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Ses

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Ses

  1. 1. Training &development P r e p a r e d b yB a y r a m e s a t a c a r s e r c a n g u n e sm e h m e t c a n v a n l i
  2. 2. Training*Luis R. Gomez Mejia, David B. Balkin, Robert L. Cardy, 2007
  3. 3. Training“The process of providing employees with specific skills or helping them correct deficiencies in their performance” *Luis R. Gomez Mejia, David B. Balkin, Robert L. Cardy, 2007
  4. 4. Training“The process of providing employees with specific skills or helping them correct deficiencies in their performance” Development *Luis R. Gomez Mejia, David B. Balkin, Robert L. Cardy, 2007
  5. 5. Training“The process of providing employees with specific skills or helping them correct deficiencies in their performance” Development “An effort to provide employees with the abilities the organization will need in the future” *Luis R. Gomez Mejia, David B. Balkin, Robert L. Cardy, 2007
  6. 6. Differences betweentraining&Development
  7. 7. Differences betweentraining&Development Training Development Current and Future Focus Current Job Jobs Mostly New and Low- Scope Mostly Managers Level Employees Time Short-Term Long-Term Theoretical and Content Technical and Practical Educational
  8. 8. Differences betweentraining&Development Training Development Current and Future Focus Current Job Jobs Mostly New and Low- Scope Mostly Managers Level Employees Time Short-Term Long-Term Theoretical and Content Technical and Practical Educational
  9. 9. Differences betweentraining&Development Training Development Current and Future Focus Current Job Jobs Mostly New and Low- Scope Mostly Managers Level Employees Time Short-Term Long-Term Theoretical and Content Technical and Practical Educational
  10. 10. Differences betweentraining&Development Training Development Current and Future Focus Current Job Jobs Mostly New and Low- Scope Mostly Managers Level Employees Time Short-Term Long-Term Theoretical and Content Technical and Practical Educational
  11. 11. Differences betweentraining&Development Training Development Current and Future Focus Current Job Jobs Mostly New and Low- Scope Mostly Managers Level Employees Time Short-Term Long-Term Theoretical and Content Technical and Practical Educational
  12. 12. Relationship between HumanResources and Training&DevelopmentTwo of main functions of Human Resources are to: Develop Manpower Maintain ManpowerLack of organizational support(training etc.) leadslow organizational commitmentLack of growth opportunities leads low jobsatisfaction
  13. 13. training is needed when...New TechnologyNew TaskLow Performance Appraisal ResultsInefficiency
  14. 14. The training process
  15. 15. The training process Need Assessment Phase Implementation of Training Phase Evaluation of Training Phase
  16. 16. Need Assessment phaseConsisted of three parts: Organizational, Taskand Person AnalysisOrganizational Analysis: Identifying overallneedsTask Analysis: Identifying required skills andknowledge to perform a specific taskPerson Analysis: Identifying which employeeneeds training to learn required skill
  17. 17. Organizational AnalysisOrganizational Support: Impossible withoutitOrganizational Analysis: Short-term, Long-term goals, trends in competitive environmentmay affect the training policy.
  18. 18. Task AnalysisRequirements Analysis: How to collectinformation, how much data should becollectedSkills, Knowledge and Attitudes(KSAs)Analysis: Which KSAs are most critical to jobperformance, What should be learned for thisjob
  19. 19. Person AnalysisPerson Analysis: How well the employeeperform required KSAs,Performance appraisals are crucial at thispoint.Supervisor’s evaluations are also important.
  20. 20. How To Assess Needs Assessment methods are; Performance appraisals Questionnaires Interviews Assessment centers Manager suggestions
  21. 21. In Turkey...According to Seray Sozer’s research on 200Turkish Firms, the percentage of the need analysis methods used in the firms are; Performance Appraisals 60% Questionnaires 53% Interviews 40% Assessment Centers 9.5% Manager Suggestions 4%
  22. 22. Implementation phaseChoosing a training program that is effective andhave high return on investmentChoosing trainees with high readiness andmotivation: High Self Efficacy High Internal Locus of Control Commitment to Career Train them on what they want
  23. 23. Types of Training ProgramsOn the job trainingSimulationsCase studiesLecturesSelf-learning programsBehavioral Learning
  24. 24. In Turkey...According to Sozer’s thesis, the percentage oftypes of training programs used are: On The Job Training 72.5% Lecture 71.5% Role Playing 24% Simulator 15% Games 21%
  25. 25. Evaluation phaseEvaluating the effectiveness and cost-benefitratio of the trainingEx: Sales Figures after training- Sales Figuresbefore training= Outcome of trainingReturn on investment: Outcome of training /Amount of budget you invested in training
  26. 26. In Turkey... Methods of Training evaluation Percentage Trainee Evaluation 69%Test Applied Before and After Training 41.5% Trainer Evaluation 41.5% Consultancy Firm Evaluations 37% Behavioral Change 35% Utility Analysis 27.5% No Evaluation

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