Training and development

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Humanresource Management Training and development

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Training and development

  1. 1. Training & Development HRM Chapter 6
  2. 2. The various HR Functions • Recruitment • Selection • Training & Development • Performance Appraisal • Compensation Management
  3. 3. Training & Development • What is Training? • What is Development? • How do companies go about T & D?
  4. 4. Systems Approach to Training • Phase 1: Needs Assessment • Phase 2: Program Design • Phase 3: Implementation • Phase 4: Evaluation
  5. 5. Phase 1: Need Assessment
  6. 6. Organizational Analysis – Objectives, Resources, Environment Training Needs TRIGGER AOP < EOP = Organization Performance Operational Analysis – Expected Performance (EP) Identify Performance Gap (PG) PG = EP - AP Gap (OPG) Person Analysis – Actual Performance (AP) Input Non – Training Needs ANALYSIS PHASE Process Output Training Need Analysis Model
  7. 7. Organizational Analysis An Organizational Analysis should provide information about: • Vision & Strategies of the Organization • Resources (Capital & Human) and their allocation • Organizational Environment
  8. 8. Task (Operational) Analysis An Operational Analysis should provide the following information: • Mission, Goals & Objectives • Job Analysis (Descriptions & Specifications) • Performance Standards & Reward Systems • Methods & Practices • Competency Assessment
  9. 9. Person Analysis • Conducted to determine which of the employees lack KSA’s to perform a particular job. Sources of Data collection: • Performance Appraisal • Self Ratings & 360-degree performance review • Proficiency Tests • Cognitive Tests • Behavioral Tests • Attitude Measures
  10. 10. Phase 2: Designing the Training Program
  11. 11. Trainee Readiness & Motivation • Trainee Readiness – Maturity & Experience • Trainee Motivation – To be Conscientious, goal – oriented, self – disciplined and persevering Strategies to create a Learning Environment: • Use Positive Reinforcement • Eliminate Threats & Punishments • Be flexible • Participants setting personal goals • Designing Interesting Instructions • Break down physical & psychological barriers to learning
  12. 12. Principles of Learning • Goal Setting • Meaningfulness Presentation • Modeling • Individual Differences • Active Practice & Repetition of • Whole vs Part Learning • Massed vs Distributed Learning • Feedback & Reinforcement
  13. 13. Characteristics of Instructors • Knowledge of the Subject • Adaptability • Sincerity • Sense of Humor • Interest • Clear Instructions • Individual Assistance • Enthusiasm
  14. 14. Phase 3: Implementing the Training Program
  15. 15. Training for Non – Managerial Employees • On – The – Job Training • Apprenticeship Training • Cooperative Training, Internships and Governmental Training • Classroom Instruction • Programed Instruction • Audiovisual Methods • E – Learning • Simulation Methods
  16. 16. Training Methods for Management Development • On – the – Job Experiences • Seminars & Conferences • Case Studies • Management Games • Role Playing • Behavior Modeling
  17. 17. Phase 4: Evaluating the Training program
  18. 18. Criteria for Evaluation • Reactions • Learning • Behavior – Transfer of Training • Results or Return on Investment (ROI)
  19. 19. Special Topics in T & D • Orientation Training • Basic Skills Training • Team Training and Cross Training • Diversity Training
  20. 20. Thank you for your co-operation 

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