Practice and rehearse your presentation.
8–18

15.
PROGRAMMED LEARNING
 Advantages
 Reduced training time
 Self-paced learning
 Immediate feedback
 Reduced risk of error for
learner
8–19
Presenting
questions, facts,
or problems to
the learner
Allowing the
person to
respond
Providing
feedback on the
accuracy of
answers

16.
http://money.cnn.com/2017/08/15/technology/b
usiness/ups-virtual-reality/index.html

17.
COMPUTER-BASED TRAINING (CBT)
 Advantages
 Reduced learning time
 Cost-effectiveness
 Instructional consistency
 Types of CBT
 Interactive multimedia training
 Virtual reality training
8–21

18.
DISTANCE AND INTERNET-BASED TRAINING
8–22
Teletraining
Videoconferencing
Internet-Based Training
E-Learning and
Learning Portals
Distance Learning
Methods

19.
MANAGEMENT DEVELOPMENT
8–23
Assessing the
company’s
strategic
needs
Developing the
managers and
future
managers
Long-Term Focus
of Management
Development
Appraising
managers’
current
performance

20.
MANAGEMENT DEVELOPMENT (CONTINUED)
8–24
Job
Rotation
Action
Learning
Managerial
On-the-Job
Training
Coaching/
Understudy
Approach

21.
MANAGING ORGANIZATIONAL
CHANGE AND DEVELOPMENT
(CONTINUED)
8–25
1
Moving
Overcoming Resistance to Change:
Lewin’s Change Process
Unfreezing
Refreezing
2
3

22.
HOW TO LEAD THE CHANGE
 Unfreezing Phase
 Establish a sense of urgency (need for change).
 Mobilize commitment to solving problems.
 Moving Phase
 Create a guiding coalition.
 Develop and communicate a shared vision.
 Help employees to make the change.
 Consolidate gains and produce more change.
 Refreezing Phase
 Reinforce new ways of doing things.
 Monitor and assess progress.
8–26