Change is constant and developing trust is critical to reducing employee resistance to change. Open communication, employee participation, consistent behavior, integrity, and concern for employees are important factors. Coaching aims to help employees maintain and improve performance through on-the-job guidance rather than instructions. Mentoring is a power-free partnership for mutual growth, usually between individuals with different experience levels. Training involves demonstrating tasks to achieve knowledge and skills, while development refers to both personal and career skills attained through various opportunities. A systematic approach to training is needed, following Goldstein's ADDIE model of assessment, design, implementation, and evaluation.
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Training and Development
Organizational behaviour : Training & Development.Homework Guru
Organizational studies the impact individuals and groups have on human behaviour with the organization it works.Training and Development plays a key role in increasing the effectiveness of operations in an organization
Homework Guru offers one-to-one learning solutions for students and professionals.A pioneer in the education space , we provide quality online tutoring /homework help/ exam preperation help to students across the globe at a very affordable price.With a diverse and highly educated tutor base of over 10,000 registered tutors ,we have been able make learning fun.
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Training and Development
Organizational behaviour : Training & Development.Homework Guru
Organizational studies the impact individuals and groups have on human behaviour with the organization it works.Training and Development plays a key role in increasing the effectiveness of operations in an organization
Homework Guru offers one-to-one learning solutions for students and professionals.A pioneer in the education space , we provide quality online tutoring /homework help/ exam preperation help to students across the globe at a very affordable price.With a diverse and highly educated tutor base of over 10,000 registered tutors ,we have been able make learning fun.
For INDONESIA area, please contact :
Representative of AIM for Executive Education program in Jakarta,
Martinus Benjamin
Tel. nos : +6221 2965588, +6221 30050688
Email : martinus.benjamin@ultimatesmart.com
Thank you...
Meaning of training and development - Manu Melwin Joymanumelwin
Training constitutes a basic concept in human resource development and is concerned with developing a particular skill to a desired standard by instruction and practice. It is regarded as a function concerned with organizational activity aimed at bettering the job performance of individuals and groups in organizational settings.
Prepared as per Kannur University MBA 3rd sem HR,
Traning models and general concept about the training are included.
this is the slide for first module
Jinuachan Vadakkemulanjanal, Vimal Jyothi Chemperi
Management Development (Modern) PowerPoint ContentAndrew Schwartz
157 slides include: 8 segments on team leadership; tips to foster trust, management styles, hints for effective communication, plan – coach and become a team leader; communication; SMART and effective communication, feedback with PB&J, listening tips and techniques; motivation; motivational factors, when to praise, how to treat people, needs that drive peoples’ behaviors, employee’s motivational process; goal setting; its connection with performance, goal guidelines, the DESC, do’s and don’ts; time management and procrastination; schedule flexibility, time management principles, crisis plans, organize to-do lists, avoid procrastination; delegation; successful delegation, questions to ask before delegating, tasks you can and cannot delegate, crisis delegation, delegation criteria and choosing personnel, key coaching tips; problem solving; problem solving stages, creative techniques to facilitate creativity, brainstorming tips and guidelines, selecting alternatives; decision making; decision making context and relevance, and decision making attitudes.
Training:
Act of increasing skills & knowledge.
A process of learning a sequence of programmed behaviour.
Substantial influence in changing the capacity of the individual to perform better.
Development:
Process of improving Performance & Personality.
Progress to maturity & better decision making.
Effective utilization of capacity & resources to be a better person.
Equip for higher responsibilities & position.
Employee training,
Training need assessment
Training methods
Training evaluation
Cross-cultural training,
Designing executive development programme
Techniques of executive development
Career planning and development
For INDONESIA area, please contact :
Representative of AIM for Executive Education program in Jakarta,
Martinus Benjamin
Tel. nos : +6221 2965588, +6221 30050688
Email : martinus.benjamin@ultimatesmart.com
Thank you...
Meaning of training and development - Manu Melwin Joymanumelwin
Training constitutes a basic concept in human resource development and is concerned with developing a particular skill to a desired standard by instruction and practice. It is regarded as a function concerned with organizational activity aimed at bettering the job performance of individuals and groups in organizational settings.
