t&d there methods ,evolution ,competances

1. By- Aditya Tripathi

2. CONCEPT OF TRAINING AND DEVELOPMENT
TRAINING DEVELOPMENT

3. ROLE OF TRAINING AND DEVELOPMENT
Increased Efficiency
Increase in Morale of Employees
Reduced Supervision
Increased Organizational Viability
and Flexibility.

4. IDENTIFYING TRAINING NEEDS
 Basic aim of Training
 Suitable change in the individual concerned.
 Should be related both in terms of organization's demand and that of individual’s.
 Various Methods for identifying Training Needs
 OrganizationalAnalysis.
 TaskAnalysis.
 ManAnalysis.
 Job role analysis.
 Performance analysis.

5. TRAINING NEED ASSESSMENT FLOW CHART
Perform a gap analysis
Identify priorities and importance
Identify causes of performance problems
Identify possible solutions
Training method

6. Training need at different level
Employees
Technical skill
Organizational knowledge
Interpersonal skill
Supervisor's
Technical skill
Organizational knowledge
Interpersonal skill
Top and middle level managers
Technical skill
Organizational knowledge
Interpersonal skill

7. TECHNIQUES
 Direct observation
 Questionnaires
 Consultation with persons in key positions, and/or with specific knowledge
 Review of relevant literature
 Interviews
 Focus groups
 Assessments/surveys
 Records & report studies
 Work samples
 Efficiency indices
 Performance appraisals

8. TRAINING AND DEVELOPMENT PROCESS
• DETERMINE T&D NEEDS
• SELECT T&D METHOD
• IMPLEMENT T&D PROGRAM
• EVALUATE T&D PROGRAM
• ESTABLISH SPECIFIC OBJECTIVES

9. DETERMINING T&D NEEDS

10. Establishing T&D OBJECTIVES
CLEAR
OBJECTIVES
MUST BE
FORMULATED
DESIRED
END
RESULT

11. T&D METHODS
Mentoring Coaching
Job rotation Internships
On the job
training

12. Off the job
training
Classroom
programs
Simulation
Role
playing
Distance
learning

13. COMPETANCY BASED TRAINING
 Competency based training (CBT) is a style of education that focuses on what you can
achieve in the workplace after completing a course, or because of your workplace training and
experience.
OR
 Competency is described as "a cluster of knowledge, skills, abilities, behaviors, and attitudes
related to job success and failure.
 Characteristics:-
a. Exhibiting job-relatedness
b. Observable and measurable against well-accepted job standards or criteria,
c. Being improved via training and development,
d. Providing insights on determining how capable or fitness a person is to a job and an
organization.

14. Key characteristics

15. IMPACT OF THREE LEVEL OF COMPETENCIES ON BUSINESS

16. COMPETENECY BASED-HRM MODEL

17. ADVANTAGE’s
 Directly link individual competency to the organizational goals.
 Develop competencies profiles for specific positions or roles.
 Facilitate employee selection ,evolution, training and development.
 Assist employers in hiring individuals with unique or rare competencies.

18. DISADVANTAGE’s
 Be quite expensive and time consuming to administer.
 Develop less meaningful competencies in organizations without clear visions of their
goals.
 Reduce core organizational competencies.
 Difficult to differentiate between successful and unsuccessful performance when the
competencies are too generic.

19. MODELS OF EVOLUTION
1.Warr’s Framework of
Evolution
2.Kirkpatrick's Four Level
of Evolution

20. WARr’S FRAMEWORK EVOLUTION
Input
evolution
Process
evolution
Outcome
evolution
Context
evolution

21. KIRKPATRICK'S FOUR LEVEL OF EVOLUTION
RESULTS
TRANSFER
LEARNING
REACTIONS

22. FACTORS INFLUENCING T&D

23. conclusion
 Training more specific to needs
 Lower cost
 Less time
 Consistent, relevant material

24. Thank You