Presentation On<br />Employee training <br />&<br />Executive Development <br />
Created By:-<br /> Amit P. Bhoma <br /> M.B.A 1yr <br /> Mob no, 09923337662<br />
Definition Training <br /> “Training is the act of increasing the knowledge and skills an employee for a doing particular job”<br /> “ Training is job oriented, it bridges the gap between what the employee has what the job demands ” <br />
Need for training <br />The ever widening gap between planning, implementation and completion of projects.<br /> Increasing qualitative demands for managers and workmen.<br /> Need for both individuals and organisation to grow at rapid pace.<br /> To meet challenges posed by the global competition.<br /> To enable employees to move from one job to another .<br />
Importance of Training<br /> There are three kinds of training: Job Instruction, Retraining, and Orientation.<br />The big sister, big brother, orbuddy system is when a old hand shows a newcomer the ropes.<br />When good training is absent there is likely to be an atmosphere of tension, crisis, and conflict because nobody knows what to do.<br />
The Benefits of Training<br /><ul><li>Gives the supervisor more time to manage, standardized performance, less absenteeism, less turnover, reduced tension, consistency, lower costs, more customers, better service.
Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries and accidents, gives them a chance to advance.
Gives the business a good image and more profit.</li></ul>7<br />
Organisational analysis<br /><ul><li> It involves a comprehensive analysis of organisation in terms of its objectives, resources, resource allocation and utilization, culture, environment, and so on… </li></li></ul><li>Task analysis<br /><ul><li> Task analysis also called job or </li></ul>operational analysis. This involves a <br /> detailed analysis of various components<br /> of a job, its various operations, and the <br />conditions under which it has to be <br /> performed<br />
Man analysis<br /><ul><li> This component is focus on man analysis as on the individual employee, his skill, abilities, knowledge and attitude.
Through these , it is possible to get an indication of the training requirement of an employee.</li></li></ul><li>Evaluation of Training<br /><ul><li> Its defined as any attempt made to obtain information, or say, feedback on the effects of training programmed and to adjudge the value or worth or the training in the light of that information</li></li></ul><li>EXECUTIVE DEVELOPMENT<br /><ul><li>“EXECUTIVE DEVELOPMENT MEANS NOT ONLY IMPROVEMENT IN JOB PERFORMANCE, BUT ALSO IMPROVEMENT IN KNOWLEDGE.”
IT HELPS TO UNDERSTAND CAUSE & EFECTIVE RELATIONSHIP, SYNTHESIZES FROM EXPERIENCE, VISUALIZES RELATIONSHIP OR THINKS LOGICALLY.</li></li></ul><li>OBJECTIVES <br />Improve the performance of managers at all level.<br />Identify the persons in organization.<br />Improve the thought processes & analytical abilities.<br />Provide opportunities to executives to fulfill their career aspiration.<br />Provide opportunities to executives to fulfill their career aspiration.<br />
Process<br />Identifying development needs<br />Appraisal of present managerial talent<br />Inventory of executive manpower<br />DDP<br />Conducting development programmes<br />Evaluating development programme<br />
EVALUATION<br /><ul><li> “ Attempt to obtain information (Feedback) on the effect of a training programme and to assess the value of the training in the light of that information”</li></li></ul><li>Evaluation Steps<br />