Prepared as per Kannur University MBA 3rd sem HR,
Traning models and general concept about the training are included.
this is the slide for first module
Jinuachan Vadakkemulanjanal, Vimal Jyothi Chemperi
Management Development (Modern) PowerPoint ContentAndrew Schwartz
157 slides include: 8 segments on team leadership; tips to foster trust, management styles, hints for effective communication, plan – coach and become a team leader; communication; SMART and effective communication, feedback with PB&J, listening tips and techniques; motivation; motivational factors, when to praise, how to treat people, needs that drive peoples’ behaviors, employee’s motivational process; goal setting; its connection with performance, goal guidelines, the DESC, do’s and don’ts; time management and procrastination; schedule flexibility, time management principles, crisis plans, organize to-do lists, avoid procrastination; delegation; successful delegation, questions to ask before delegating, tasks you can and cannot delegate, crisis delegation, delegation criteria and choosing personnel, key coaching tips; problem solving; problem solving stages, creative techniques to facilitate creativity, brainstorming tips and guidelines, selecting alternatives; decision making; decision making context and relevance, and decision making attitudes.
Training:
Act of increasing skills & knowledge.
A process of learning a sequence of programmed behaviour.
Substantial influence in changing the capacity of the individual to perform better.
Development:
Process of improving Performance & Personality.
Progress to maturity & better decision making.
Effective utilization of capacity & resources to be a better person.
Equip for higher responsibilities & position.
Employee training,
Training need assessment
Training methods
Training evaluation
Cross-cultural training,
Designing executive development programme
Techniques of executive development
Career planning and development
UNIT - II: TRAINING & DEVELOPMENT OF EMPLOYEES: Analyzing Training needs &
Designing the program – Implementing different training program – Implementing
Management Development Programs – Evaluating the Training Programs; PERFORMANCE
APPRAISAL: Concept of Performance, Performance Management, Performance Appraisal –
Methods of Performance Appraisal - Assessment Centre.
A planned process to modify attitude , knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization.
Smartest route to repositioning for the futureTanuj Poddar
SMARTEST
Strategic
Marketable
Accountable
Relevant
Tactical
Ethical
Shifting
Time Managed
RIGHT Staffing
REALISTIC
INNOVATIVE
GOAL ORIENTED
HUMAN ELEMENT
TRUSTWORTHY
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf91mobiles
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Connector Corner: Automate dynamic content and events by pushing a buttonDianaGray10
Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
Join us to learn more about this new, human-in-the-loop capability, brought to you by Integration Service connectors.
And...
Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024Tobias Schneck
As AI technology is pushing into IT I was wondering myself, as an “infrastructure container kubernetes guy”, how get this fancy AI technology get managed from an infrastructure operational view? Is it possible to apply our lovely cloud native principals as well? What benefit’s both technologies could bring to each other?
Let me take this questions and provide you a short journey through existing deployment models and use cases for AI software. On practical examples, we discuss what cloud/on-premise strategy we may need for applying it to our own infrastructure to get it to work from an enterprise perspective. I want to give an overview about infrastructure requirements and technologies, what could be beneficial or limiting your AI use cases in an enterprise environment. An interactive Demo will give you some insides, what approaches I got already working for real.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
The UiPath Test Manager overview with SAP heatmap webinar offers a concise yet comprehensive exploration of the role of a Test Manager within SAP environments, coupled with the utilization of heatmaps for effective testing strategies.
Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
Topics covered:
Execution from the test manager
Orchestrator execution result
Defect reporting
SAP heatmap example with demo
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
2. Change is a “constant” today.
Developing trust is critical to reducing
employee resistance.
open communication
employee participation
acting consistently
demonstrating integrity
showing concern
3. Coaching
"Coaching is any discussion between you and a
subordinate where the aim is to help him/her maintain
and/or improve his/her performance. Coaching takes
place on the job and assumes that people can learn from
everything they do. Coaching is not issuing instructions,
telling someone what to do or prescribing how to do it. It
is about helping, guiding, encouraging, allowing space to
perform and do things differently." (Peter Honey)
4. "Mentoring is a power-free partnership between two
individuals who desire mutual growth. One of the
individuals usually has greater skills, experience and
wisdom." (Weinstein)
Mentoring
5. "Demonstrating and practicing ways of performing tasks
using tools, processes and techniques to achieve required
levels of knowledge and skills." (Priority Management)
Training
7. Q: Just what do we mean by training and
development?
any planned efforts designed to facilitate the
acquisition of job-relevant skills, knowledge,
and/or attitudes by organizational members.
Q: What makes training a strategic investment?
8. Training is “big business”!
More money is spent in the U.S. on training and
development than on all higher education.
Over $52 billion spent by employers in 1995.
