Training & development copy.ppt bisht

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Training & development copy.ppt bisht

  1. 1. TRAINING AND DEVELOPMENT
  2. 2. A SHORT STORY <ul><li>There lived two woodcutters, Rahim and Rahman </li></ul><ul><li>They earned barely enough to survive </li></ul><ul><li>Their earning was merely hand to mouth </li></ul>
  3. 3. A SHORT STORY <ul><li>One sunny day, the woodcutters having lunch </li></ul><ul><li>A beggar comes to them </li></ul><ul><li>Rahim wanted to offer the share of his lunch </li></ul><ul><li>Rahman stopped Rahim and offerred the job to beggar </li></ul>
  4. 4. A SHORT STORY <ul><li>Rahman offered his axe to beggar and tought how to cut the wood </li></ul><ul><li>beggar mutter angrily: &quot; It would have been so much simpler if these men had been generous by sharing their food” </li></ul><ul><li>In the mean time, a person stepped out and purchased the whole bundle of wood </li></ul>
  5. 5. A SHORT STORY <ul><li>Rahman told Rahim, &quot; Had you given the beggar some food, he would have eaten it quickly and would have been again hungry tonight. </li></ul><ul><li>By teaching him how to start his own trade in firewood, we have both taught him a skill, which will last him a lifetime. </li></ul><ul><li>Now he will never go hungry again </li></ul>
  6. 6. A SHORT STORY <ul><li>As a very famous saying goes, </li></ul><ul><li>&quot; Don't give them fish but teach them how to catch the fish. &quot; </li></ul>
  7. 7. TRAINING AND DEVELOPMET
  8. 8. TRAINING …………. <ul><li>in simple words….. </li></ul><ul><li>THE AIM OF TRAINING IS </li></ul><ul><li>FOR </li></ul><ul><li>DEVELOPMENT </li></ul>
  9. 9. TRAINING
  10. 10. Training is expensive. Without training it is more expensive Nehru
  11. 11. TRAINING <ul><li>A learning experience in that it seeks a relatively permanent change in an individual that will improve his/ her ability to perform on the job. It involves changing of </li></ul><ul><ul><ul><ul><ul><li>Skills </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Attitude </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Knowledge </li></ul></ul></ul></ul></ul>
  12. 12. DEVELOPMENT <ul><li>More future oriented and more concerned with education than is training </li></ul><ul><li>It focuses on the personal growth & on </li></ul><ul><li>Analytical </li></ul><ul><li>Conceptual </li></ul><ul><li>Human </li></ul>Skills
  13. 13. ‘ T’ AND ‘D’ <ul><li>Training is the formal and systematic modification of behavior </li></ul><ul><li>Development is any learning activity, which is directed towards future and needs </li></ul>
  14. 14. TRAINING, DEVELOPMENT, AND EDUCATION <ul><li>Training is the acquisition of technology permits employees to perform their present job to standards </li></ul><ul><li>Development is training people to acquire new horizons, technologies, or viewpoints. </li></ul>
  15. 15. TRAINING, DEVELOPMENT, AND EDUCATION <ul><li>Education is training people to do a different job. </li></ul><ul><li>It is often given to people who have been identified as being promotable with potential. </li></ul>
  16. 16. PURPOSE OF TRAINING <ul><li>To increase productivity and quality </li></ul><ul><li>To promote versatility and adaptability to new methods </li></ul><ul><li>To reduce the number of accidents </li></ul>
  17. 17. PURPOSE OF TRAINING <ul><li>To reduce labour turnover </li></ul><ul><li>To increase job satisfaction </li></ul><ul><li>To increase efficiency </li></ul>
  18. 18. WHEN DOES THE NEED FOR TRAINING ARISE? <ul><li>installation of new equipment/ techniques </li></ul><ul><li>A change in working methods </li></ul><ul><li>A realization that performance is inadequate </li></ul>
  19. 19. WHEN DOES THE NEED FOR TRAINING ARISE? <ul><li>A desire to reduce the scrap and improve quality </li></ul><ul><li>An increase in the number of accidents Promotion or transfer of individual employees. </li></ul>
  20. 20. ADVANTAGES OF TRAINING <ul><li>1. Leads to improved profitability and/or more positive attitudes toward profits orientation </li></ul><ul><li>2. Improves the job knowledge and skills at all levels of the organization </li></ul><ul><li>3. Improves the morale of the workforce </li></ul><ul><li>4. Helps people identify with organizational goals </li></ul><ul><li>5. Helps create a better corporate image </li></ul>
  21. 21. ADVANTAGES OF TRAINING <ul><li>6. Fasters authentically, openness and trust </li></ul><ul><li>7. Improves the relationship between boss and subordinate </li></ul><ul><li>8. Aids in organizational development </li></ul><ul><li>9. Learns from the trainee </li></ul><ul><li>10. Helps prepare guidelines for work </li></ul>
