5. AIM OF DEVELOPMENT
Aim is to develop the Knowledge, skills and attitude
Necessary for effective performance of the work
6. TRAINING
Focus- Current
Use of work
experiences – Low
Goal – Preparation for
current JOB
Participation-Required
DEVELOPMENT
• Focus- Future
• Use of work
experiences – High
• Goal – Preparation
for Changes
• Participation-
Voluntary
7. Discuss GAPS
• G- What are the employee’s Goals?
• A- What is the employee’s view of his/her
Abilities?
• P- What are your Perceptions of the
employee’s abilities?
• S- What is the Standard for success?
8. Developing our Employees
• People Quality ensure
• Company boarder sense align development
• Quality Workforce
• Perception Management
• People engage to achieve the task
• Strategies to build up employees
• Give people wise advice
• Give people full credit
• Give people a personal challenge
• Give people complete confidence
• Promote people
• Give people the right experience
9. Action Steps
• F ocus on critical issues first
• I mplement something every day
• R eflect on experiences
• S eek feedback and support
• T ransfer learning
10. Action Steps Conti…..
• 2nd line Development
• Employee Quality Update
• Create Learning Environment
• Be a Powerful role model
• Enhance the Environment
11. Development Process
Needs Assessment
1)Organizational Analysis
2)Task & KSA Analysis
3)Person Analysis
Instructional
Objectives
Development of
criteria
Training Validity
Transfer Validity
Intra Organizational
Validity
Inter Organizational
Validity
Selection & design of
instructional programs
Training
Use of Evaluation
Models
