Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Training & Development

726 views

Published on

This is about the importance and effectiveness of training & development in corporate world, particularly in every day business scenario where cut-throat competition is there to create the competitiveness among people instead of being comparative.

Published in: Leadership & Management
  • Be the first to comment

Training & Development

  1. 1. TRAINING & DEVELOPMENT Mansoor Khan Team Lead-Training & Development Islamabad,Pakistan WhattsApp/Cell: +923315494769
  2. 2. ‫کہا‬‫پروردگار‬ ‫میرے‬(‫لئے‬ ‫کے‬ ‫کام‬ ‫اس‬)‫کھول‬ ‫سینہ‬ ‫میرا‬‫دے‬-‫کردے‬ ‫آسان‬ ‫کام‬ ‫میرا‬ ‫اور‬-‫کھول‬ ‫گرہ‬ ‫کی‬ ‫زبان‬ ‫میری‬ ‫اور‬ ‫دے‬-‫وہ‬ ‫تاکہ‬‫لیں‬ ‫سمجھ‬ ‫بات‬ ‫میری‬
  3. 3. TOPICS • Training & development • Training the Employees • Types of Training • Techniques of Trainings
  4. 4. T&D As Defined by ASTD  Training & Development: It is important to note that training focuses on improving an employee’s skill level The basic aim of training and development programs is to help the organization Source: Noe, R. A. (2008). Employee Training & Development, 4th ed., New York: McGraw-Hill Irwin.
  5. 5. TRAINING & DEVELOPMENT Training is expensive. Without training it is more expensive Nehru
  6. 6. NEED FOR TRAINING The need for training arises because of the following reasons:- 1. CHANGING TECHNOLOGY:-Technology is changing at a fast place. The workers must learn new techniques to make use of advanced technology. Thus, training should be treated as a continuous process to update the employees in new methods & practices. 2. QUALITY CONSCIOUS CUSTOMERS:- The customers have become quality conscious & their requirements keep on changing . To satisfy the customers, quality of products must be improved through training of workers. 3. GREATER PRODUCTIVITY:- It is essential to increase productivity &reduce cost of production for meeting competition in the market. Effective training can help increase productivity of the workers.
  7. 7. 4. STABLE WORKFORCE:- Training creates a feeling of confidence in the minds of the workers. It gives them ease at the work place. As a result, labour turnover & absenteeism rates are reduced. 5. INCREASED SAFETY:- Trained workers handle the machines safely. They also know the use of various safety devices in the factory. Thus, they are less prone to industrial accidents. 6. BETTER MANAGEMENT:-Training can be used as an effective tool of planning and control. It develops skills among workers for the future and also prepares them for promotion. It also helps to increase productivity and quality.
  8. 8. WHAT CAN TRAINING DO FOR EMPLOYEES • CONFIDENCE:-Training creates a feeling of confidence in the minds of workers. It gives a feeling of safety & security to them at the work place. • NEW SKILLS:- Training develops skills which serves as a valuable personal asset of a worker. It remains permanently with the worker himself. • PROMOTION:- Training provides opportunity for quick promotion &self-development. • HIGHER EARNINGS:-Training helps in earning higher remuneration & other monetary benefits to the workers as their productivity is increased.
  9. 9. • ADAPTABILITY:- Training develops adaptability among workers. They don’t worry when work procedures & methods are changed. • INCREASED SAFETY:-Trained workers handle the machines safely. They also know the use of various safety devices in the factory,. Thus, they are less prone to accidents.
  10. 10. 10 Do Organizations Need Training • The answer is “YES” • However, we must know the purpose and functions of training before we can use it.
  11. 11. 11 The Gap Concept Performance /Results Time Expected Curve Actual Curve Gap In training terms this means we need to develop programs to fill the Gap 1,000 Units 800 Units 200 Units
  12. 12. 12 Benefits of Training • Most training is targeted to ensure trainees “learn” something they apply to their job.
  13. 13. I. Needs Assessment II. Developing & Conducting Training III. Evaluating Training Training Process Model
  14. 14. TRAINING & DEVELOPMENT Training & Development is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills.
  15. 15. IMPORTANCE OF TRAINING • Maintains qualified products / services. • Achieves high service standards. • Provides information for new comers. • Refreshes memory of old employees. • Achieves learning about new things; technology, products / service delivery.