  22. 22. DISADVANTAGES OF TRAINING - DEBATABLE <ul><li>1. Can be a financial drain on resources; expensive development and testing, expensive to operate </li></ul><ul><li>2. Often takes people away from their job for varying periods of time </li></ul><ul><li>3. Equips staff to leave for a better job </li></ul><ul><li>4. Bad habits passed on </li></ul><ul><li>5. Narrow experience </li></ul>
  23. 23. AREAS OF TRAINING <ul><li>The Areas of Training in which training is offered may be classified into the following categories: </li></ul><ul><li>Knowledge Here the trainee learns about a set of rules and regulations about the job, the staff and the products or services offered by the company. </li></ul><ul><li>The aim is to make the new employee fully aware of what goes inside and outside the company. </li></ul><ul><li>Technical Skills The employee is taught a specific skill (e.g., operating a machine and handling computer) so that he can acquire that skill and contribute meaningfully. </li></ul>
  24. 24. AREAS OF TRAINING <ul><li>Social Skills The employee is made to learn about himself and other, develop a right mental attitude, towards the job, colleagues and the company. </li></ul><ul><li>The principal focus is on teaching the employee how to be a team member and get ahead. </li></ul><ul><li>Techniques This involves the application of knowledge and skill to various on-the-job situations. </li></ul><ul><li>In addition to improving the skills and knowledge of employees, training aims at clouding employee attitudes: </li></ul><ul><li>When administered properly, a training programme. It will go a long way in obtaining employee loyalty, support and commitment to company activities. </li></ul>
  25. 25. ISSUES IN EMPLOYEE TRAINING <ul><li>Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs </li></ul><ul><li>Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks </li></ul><ul><li>Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers </li></ul><ul><li>Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity </li></ul>
  26. 26. ISSUES IN EMPLOYEE TRAINING <ul><li>Ethics </li></ul><ul><li>Human relations </li></ul><ul><li>Quality initiatives </li></ul><ul><li>Safety </li></ul>
  27. 27. TRAINING PROCESS <ul><li>Steps in the Training Process </li></ul><ul><li>1. Organizational objectives </li></ul><ul><li>2. Assessment of Training needs </li></ul><ul><li>3. Establishment of Training goals </li></ul><ul><li>4. Devising training programme </li></ul><ul><li>5. Implementation of training programme 6. Evaluation of results </li></ul>
  28. 28. ORGANIZATIONAL OBJECTIVES & STRATEGIES <ul><li>The first step in the training process in an organization is the assessment of its objectives and strategies. </li></ul><ul><li>Needs Assessment </li></ul>
  29. 29. T & D <ul><li>Increases job skills- specific skills </li></ul><ul><li>Short term perspective </li></ul><ul><li>Job centered </li></ul><ul><li>The role of a trainer is very important </li></ul><ul><li>It shapes attitude – overall growth </li></ul><ul><li>Long term perspective </li></ul><ul><li>Career Centered </li></ul><ul><li>Internally motivated for self development </li></ul>
  30. 30. TYPES OF TRAINING <ul><li>On the job: Apprentice </li></ul><ul><li>Job rotation </li></ul><ul><li>Committee assign </li></ul><ul><li>Off the job: Vestibule </li></ul><ul><li>Role playing </li></ul><ul><li>Lecture </li></ul><ul><li>Case discussion </li></ul><ul><li>Programmed inst </li></ul>
  31. 31. DEVELOPMENT PROGRAMS <ul><li>Decision making: In basket </li></ul><ul><li>Business games </li></ul><ul><li>Case studies </li></ul><ul><li>Interpersonal: TA </li></ul><ul><li>Role play </li></ul><ul><li>Sensitivity </li></ul><ul><li>Behaviour </li></ul><ul><li>Organisational: Position rotation </li></ul><ul><li> Multiple mgmt </li></ul>
  32. 32. WHY T & D <ul><li>No one is a perfect fit at the time of hiring and some training & development must take place. </li></ul><ul><li>Planned development programs will return values to the organization in terms of : </li></ul><ul><li>increased productivity </li></ul><ul><li>reduced costs </li></ul><ul><li>Morale </li></ul><ul><li>Flexibility to adapt to changing requirements </li></ul>
  33. 33. <ul><li>Moulds employees’ attitude </li></ul><ul><li>Helps them achieve better co-operation </li></ul><ul><li>Creates greater loyalty to the orgn </li></ul><ul><li>Reduces wastage and spoilage </li></ul><ul><li>Reduces constant supervision </li></ul><ul><li>Improves quality </li></ul>
  34. 34. Training Paradox <ul><li>Train people to the point where you may lose them, and then you won’t lose them. </li></ul>
  35. 35. Responsible for Training <ul><li>Top Mgmt – Frames the Trg policy </li></ul><ul><li>HT Dept – plans, establishes and evaluates </li></ul><ul><li>Supervisors – implement and apply development procedure </li></ul><ul><li>Employees – provide feedback, revision and suggestions </li></ul>

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