This document discusses employee training and development. It begins by outlining the agenda and defining the differences between training, which focuses on an employee's current job, and development, which prepares employees for future roles. It then discusses various types of training programs, including job instruction, retraining, and orientation. It also covers how to develop an effective job training program, the benefits of training for supervisors and employees, potential barriers to training, who should conduct training, and how to evaluate training programs. The goal is to enhance employee capabilities and performance through relevant, practical training presented in a comfortable setting.

1. Employee Training & DevelopmentRVSIMSR 26 March 2010

2. Today’s Agenda Importance of TrainingWho Will Do the TrainingHow Employees Learn BestDeveloping a Job Training ProgramRetrainingOrientation

3. What is training?Training: enhances the capabilities of an employee to perform his or her current jobFocuses on the current jobExamples for a bank teller: Training program to correctly identify counterfeit currencyTraining program in the bank’s new computer system used by tellers to process customer’s transactions

4. What is development?Development: enhances the capabilities of an employee to be ready to perform possible future jobs

5. Focuses on future jobs

6. Developmental education programs

7. Examples for a bank teller:

8. Bank sends the teller to a day-long workshop on “Emerging Issues in Finance & Banking”

9. Bank pays for the employee to get his or her MBA degree

10. Developmental job experiences

11. Examples: job rotation or job enlargement

12. Developmental interpersonal relationships

13. Example: mentoringTraining Cycle

14. Types of Employee TrainingJob Instruction RetrainingOrientation.

15. Types of TrainingThe big sister, big brother, orbuddy system is when a old hand shows a newcomer the ropes.When good training is absent there is likely to be an atmosphere of tension, crisis, and conflict because nobody knows what to do.

16. The Benefits of Training: SupervisorGives the more time to manageStandardized performanceLess absenteeismLess turnoverReduced tensionConsistencyLower costsMore customersBetter service

17. The Benefits of Training: WorkersGives the confidence to do their jobsReduces tensionBoost morale and job satisfactionReduces injuries and accidentsGives them a chance to advance.

18. Then why is training often neglected?Urgency of needTraining timeCostsEmployee turnoverShort-term workerDiversity of workerKinds of jobs (simple-complex)Not knowing exactly what you want your people to do and how

19. Who will do the Training?The magic apron method: people train themselves the easiest ways to get the job done, and what will keep them from getting into trouble.The person that is leaving trains: teaches shortcuts and ways of breaking the rules.Big sister, big brother, or buddy method: passes on bad habits and may resent new person as a competitor.The logical person to train new workers is YOURSEF!

20. How do Employees Learn the Best?Learning is the acquisition of skills, knowledge, or attitudes.

21. How employees learn the best:When they are actively involved in the learning process-(to do this choose a appropriate teaching method).Training is relevant and practical.Training material is organized and presented in chunks.Training is in an informal, quiet, and comfortable setting.When they have a good trainer.When they receive feedback on performance.When they are rewarded.

22. Developing a Job-Training ProgramTraining plan: A detailed plan for carrying out employee training for a unit of work.1st- establish performance standards: they provide a ready made structure for a training program. 2nd- write a training objective derived form above.3rd- Develop standard procedures (list tasks and spell them out).