  16. 16. IMPORTANCE OF TRAINING • Reduces mistakes - minimizing costs. • Opportunity for staff to feedback / suggest improvements. • Improves communication & relationships - better teamwork.
  17. 17. TRAINING & DEVELOPMENT  Human Resource Development – Major HRM function consisting not only of T&D, but also individual career planning and development activities and performance appraisal  Training and Development – Heart of a continuous effort designed to improve employee competency and organizational performance
  18. 18. • TRAINING THE EMPLOYEES
  19. 19. T&D Methods To Train Employees  Classroom Programs  Mentoring  Coaching  Role Playing  Simulations  Distance Learning and Video conferencing  E-learning  On-the-Job Training  Job Rotation  Internships
  20. 20. TYPES OF TRAINING Induction or Orientation Training Job Training Safety Training Promotional Training Refresher Training Remedial Training Internship Training
  21. 21. INTRODUCTION/ORIENTATION • Introducing a new employee to the organization and its procedures, rules and regulations. • It is short and informative • Given immediately after recruitment
  22. 22. USE OF HANDBOOK Employee Handbook: • A document that describes an organization’s conditions for employment • Policies regarding employees • Administrative procedures
  23. 23. JOB TRAINING • To increase the knowledge and skills of an employee for improving performance on the job. It may include Informing about machine and its handling Process of production Methods to be used
  24. 24. SAFETY TRAINING • Training provided to minimize accidents and damage to the machinery
  25. 25. PROMOTIONAL TRAINING • Employees with potential are selected and are given training before their promotion.
  26. 26. REFRESHER TRAINING Also called Retraining Purpose is to acquaint the existing employees with the latest methods of performing their jobs and improve their efficiency further i.e. to avoid personnel obsolescence
  27. 27. REMEDIAL TRAINING • To overcome the shortcomings in the behavior and performance of old employees
  28. 28. INTERNSHIP TRAINING • Under this educational or vocational institutes enter in an arrangement with an industrial enterprise for providing practical knowledge to its students
  29. 29. TRAINING AT INFOSYS • Infosys Technologies Limited, one of India’s biggest IT & software companies provided IT services, solutions and consultation globally and employed over 49,000 employees worldwide
  30. 30. The Global Business Foundation School: Infosys training programme • The American Society for Training and Development (ASTD) has rated Infosys Technologies Ltd as the world's best in employee training and development.
  31. 31. SIEMENS TRAINING PROGRAMME • In keeping with this dynamic development, the educational activities of Siemens Aktienge-sellschaft- a universal electro- technical enterprise with general offices in Munich
  32. 32. METHODS OF TRAINING ON THE JOB TRAINING The development of a manager’s abilities can take place on the job. The four techniques for on-the job development are: COACHING MENTORING JOB ROTATION JOB INSTRUCTION TECHNIQUE (JIT)
  33. 33. COACHING • Coaching is one of the training methods, which is considered as a corrective method for inadequate performance. • Coaching is the best training plan at operational level.
  34. 34. MENTORING • Mentoring is an ongoing relationship that is developed between a senior and junior employee.
  35. 35. JOB ROTATION • This approach allows the manger to operate in diverse roles and understand the different issues that crop up.
  36. 36. JOB INSTRUCTION TECHNIQUE (JIT) Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and procedural), skills and attitudes development.
  37. 37. Reinforcement of Skills in the job The reinforcement strategy actively involve entire organization. • Ensures the rapid transference of skills to the field. • Allows organizational objectives to be achieved. • Guarantees the long-term impact of the training. • Produces a significant return on your training investment. 87% loss within one month* TRAINING TIME I M P R O V E M E N T *Source:Huthwaite study published in American Society for Training & Development Journal 87% of all training is lost within 30 days due to the absence of reinforcement.
  38. 38. Training Paradox • Train people to the point where you may lose them, and then you won’t lose them.
  39. 39. “The significant problems we face cannot be solved at the same level of thinking we had when we first created them.“ Albert Einstein

×