THE CONCEPTUAL   STUDIES IN   TRAINING & DEVELOPMENTON ORGANIZATION
INTRODUCTIONOBJECTIVETOPIC DEFINITIONCONTENTCONCLUSIONREFERENCES
Good leadership and talent planning are very essential for the successof any organization. The realization of results in a...
Identifying the benefit of Training and Development in organizationTo understand how Training andDevelopment influence emp...
Training and development is defined byDessler (2005) as a process that utilizesvarious methods to provide new andexisting ...
Difference between Training &Development:Training:Its a short term process.Refers to instruction in technical and mechanic...
Noe (2002) however differentiates betweentraining and development by stating that trainingrefers to a planned effort by an...
The principal objective of training anddevelopment division is to make surethe availability of a skilled and willingworkfo...
OBJECTIVE (continued)Individual Objectives – help employees inachieving their personal goals, which inturn, enhances the i...
OBJECTIVE (Continued)Functional Objectives – maintain thedepartment’s contribution at a level suitableto the organization’...
TRADITIONAL AND MODERNAPPROACH OF TRAINING ANDDEVLOPMENTTraditional Approach – Most of the organizations beforenever used ...
The Sequence of Training Program can be put in aFlowchart as below:   Discovering/identifying                             ...
1)Discovering or Identifying Training  Needs   A training program is designed to assist in providing solutionsfor   specif...
c)Man Analysis: (continued)  Knowledge, attitude and skill one must  possess for attainment of organizational objectives2)...
3)Preparation of the learner:  •Putting the learner at ease  •Stating the importance and ingredients of   the job  •Creati...
4)Presentation of Operation and  KnowledgeThe trainer should clearly tell, show, illustrateand question in order to convey...
5)Perfomance Try OutThe trainee is asked to go through the job several times.This gradually builds up his skill, speed and...
An effective training fulfills the following criteria:  Adaptation of the technique/method to the learnerand the job  Prov...
Methods of training There are various methods of training, which can be divided in to cognitive and behavioral methods. An...
BIL.           SOURCE                      TITLE                    FINDING       D. Wells, M. Schminke /                 ...
Systematic training                      Effects of employee    programs about3. Ferika Özer Sarı / trainings on the      ...
CONCLUSIONTraining and development was an importantactivity that lead to an organization’s overalleffectiveness in human r...
Burns, N. & Groves, S. (2001).The practice of nursing research, conduct, critique, & utilization(4 th ed). Toronto, Ontari...
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  1. 1. THE CONCEPTUAL STUDIES IN TRAINING & DEVELOPMENTON ORGANIZATION
  2. 2. INTRODUCTIONOBJECTIVETOPIC DEFINITIONCONTENTCONCLUSIONREFERENCES
  3. 3. Good leadership and talent planning are very essential for the successof any organization. The realization of results in any organization isbasically influenced by the efficiency and the effectiveness of theleadership styles adopted.However, the success and sustainability of results in any businessorganization is dictated by the efficiency and competency of theworkforce (Gibb 2008).Any business organization is responsible fortraining and developing talents within its employees. Based on thejournal that we analyze it has been noted that successful organizationhas very intensive training and talent planning among theiremployees.With regard to training, its the responsibility of any organization tostrategize on the most efficient training methods which will accruesuccess in the organizational processes. The main focus of ourpresentation is to discuss and explicitly analyze the various trainingand developmental methods that can be used in an organization
  4. 4. Identifying the benefit of Training and Development in organizationTo understand how Training andDevelopment influence employees workperfomance
  5. 5. Training and development is defined byDessler (2005) as a process that utilizesvarious methods to provide new andexisting employees with the skills theyneed to perform the job.
  6. 6. Difference between Training &Development:Training:Its a short term process.Refers to instruction in technical and mechanicalproblemsTargeted in most cases for non-managerial personnelSpecific job related purposeDevelopment:It is a long term educational process.Refers to philosophical and theoretical educationalconceptsManagerial personnelGeneral knowledge purpose
  7. 7. Noe (2002) however differentiates betweentraining and development by stating that trainingrefers to a planned effort by an organization tofacilitate employees’ learning of job relatedcompetencies, whereas development relates tothe formal education, job experiences,relationships and assessments of personalityand abilities that will help the employees preparefor the future
  8. 8. The principal objective of training anddevelopment division is to make surethe availability of a skilled and willingworkforce to an organization. Inaddition to that, there are four otherobjectives:Individual, Organizational, Functional,and Societal.
  9. 9. OBJECTIVE (continued)Individual Objectives – help employees inachieving their personal goals, which inturn, enhances the individual contribution toan organization.Organizational Objectives – assist theorganization with its primary objective bybringing individual effectiveness.
  10. 10. OBJECTIVE (Continued)Functional Objectives – maintain thedepartment’s contribution at a level suitableto the organization’s needs.Societal Objectives – ensure that anorganization is ethically and sociallyresponsible to the needs and challenges ofthe society.
