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
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
Management development plays a vital role in human resource management. Because of the changes in organizational goals, technological advancements, etc efficiency of existing managers should be updated. Management Development Programs bring efficiency in managerial personnel.
T- group individual OD interventions - Organizational Change and Development...manumelwin
A T-group is a form of group training where participants themselves (typically, between eight and 15 people) learn about themselves (and about small group processes in general) through their interaction with each other.
They use feedback, problem solving, and role play to gain insights into themselves, others, and groups.
The importance of Selection and Training of Trainers is explained in this presentation. It helps to identify the components required for successful trainers, as a part of Effective HR. The procedure involved in the selection and the factors that enhance the credibility of trainers are discussed and presented here.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Designing Training Programs is important. The fourth chapter of Effective HR discusses the meaning and significance of training design. In this chapter, Training design models and the factors involved for designing a training program is discussed. Understand the motivation dynamics of trainees and the process of training design from this presentation by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Management development plays a vital role in human resource management. Because of the changes in organizational goals, technological advancements, etc efficiency of existing managers should be updated. Management Development Programs bring efficiency in managerial personnel.
T- group individual OD interventions - Organizational Change and Development...manumelwin
A T-group is a form of group training where participants themselves (typically, between eight and 15 people) learn about themselves (and about small group processes in general) through their interaction with each other.
They use feedback, problem solving, and role play to gain insights into themselves, others, and groups.
The importance of Selection and Training of Trainers is explained in this presentation. It helps to identify the components required for successful trainers, as a part of Effective HR. The procedure involved in the selection and the factors that enhance the credibility of trainers are discussed and presented here.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Designing Training Programs is important. The fourth chapter of Effective HR discusses the meaning and significance of training design. In this chapter, Training design models and the factors involved for designing a training program is discussed. Understand the motivation dynamics of trainees and the process of training design from this presentation by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Training and development is required for each and every employee in the organization, in this lesson, we have thrown light on various techniques and tools to improve the skills of employees
HRM 3rd module for 1 semester MBA at Kannur University, These slides are prepared as guideline for the students at Vimal Jyothi Institute of Management and Research, Chemperi
Insights Into Corporate Learning Assessments For Tech BusinessesTechademy
Explore the significance of corporate learning assessments in tech businesses. Understand how they benefit talent leaders and employees, analyzing the impact of learning on company growth and innovation.
Definition of Training
Training Design Process
The Forces influencing working and learning
The Strategic Training and Development Process
Organizational Characteristics that Influence Training
This PowerPoint presentation, titled "HR for Non HR: Learning & Development (L&D)," is designed to provide non-HR professionals with an understanding of the significance and components of L&D in the workplace. The deck covers topics such as the importance of acquiring new skills, the ongoing process of enhancing individual and organizational performance, and key facts highlighting the value of L&D. It also delves into the components of learning and development, including learning, development, training, and education. The presentation emphasizes the need for organizations to prioritize L&D to foster a culture of continuous learning, innovation, and adaptability.
Employee training,
Training need assessment
Training methods
Training evaluation
Cross-cultural training,
Designing executive development programme
Techniques of executive development
Career planning and development
Encyclopedia of training and development - Manu Melwin Joymanumelwin
Training and development is a crucial component of the human resource development. With the arrival of advanced technology, it is assuming even more important role to compete with ever increasing competition, rise in customer’s expectation of quality and service and a subsequent need to lower costs.
Significance of training and development - Manu Melwin Joymanumelwin
Training is crucial for organizational development and success. An employee will become more efficient and productive if he is trained well. Training and development are very vital in any firm that aims at progressing. Training simply refers to the process of acquiring the essential skills required for a certain job.
This is the second part of the Module 1. plz refer the first part before this. This slide is prepared for the MBA students under the finance specialization, with special reference to Kannur university students.
Thanks to My Vimal Jyothi- Chemperi students
Deals with HRM - functions fo the Human Resource Management. These slides are prepared to help the MBA students under Kannur University HRM syllabus. It deals with Planning, Forecasting, Job models, Work schedule
These slides are intended to help the Kannur University MBA - HRM students of MBA. It deals with topics of Challenges in HRM, Managing protean careers, Moonlighting Phenomenon, Workforce Diversity, Employee empowerment, Competitive Challenges,
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
The slide deals with Topic as:
HRM, Human Resource, Training, Training and Development, Development, TNA, Training appraisal, Training Techniques,Types of Training Techniques, Behavior Modeling, Kirk-patrick’s Four-Level Framework of Evaluation Criteria, Outcomes Used in Evaluating Training Programs, Evaluation of Course Effectiveness,
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
"Protectable subject matters, Protection in biotechnology, Protection of othe...