Adding in indirect costs, estimates of employer
expenditures on training and development raise
to over $200 billion annually
9. Training:
Efforts to improve employee competency levels
and narrowly focused & oriented towards short
term performance .
Development:
Oriented more towards broadening an individual
skills for future responsibilities and long term
performance.
10. We need a systematic approach to training
Goldstein’s Systems Model of Training :
ADImE
Assessment
Design
Implementation
Evaluation
13. Needs Assessment
Assessment works best with three types of analyses:
1. Organization analysis
2. Task/KSA analysis
3. Person analysis
14. Organization Analysis
Where is training needed in this organization?
Uses information from strategic and HR planning
(about org, goals, objectives, vision, mission)
Task/KSA Analysis
What must a trainee be taught in order to perform effectively?
Use information from job analysis
(type of training, who required which training)
Person Analysis
Who needs training, and what kind?
Use information from performance appraisal and selection techniques
(attitude of person, which person required)
15. Phase 1
Need Assessment
Organization Analysis
Task Analysis
Person Analysis
Phase 2
Design
Instructional Objectives
Trainee readiness
Learning principles
16. Training Design
Three important issues:
1. On Vs off the job training
2. What is the best training media to use?
3. What are the most important learning principles
to incorporate in our training efforts?
19. “Instant Quiz”
To study for your next test, which study
schedule would be most effective?
A. one day, eight hours, non-stop
B. 4 hours a day for 2 days
C. 2 hours a day for 4 days
D. 1 hour a day for 8 days
20. “Instant Quiz”
To study for your next test, which study schedule
would be most effective?
A. one day, eight hours, non-stop
B. 4 hours a day for 2 days
C. 2 hours a day for 4 days
-> D. 1 hour a day for 8 days
21. Summary of Key Learning Principles
For skills learning:
Goal setting
Modeling
Practice
Feedback
Transfer
For knowledge:
• Goal setting
• Meaningfulness
• Practice
• Feedback
• Transfer
22. Phase 1
Need Assessment
Organization Analysis
Task Analysis
Person Analysis
Phase 2
Design
Instructional Objectives
Trainee readiness
Learning principles
Phase 3
Implementation
On-the-Job
Off-the-Job
Management
Development
23. Training Implementation
A. Management vs. line employees
B. Many techniques available!
1. Case studies
2. Videotape/CD-ROM
3. Distance Learning
4. Behavior Modeling
26. Training Evaluation
B. DESIGN for evaluation:
1. Why is it valuable to pretest trainees?
2. Why do the best-conducted training efforts
include a “control” group?
28. On the Job Training
Off the Job Training
Apprenticeship Training
Internships
Audio Visual Method
Vestibule Training
Class Room Instructions
Case Studies
E-Learning
Seminars and Conferences
Management Games
Role Plays
29. Why does training programs fail?
The benefits of training are not clear to the top
management
The top management hardly rewards supervisors for
carrying out effective training.
The top management rarely plans for budgets
systematically for training.
Lack of awareness of the importance of training to the
trainees.
(benefit-top, superiors-rewards, budgets, importance-trainees)
30. Development refers to skills and knowledge attained for
both personal development and career advancement.
Development encompasses all types of facilitated learning
opportunities, ranging from college degrees to formal
coursework, conferences and informal learning
opportunities situated in practice.
It has been described as intensive and collaborative,
ideally incorporating an evaluative stage.
DEVELOPMENT
31. Consultation
Coaching
Communities of practice
Lesson study
Mentoring
Reflective supervision
Technical assistance.
(ccclmrt)
32. Training need Assessment
Annual Training Plan
Conduct of Training
Review Training Activities
Identifying Competence Gaps
Organizational Objectives
Organizational strategy
Competitive Environment
Career PlanningCompetency Mapping
Internal Training Programs
External/Outsourced Training
Customized Training Programs
33. Sl.No Competency Development Area Method
1 Decision Making Skills In – Basket
Business Games
Case Study
2 Interpersonal Skills Role Play
Sensitivity Training
3 Job Knowledge On The Job Experience
Coaching
4 Organizational Knowledge Job Rotation
Multiple Management
5 General Knowledge Special Courses
Special Meetings and readings
6 Specific Individual Needs Special Projects
Committee Assignments
34. Wrap-Up
1. The value of a systematic approach to training
“The person who fails to plan, plans to fail.”
35. Wrap-Up
2. The need for life-long learning
“Richard Bolles”,
“The Three Boxes of Life”:
School Work Retirement
Learning Work Play