  11. 11. TRADITIONAL AND MODERNAPPROACH OF TRAINING ANDDEVLOPMENTTraditional Approach – Most of the organizations beforenever used to believe in training. They were holding thetraditional view that managers are born and not made. Therewere also some views that training is a very costly affair andnot worth. Organizations used to believe more in executivepinching. But now the scenario seems to be changing.The modern approach of training and development is thatIndian Organizations have realized the importance ofcorporate training. Training is now considered as more ofretention tool than a cost. The training system in IndianIndustry has been changed to create a smarter workforce andyield the best results
  12. 12. The Sequence of Training Program can be put in aFlowchart as below: Discovering/identifying Getting ready for the job training needs Follow up and evaluation Preparation of the learner Presentation of operation Perfomance try out and knowledge
  13. 13. 1)Discovering or Identifying Training Needs A training program is designed to assist in providing solutionsfor specific operational problems or to improve perfomance oftraineea)Organizational determination and Analysis: Allocation of resources that relate to organizational goal.b)Operational Analysis Determination of a specific employee behaviour required for a particular task
  14. 14. c)Man Analysis: (continued) Knowledge, attitude and skill one must possess for attainment of organizational objectives2)Getting ready for the job: The trainer has to be prepared for the job. And also who needs to be trained - the newcomer or the existing employee or the supervisory staff.
  15. 15. 3)Preparation of the learner: •Putting the learner at ease •Stating the importance and ingredients of the job •Creating interest •Placing the learner as close to his normal working position •Familiarizing him with the equipment, materials and trade terms
  16. 16. 4)Presentation of Operation and KnowledgeThe trainer should clearly tell, show, illustrateand question in order to convey the newknowledge and operations. The trainee shouldbe encouraged to ask questions in order toindicate that he really knows and understandsso that the trainee can perform well inorganization.
  17. 17. 5)Perfomance Try OutThe trainee is asked to go through the job several times.This gradually builds up his skill, speed and confidence6)Follow-up:This evaluates the effectiveness of the entiretraining effort
  18. 18. An effective training fulfills the following criteria: Adaptation of the technique/method to the learnerand the job Provides motivation to the trainee to improve job perfomance Creates trainees active participation in the learnine process Provide knowledge of results about attempts toimprove
  19. 19. Methods of training There are various methods of training, which can be divided in to cognitive and behavioral methods. Another method are management development method. Management development method are divided into two part:- 1.On the job training. 2.Off the job training.
  20. 20. BIL. SOURCE TITLE FINDING D. Wells, M. Schminke / Effective Ethic 1. Ethical development and training program Human Resource human resources training must be designed Management Review An intergrative and implemented 11 (2001) 135-158 framework not as a sessions but as a system Enhancing the skills of Employee training and Dr. Rajesh Kumar development is not only Shastri employee towards an employee developing Shilpi Srivastava sustainability and growth activity but also a source2. to utilize the resources of Australian Journal of of business enterprise:A an organization Business and case study with special efficiently, it help to Management maintain a viable, refrence to Bharat Pumps knowledgeable Research (AJBMR) And Compressor Limited workforce and achieve No.1 Vol.1 (BPCL) sustainability and growth of the enterprise Allahabad India.
  21. 21. Systematic training Effects of employee programs about3. Ferika Özer Sarı / trainings on the safety and health Procedia Social occupational safety should be provided and Behavioral and health to employees to Sciences 1 (2009) in accommodation protect their 1865–1870 sector physical and sipiritual health. H.J. Martin, Creating disciples: Training and4. M.W. Hrivnak The transformation development of Business Horizons of employees into employees help (2009) trainers to save labor 52, 605—616 cost in organization
  22. 22. CONCLUSIONTraining and development was an importantactivity that lead to an organization’s overalleffectiveness in human resourcesmanagement.There was ample evidence toconclude that training and development is requiredto build and sustain an organization’s competitiveadvantage via skills and knowledgeable workforce.
  23. 23. Burns, N. & Groves, S. (2001).The practice of nursing research, conduct, critique, & utilization(4 th ed). Toronto, Ontario: W. B. Saunders Company. (s)Campinha-Bacote, J. (1998). Africian-Americans.In Transcultural health care: A culturally competenct approach.(L. D. Purnell & B. J. Paulanka, Eds). Philadelphia: F. A. DavisCompany. (s)Campinha-Bacote, J.(2002). The process of culturalcompetence in the delivery of healthcare services: A model ofcare. Journal of Transcultural Nursing, 13 (3) 181-184 . (s)Campinha-Bacote, J. & Campinha-Bacote, D. (1999). Aframework for providing culturally competent health careservices in managed care organizations. Journal ofTranscultural Nursing, 10(3) 291-292. (s)Campinha-Bacote, J., Yahle, T., & Langerkamp, M. (1996). Thechallenge of cultural diversity for nurse educators. Journal ofContinuing Education in Nursing, 27 (2), 59-64. (s)

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