Human Resource Training and Development
1. MBA – HR : 3rd semester
Training & Development:
Systems & Practices
Unit-1: Training- Basic Concepts
Vimal Jyothi
Institute of Management & Research- Chemperi
Kannur Dt, Kerala-670632. www.vjim.ac.in; 91-4602213399
Jinuachan Vadakkemulajanal, Faculty -administrator; jinuachan@gmail.com
2. Unit-1: Training- Basic concepts
• The Training Context: Nature and Scope of
Training, Training Challenges, Forces Influencing
Working and Learning, Role of Training in
Organizations, Systematic Approach to Training,
• Learning: Theories and Process Strategic
Training:
• Models of Training- Faculty, Customer, Matrix,
Corporate University and Business Embedded
Model, Snapshots of Training Practices:
• Training Facts and Figures, Training Investment
Leaders etc. 2Jinuachan@gmail.com T&D
MBA3E18 : TRAINING & DEVELOPMENT: SYSTEMS & PRACTICES
3. Functions of HRD
a. Managerial Functions
b. Operative Functions
c. Advisory Functions
a. Managerial Functions: The HR Manager is a
part of the organizational management &
must perform the basic managerial functions
of planning, organizing, directing and
controlling in relation to his department.
Eg Manpower Planning, Salary estimation,
3Jinuachan@gmail.com T&D
4. b. Operative Functions
The operative functions are specific duties of the
HR or personnel department. These are
concerned with :
Employment, development, compensation
Integration- (Grievance and disciplinary) and
maintenance of personnel (QWL+ Welfare),
Motivation.
Personal records- HRIS, IR, separation
4Jinuachan@gmail.com T&D
5. c. Advisory Functions
• Human resource manager has specialized in
education and training for managing HR.
• Advise to Top Management
• Advise to Departmental Heads
• Training Functions, TNA
5Jinuachan@gmail.com T&D
6. 1. Nature and Scope of Training
• Skills, Education, Development, Ethics,
Attitudinal Change
• Innovative, Problem solving and Regular
behaviour of HR
6Jinuachan@gmail.com T&D
7. What is training ?
• Meaning – training is the systematic process of
increasing the knowledge & skills of an employee
for doing a specified job by providing a learning
experience. Eg? X-ray welding, Pay roll maintenance
• It helps the trainee acquire new skills, technical
knowledge, problem-solving ability etc. thereby
increasing the performance of the employees.
• It also gives awareness of rules & procedures
• It gives an ethical responsibility to HR
• Helps to imbibe commitment and job satisfaction
7Jinuachan@gmail.com T&D
8. DEFINITION OF TRAINING
• Training is the continuous, systematic development
among all levels of employees in knowledge, skills
and attitudes which contribute to their welfare and
of the company. – Planty, Cord M.C and Efferson
• “It is the process of aiding employees to gain
effectiveness in their present and future work - Richard
P. Calhoon
8Jinuachan@gmail.com T&D
9. SCOPE OF TRAINING
• It enhance job-related performance, organizational
effectiveness, make behavioural changes, develops
life skills leading to personal growth.
• The scope has considerably widened. It equips an
individual with competencies that help him/her
cope-up with day-to-day problems of living &
manage interpersonal relations and improving them.
• Ultimately it aims commitment to profession through
better QWL and employee development
9Jinuachan@gmail.com T&D
10. Importance of Training objectives
i. Articulate the goal of training: When, where,
how, why, whom
ii. Communicate intent to learner
iii. Provide means of evaluation: significance
and future valuation. eg in salary /promotion
iv. Assists in selection of materials, content,
methods.
10Jinuachan@gmail.com T&D
11. Elements of Training objectives
• Outcomes of training program: observable
behaviours “by the end of the program participants
will be able to …”
• Conditions of the training program: circumstances
in which the outcomes should take place “in a
cohesive team situation”, without the use of instructional
materials”
• Standards of the training program: expected level of
attainment in terms of quality “ to 100% accuracy (or
some other level)”, “at the rate of 50 per hour”.
11Jinuachan@gmail.com T&D
12. FUNCTIONS OF TRAINING
According to Miller five functions
i. Research – training systems
ii. Analysis - identifying training needs
iii. Development – teaching materials
iv. Operation – training aids & methods
v. Evaluation – monitors the effectiveness of
trainer in meeting goals, success of program
and its impact on performance of employees.
12Jinuachan@gmail.com T&D
13. BENEFITS OF TRAINING
• Regular training and learning opportunities are an
investment that helps employees to prosper and
develop their careers while giving your business a
highly skilled workforce and a competitive
advantage.
• By investing in employee development
organisations are able to demonstrate their loyalty
and commitment to their staff.
• It ensures increased engagement, improved
retention, dedication to company goals, and is an
important element for `Employers of Choice?
