Training โ Introduction โ Definition โ Scope โ Objectives โ Benefits of Training โ Designing of effective Training โ Opportunities and Challenges for Training โ Learning โ Training โ Development โ Education โ Meaning โ Concepts โ Differences
Need Assessment โ Reasons for analyzing the Training Needs โ Identification of Training Needs โ Steps to conduct a Need Assessment โ TNA Model โ Organizational Analysis โ Operational Analysis โ Person Analysis โ Gather data for TNA
Training Design โ Introduction โ Perspective for Designing training โ Building a Training Design โ Learning Objectives โ Components and Methods โ Training Process โ Key factors in designing โ General features of good demonstration โ Training of Trainers programs โ Skills of an effective Trainer
Methods of Training โ On-the-Job โ Off-the-Job โ Management Games, Case study method, Role play method โ In-basket Exercises, Laboratory training โ Experiential Learning Techniques โ Brain storming, Syndicate method, Discussion method, Outward Bound Learning, Sensitivity Training in Organization โ A practical tool โ The Fish Bowl Exercise - E-Learning and use of Technology as Training
Training Evaluation โ Introduction โ Reasons for evaluating training โ Outcomes used in the evaluation of the training programs โ Factors determining the outcomes of Evaluation โ Evaluation Techniques and Instruments โ Resistance to training evaluation โ Future of Training and Development
Training & Development - Designing a training program - key factors, strategi...ShatakshiSingh17
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This presentation is related to Training and Development which talks about the key factors of designing a training program, the strategies which are faced by the training design managers while designing an effective training program and also the challenges which the design manager has to face on a daily basis while designing the training program.
A Presentation On Topic "Training & Development"
With A Interesting Case Study.
It Is A Very Important Topic Which Is One Of The Chapter Or An Important Part For The Subject "Human Resources Management" (HRM).
The Presentation Consist Of Following Topics :-
1. Key Terms.
2. Introduction Of Training & Development.
3. Inputs In Training & Development.
4. Training Process.
5. Methods Of Training.
6. Techniques Of Training.
7. Case Study On "Reliance Communications".
Training and Development
methods of training
on the job training methods
off the job training methods
differences between training and development
importance of training and development
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Training and Development
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
Training โ Introduction โ Definition โ Scope โ Objectives โ Benefits of Training โ Designing of effective Training โ Opportunities and Challenges for Training โ Learning โ Training โ Development โ Education โ Meaning โ Concepts โ Differences
Need Assessment โ Reasons for analyzing the Training Needs โ Identification of Training Needs โ Steps to conduct a Need Assessment โ TNA Model โ Organizational Analysis โ Operational Analysis โ Person Analysis โ Gather data for TNA
Training Design โ Introduction โ Perspective for Designing training โ Building a Training Design โ Learning Objectives โ Components and Methods โ Training Process โ Key factors in designing โ General features of good demonstration โ Training of Trainers programs โ Skills of an effective Trainer
Methods of Training โ On-the-Job โ Off-the-Job โ Management Games, Case study method, Role play method โ In-basket Exercises, Laboratory training โ Experiential Learning Techniques โ Brain storming, Syndicate method, Discussion method, Outward Bound Learning, Sensitivity Training in Organization โ A practical tool โ The Fish Bowl Exercise - E-Learning and use of Technology as Training
Training Evaluation โ Introduction โ Reasons for evaluating training โ Outcomes used in the evaluation of the training programs โ Factors determining the outcomes of Evaluation โ Evaluation Techniques and Instruments โ Resistance to training evaluation โ Future of Training and Development
Training & Development - Designing a training program - key factors, strategi...ShatakshiSingh17
ย
This presentation is related to Training and Development which talks about the key factors of designing a training program, the strategies which are faced by the training design managers while designing an effective training program and also the challenges which the design manager has to face on a daily basis while designing the training program.
A Presentation On Topic "Training & Development"
With A Interesting Case Study.
