Identifying training needs
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This document discusses identifying training needs through organizational, task, and manpower analyses. Organizational analysis examines objectives, resources, climate, and how training can increase effectiveness. Task analysis studies job skills and requirements. Manpower analysis evaluates employee capabilities and where training is needed. The purpose is to improve performance, productivity, quality, and safety through targeted training.
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New employee orientation is an important part of the hiring process.
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The document discusses key aspects of human resource management. It describes the core functions of HRM as planning, attracting, developing, and retaining human resources. For each function, it provides details on related processes like recruitment, selection, training, performance appraisal, compensation, and separation. Additionally, it discusses the objectives of HR planning, components of an HRM system, and emerging trends in the field of human resource management. The document serves as an overview of the important concepts in HRM.
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Forecasting is the process of predicting future events or trends based on historical or current data. It is important for business planning and decision making. There are various quantitative and qualitative techniques used for human resource forecasting, including regression analysis, trend analysis, managerial judgment, and the Delphi technique. Accurate HR forecasting helps organizations prevent understaffing or overstaffing and allows for efficient use of functions like production. Common variables forecasted include staffing needs, absenteeism, and costs. The document discusses different forecasting methods and their applications in HR planning.
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This document provides an overview of human resource management (HRM). It defines HRM and discusses its nature, objectives, importance, and functions. The key functions of HRM include human resource planning, job analysis, recruitment, selection, induction, training, performance appraisal, compensation, and welfare. HRM aims to manage an organization's human resources effectively by hiring the right employees and motivating them to help the organization achieve its goals. It is a critical and continuous management process performed by all managers.
Training Needs Analysis
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Newly appointed people must be first trained in the organization. This training has to be done properly, clearly and neatly. The new process of training is to analyze the new people who have joined the organization for working. Analyzing the new people may help to what actually training the people required for working. This will stop the waste of time as people may know the same thing earlier. Nishad Nitin Vairagi | Smitil Dattatrey Patil | Pratibha M. Deshmukh"Training Needs Analysis" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-5 , August 2018, URL: http://www.ijtsrd.com/papers/ijtsrd15759.pdf http://www.ijtsrd.com/computer-science/other/15759/training-needs-analysis/nishad-nitin-vairagi
Project employee-training-development--n
This document appears to be an introductory section of a project report on employee training and development. The objectives are to lay the foundation for training and development at the author's organization and to improve the current training process. The scope involves exploring the field of human resources and gathering feedback to provide exposure. The research methodology will include an exploratory study through secondary data analysis and surveys, followed by a descriptive study using monitoring and interrogation to document the actual training process and suggest improvements. The limitations are the small sample size, reliance on respondent perceptions, and limited time for the study.
Need Assessment (TNA) (1) (1).pptx
The document discusses methods for assessing training needs within organizations. It describes conducting a needs assessment as the starting point for developing training programs. A needs assessment identifies performance gaps and skills required for current and future jobs. It also determines conditions for training. The document outlines different levels of needs assessment, including strategic, task, and person analyses. Strategic analysis examines organizational goals, resources, climate, and constraints. Task analysis identifies job standards and skills/knowledge needed. Person analysis evaluates individual performance and reasons for levels of performance. Conducting a thorough needs assessment is important but can also be time-consuming and face roadblocks. The document provides tips to effectively assess needs.
Project employee-training-development
This document is a project report on employee training and development. It discusses the objectives of the study which are to lay the foundation for training and development processes and to improve the current training and development practices of an organization. It covers topics like the scope of the study, definitions of training and development, identification of training needs, the training process, development process, research methodology used, questionnaires, and limitations. The overall purpose is to explore and understand employee training and development practices in organizations.
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Identifying training needs
- 1. IDENTIFYING TRAINING NEEDS By NISSAR S3 MBA
- 2. TRAINING According to Edwin.B.flippo “training is the act of increasing knowledge and skills of an employee for doing a particular job”. Training involves the development of skills that are usually necessary to perform a specific job. It should bring positive changes in knowledge, skills and attitude.
- 3. OBJECTIVES To increase knowledge of workers in doing specific job. To impart news skills among the workers systematically so that they learn quickly. To bring about changes in the attitude of workers toward fellow workers, supervisors and organization. To improve overall performance of organisation.
- 4. cont To make the workers handle materials, machinery and equipment efficiently thus to check wastage of time and resources. To reduce the number of accidents by providing safety training to workers. To prepare workers for higher jobs by developing advanced skills in them
- 10. Higher morale
- 11. Preparation of future managers
- 13. Task analysis
- 15. 1.ANALYSIS OF OBJECTIVES Long term and short term objectives and their relative priorities should be properly analyzed. Specific goals for various departments should be stated which will serve as means for achieving the overall organization objective. Management would have to examine what are the specific training inputs that would contribute towards the achievement of these objectives.
- 18. example If there is a mismatch between value system of the organization and value system of employees. this mismatch may due to culture,religion,social aspects etc.here the training is required for all the employees irrespective of their designation. Training is requires in this type mainly in mergers and acquisitions.
- 20. Methods to be used
- 21. Way employees learn these methods
- 23. MANPOWER ANALYSIS Quality of manpower required by organization is carefully analyzed. It has to be done in the light of both internal and external environment. Organization should be properly scanned to determine the quality of human resource.
- 24. To achieve quality Identify specific areas where individual need training. Capability of present workers to learn new skills. Time frame within which training must be imparted. Job designing and redesigning ,intoduction of new work methods and technology.
- 26. Deciding methods to achieve these objectives.
- 27. Overall aim of training program is to increase organizational effectiveness.
- 28. However each training program should have specific objectives which includes
- 31. Higher morale
- 32. Better health and safety
- 36. Determination of training period
- 38. Learning
- 39. Behaviour