13Jinuachan@gmail.com T&D
14. … Benefits of Training…
• Benefits to the business
• Benefits to the employees
– Improved staff attitude, morale & confidence
– More efficient & effective
– Staff turnover and recruitment
– Increase workforce flexibility
– Produce more with minimum effort
Jinuachan@gmail.com T&D 14
Increase staff efficiency
Wastage eliminated
Less chances of accidents
Reduced supervisory need
Increase quality of goods
-Product accuracy and efficiency
-Good work safety practices
-Better service delivery.
-'soft skills' such as inter-staff
-Staff morale and satisfaction.
-Communication and leadership.
-Time management customer
satisfaction
15. • Some of the challenges faced in training are:
– Schedule selection
• It can be one of the most difficult challenges a HRD can
face. Many managers are reluctant to let employees take
much time away from their duties for training.
– Rapid changes
• Rapid changes in technology, corporate initiatives and
programs can make it difficult to adequately prepare
training materials and deliver training before employees
need information and new skills.
• Eg: Mobile OS, Banking services and products
2. Challenges Faced in Training
15Jinuachan@gmail.com T&D
16. Challenges faced in training
–Age, gender, and professional status
• Different cultures give different regard to age,
gender, and professional qualification.
• Some countries are also biased about the gender.
Like in Gulf countries, women’s role is limited to
households only. North east –female workers
• Same is with high professional status - the higher
the qualification of the trainer, the more will be
the importance attached to the information.
16Jinuachan@gmail.com T&D
17. Challenges faced in training
–Language problem in training and
development
• Language comprises of both spoken and
unspoken means of communication.
• The best of the best training programs will fail if
trainer is not well versed in communicating
trainees’ language. Language is one of the most
important ingredients of culture.
• Non verbal, ethos and symbolisms, Cultural
contexts
17Jinuachan@gmail.com T&D
18. Challenges faced in training– Organizational barriers to learning
• Typically, as organizations grow and mature they develop
more rigid systems and processes and ways of thinking.
• This has an impact on the organizational learning process.
• When problems arise in the company, the solutions that
are proposed often became for a short term application.
– Individual barriers to learning
• Resistance to learning can occur within an organization if
there is not sufficient buy in at an individual level.
• Learning and personal mastery is a question of individual
choice and cannot be forced.
• Higher learning may add extra works and responsibilities
• Wants to be in safe zone with routine works
18Jinuachan@gmail.com T&D
19. 3. Forces Influencing Working and Learning process
A. External forces
• Market competition for skilled employees
• Attracting and retaining apt employees becomes
a challenge.
• Limited market opportunities for advancement.
• Tremendous Technological development
• Emerging learning organizations- People rapidly
expand their capacity to create the results they truly desire for.
Jinuachan@gmail.com T&D 19
20. B. Internal Forces
• Need for additional skills- skill requirements have
been on the rise, skills as per rapid tech. changes
• Funding for employee training and
development is a concern in budgeting.
• Less job security concerns/ attrition –
transferable skill development
• Productivity, safety, quality, culture demands
• Strategic innovation in process, products and
services
Jinuachan@gmail.com T&D 20
21. 4. Role of Training in Organizations
• It is essential for every organization to be with
changing trends of the market place.
• Adaptation to the technological change in
products presupposes HR adaptation too
• Firms fail due to inertia for change- Kodak,
• First mover benefits in the market forces
• Maintain competitive edge in service and
products- Android TVs
Jinuachan@gmail.com T&D 21
22. BASIC PURPOSES OF TRAINING
1. Increasing productivity
2. Improving quality
3. To fulfill future personnel needs- promotion, succession
4. Improve organizational climate- QWL, Team spirit
5. Improve health &safety
6. Obsolescence prevention- innovation
7. Personal growth – career path planning- development
8. Optimum Utilization of Human Resources
9. Development of skills of employees – Core competency
KSA
10. Productivity
22Jinuachan@gmail.com T&D
23. Need for Training
• Increased use of technology
• Labour turnover
• Need for additional hands
• New employees- Induction, apprentice
• Promotion, career development
• Increasing the employee morale
• For reducing grievances & minimizing accident rates
• Refresher training for Old employees
23Jinuachan@gmail.com T&D
25. 5. Systematic Approach to Training
• System- subsystem-closed system concept
• Training as routine model- induction, refresher
programme, mock drills,
• Training as an open system model approach
• Training as process model- systematic approach
Jinuachan@gmail.com T&D 25
26. Training as an open system model approach
Jinuachan@gmail.com T&D 26
31. 6. Learning: Theories and Process
Reinforcement
Theory
Social Learning
Theory
Goal Theories
Need Theories
Expectancy Theory
Adult Learning
Theory
Information
Processing Theory
32. Reinforcement theory: +,-, punishment, extinct
Social learning theory: next slide
Goal setting theories
Need theory Need hierarchy, ERG
Expectancy theory 3 factor
Adult learning theories Andragogy
Information Processing theories
Learning cycle
Jinuachan@gmail.com T&D 32
6. Learning: Theories and Process
33. Processes of Social Learning Theory
Match
Modeled
Performance
Attention Retention
Motor
Reproduction
Motivational
Processes
• Model Stimuli
• Trainee Characteristics
• Coding
• Organization
• Rehearsal
• Physical Capability
• Accuracy
• Feedback
• Reinforcement
34. Knowles’ 4 Principles Of Andragogy
Malcolm Shepherd Knowles (1913 – 1997) US educator.
