INTRODUCTION TO EMPLOYEE TRAINING AND DEVELOPMENT

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INTRODUCTION TO EMPLOYEE TRAINING AND DEVELOPMENT REFERENCE WITH MOVIE CHAK DE INDIA!!!!

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INTRODUCTION TO EMPLOYEE TRAINING AND DEVELOPMENT

  1. 1. TRAINING PROCESS CONDUCTING NEEDS ASSESSMENT  ORGANISATIONA L ANALYSIS  PERSONAL ANALYSIS  TASK ANALYSIS MONITORING AND EVALUATING THE PROGRAM  CONDUCT EVALUATION  MAKE CHANGES TO IMPROVE THE PROGRAM ENSURING EMPLOYEE READINESS FOR TRAINING  ATTITUDES & MOTIVATION  BASIC SKILL SELECTING TRAINING METHODS  TRDITIONAL  E LEARNING DEVELOPING AN EVALUATION PLAN  IDENTIFY LEARNING OUTCOMES  CHOOSE EVALUATION DESIGN  PLAN COST BENEFIT ANALYSIS CREATING A LEARNING ENVIRONMENT  LEARNING OBJECTIVES  MEANINGFUL MATERIAL PRACTICE  FEEDBACK ENSURING TRANSFER OF TRAINING  SELF MANAGEME NT  PEER & MANAGER SUPPORT
  2. 2. STAGE 1-ASSESSMENT METHODS  SUPERVISORY TRAINING  SALES TRAINING  CLERICAL TRAINING  LEARNING & TEACHING
  3. 3. STAGE 2-DESIGNING THE TRAINING PROGRAMME IT SHOULD FOCUS ON  INSTRUCTIONAL OBJECTIVES  LEARNING PRINCIPLES
  4. 4. ON THE JOB TRAINING • ON LINE TRAINING • APPRENTICE TRAINING • COACHING • TRAINING ON THE JOB OFF THE JOB TRAINING • LECTURE • ROLE PLAY • CLASSROOM STUDY • CASE STUDY
  5. 5. BENEFITS OF TRAINING ORGANISATION  AIDS IN HANDLING CONFLICT  IMPROVES MORALE OF WORKFORCE  PROFITABILITY AND POSITIVE ATTITUDE  IMPROVES JOB KNOWLEDGE AND SKILLS AT ALL LEVELS. INDIVIDUAL  MAKE BETTER DECISIONS AND EFFECTIVE PROBLEM SOLVING  HELPS IN HANDLING STRESS, TENSION, FRUSTATION AND CONFLICT
  6. 6. Before Training
  7. 7. During Training
  8. 8. After Training

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