It Is A Very Important Topic Which Is One Of The Chapter Or An Important Part For The Subject "Human Resources Management" (HRM).
The Presentation Consist Of Following Topics :-
1. Key Terms.
2. Introduction Of Training & Development.
3. Inputs In Training & Development.
4. Training Process.
5. Methods Of Training.
6. Techniques Of Training.
7. Case Study On "Reliance Communications".
Training and Development
methods of training
on the job training methods
off the job training methods
differences between training and development
importance of training and development
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Training and Development
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
Learning is a continuous process and training & development helps to increase the learning index of the employees. With new learning they learn to do new things and the result is visible in the productivity. understands the basics of an effective training program.
#Training & #development aimed at bettering the #job #performance of individuals this is "an educational process which involves the sharpening of #skills , concepts, changing of #ATTITUDE & gaining more knowledge to enhance the #performance of #employees
EDUC 210 - PERSONNEL MANAGEMENT IN EDUCATION : TRAINING & DEVELOPMENT IN ORGANIZATIONS
1. Assessing Training Needs of an Organization
2. Types of Employee Training Programs
3. New Hire Orientation: Importance of Training Design & Content
4. Methods for Training Employees: Mentoring, On-The-Job & Job Rotation
5. Designing Training and Developing Programs for Faculty and Staff
6. What Is Career Management and Development? - Definition and Purpose
7. Career Stages: Establishment, Advancement, Maintenance & Withdrawal
8. Common Methods of Employee Discipline
Training methods are a way to sharpen employees' existing skills and learn new skills. The skills may vary from technical or soft skills.
Training techniques are used to improve and upgrade an employee's skill and knowledge so that they can do their given job to the best of their ability within the business. The nature of the job, the types and amount of people in a business, and the expense of selecting a certain Training Method are all factors involved in the decision.
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Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
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2. Todayโs Agenda Importance of Training Who Will Do the Training How Employees Learn Best Developing a Job Training Program Retraining Orientation
3. What is training? Training: enhances the capabilities of an employee to perform his or her current job Focuses on the current job Examples for a bank teller: Training program to correctly identify counterfeit currency Training program in the bankโs new computer system used by tellers to process customerโs transactions
15. Types of Training The 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: Supervisor Gives the more time to manage Standardized performance Less absenteeism Less turnover Reduced tension Consistency Lower costs More customers Better service
17. The Benefits of Training: Workers Gives the confidence to do their jobs Reduces tension Boost morale and job satisfaction Reduces injuries and accidents Gives them a chance to advance.
18. Then why is training often neglected? Urgency of need Training time Costs Employee turnover Short-term worker Diversity of worker Kinds 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 Program Training 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).
23. Developing a Unit Training Program This is taught in several sessions. Should include two elements: 1. Showing and telling the employee what to do. 2. Having the employee do it (right). Training materials should be the same as used on the job.
24. Moving from Plan to Action Training people with some experience begins with a pretest. Carry out the training program with employees who do not meet standards. Once the training process is complete EVALUATE.
25. Evaluation Formal evaluation: uses observation, interviews, and surveys to monitor training while its going on. Summative evaluation: measures results when training is complete in five ways: 1. Reaction 2. Knowledge 3. Behavior 4. Attitudes 5.Productivity
26. Job Instruction Training (JIT) Also called on the job training. Consists of 4 steps: 1. Prepare the learner 2. Demonstrate the task 3. Have the worker do the task 4. Follow through
27. Retraining Needed when changes are made that affect the job, employees performance drops below par, or when the worker has not mastered a particular technique.
28. Coaching A positive one-on-one approach to retraining is referred to a coaching. Coaching is a two part process. 1. Observation of the employees performance. 2. Conversation between manager and employee focusing on job performance.
29. Orientation: the pre-job phase of training. Introduces each new employee to the job and the workplace. Tells new staff members what they want to know and what the company wants them to know. Communicates information give out a employee handbook. Creates positive employee attitudes toward the company and the job.