In 1984, he suggested 4 principles that are applied
to adult learning:
1. Adults need to be involved in the planning and
evaluation of their instruction.
2. Experience (including mistakes) provides the basis for
the learning activities.
3. Adults are most interested in learning subjects that
have immediate relevance and impact to their job or
personal life.
4. Adult learning is problem-centered rather than
content-oriented. (Kearsley, 2010)
Assumptions: Self-concept, Adult Learner Experience,
Readiness to Learn, Orientation to Learning, Motivation to
Lear
Jinuachan@gmail.com T&D 34
35. 7. Models of Training
• Faculty, Customer, Matrix, Corporate,
University and Business Embedded Model
• Traditional models & Business Embedded Models
• System Model
• Transitional model
• INSTRUCTIONAL SYSTEMS DEVELOPMENT (ISD)
• KSA model
Jinuachan@gmail.com T&D 35
36. Faculty, Customer, Matrix, Corporate- University
Models
• Training departments are getting dynamic with OS
and methods
Faculty Model
• It works like a college; department, dean, Asso.P,
Asst P etc
• Standard material, systematic delivery, timings
• It has experts in the related field of training
• -ve: Feed back is not incorporated, individual
needs and skills are not addressed
Jinuachan@gmail.com T&D 36
37. Customer – Client Model Training depart.
• Identify the client needs, competency and
expected skills
• Trainee oriented training
• Internal/outsourced training may be given
• Emphasis: training needs of person/ department
• Suitable for flexible business, cut through
competitions etc
• It is always in remodeling, motion, shifting, new
emphasis…..
Jinuachan@gmail.com T&D 37
38. Matrix Model of training dept
• Multiple reporting model
• Line Manager :: Training dept director
• Helps to match training needs, organization
goals, recourses can be shared across
departments,
Jinuachan@gmail.com T&D 38
Training Director
Line -
functi
ons
Function Consultant 1 Consultant 2 Consultant 3
Subject matter Basic concepts, IT Team building
…
Development
Special projects C++, Automation Motivation, .. 360 degree,
etc
39. Corporate- University Models
• ‘Internal universities’ provide range of skill
imparting
• Similar to traditional university model
• Target: employees, suppliers, customers,
learners community- community college
• Corporate needs are taken up into curriculum,
place-able passouts,
• Eg whirlpool Inc – Indiana Uni, Michigan Univ
Ref: p-13-19; Training org by O’Connor. Bronner; Replika Press Pvt Ltd-2003
Jinuachan@gmail.com T&D 39
40. Traditional models
• Traditional training approach is a rigid set of
learning requirements that are built around a
compliance driven methodology.
• Eg: A training team living in a grain store from
the sales, operations and other teams.
• What occurs is that training may be outdated
and based on old policies and practices.
Jinuachan@gmail.com T&D 40
41. Business-embedded model
• This model is dynamic and ever evolving.
• The basic strategy: training should never be static.
It is directly tied to strategy and supports a learning
environment-
- where all employees are expected to continue their learning
to whatever degree is required to maintain a competitive
advantage.
• This expectation is injected into the culture and employees
initiate the process
• SWOT analysis become regular practice
• The voice of the customer is incorporated to the training
• Purpose: to drives new products and enhances competitive
advantage.
Jinuachan@gmail.com T&D 41
43. Transitional model
• Transitional model focuses on the organization
as a whole.
• The outer loop describes the vision, mission,
value etc
• Inner loop represent the micro level of the
training: objectives, plan, implement and
execute
Jinuachan@gmail.com T&D 43
46. Trends in training
• Aligning training with Business strategy
• Incorporating the technological advancement
• Talent Managing method, right talent+ diversity
• Quality and continuous improvement
• Legal issues: equal employment, harassment,
equity,
Jinuachan@gmail.com T&D 46
47. Jinuachan@gmail.com T&D 47
Dear Students,
Plz refer the class notes for the further
elaboration of the topic. The examples given
during the lecture should be added to each
part while answering the questions