Industrial Training
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The document discusses industrial training, including its definition, need, objectives, types, benefits, and methods. It notes that training is a process of learning that emphasizes job instruction, relations, and knowledge as well as managerial skills. The key objectives of training are to increase productivity, responsibility, skills, knowledge, cooperation, and individual development. Training types include orientation, technical, and attitude modification training located on-the-job or in a classroom for workmen, supervisors, or executives. Benefits include providing key skills and knowledge, reducing boredom, and increasing productivity, morale, and opportunities. Common training methods are on-the-job, center-based, demonstration, apprenticeship, lectures, conferences, presentations
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Training and developmentf
Training and development help employees and organizations in several ways. They involve assessing needs, designing programs, implementing training, and evaluating effectiveness. The goal is to provide employees with skills, education, and opportunities to grow. This benefits organizations through improved performance, productivity, and morale, and benefits individuals through career development, satisfaction, and self-improvement. Proper training and development are important for organizational success.
training
“learning as a way of being is a mentality. It is foundational to all efforts to enhance the learning of managerial leaders.”
Training as an organizational intervention may be defined as well as thought of set activities aimed to facilitate learning of knowledge, attitude, and skills among its people in the organization to improve their current job performance and contribution to the achievement of organizational goals.
There is no doubt that management through its human resource management unit will always plan, design, and implement training programs for its rank-and-file, supervisory and managerial people based on any or a combination of these perceived importance of training.
“training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose.
Training is organizational planned effort to change the behavior or attitudes of employees so that they can perform jobs on acceptable standards.
Increase organizational commitment.
Improve job performance.
Contributes to flexibility to adapt to changing internal and external factors.
Develops interpersonal skills.
Creates an interesting and challenging environment.
Heightens employee morale.
Increase knowledge and awareness of the total environment.
Helps achieve overall organizational objectives.
Helps retain a competent and efficient workforce.
Develops creativity and problems solving skills.
Helps improve and acquire technical skills.
Job requirements employees selected for a job might lack the qualification required for a job effectively. New and experienced employees require detailed instruction for effective performance on the job.
Remedial training must be given to some employees who are new to the organization
Technological changes
Organizational Viability
Internal mobility
Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee.
Training is different form education; particularly formal education. The education is concerned mainly with enhancement of knowledge, but the aims of training are increasing knowledge while changing attitudes and competences in good manner.
Basically the education is formulated with in the framework and to syllabus, but the training is not formed in to the frame and as well as syllabus. It may differ from one employee to another, one group to another
In the field of Human Resources Management, Training and Development is the field concern with organizational activities which are aimed to bettering individual and group performances in organizational settings. Training is really developing employees’ capacities through learning and practicing.
Training and Development is the framework for helping employees to dev
Training function+hrd
This document provides an overview of the training function and human resource development (HRD) concepts. It discusses training as a strategic function for organizations and describes the typical training process. The training process involves analyzing needs, designing the training program, developing materials, implementing the program, and evaluating the results. The goal is to apply a systematic approach to improve learning outcomes and job performance.
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Infosys is one of India’s leading information technology services companies.
The top management of Infosys has always placed a strong emphasis on training and development.
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The document provides an overview of training and development at Reliance Money. It discusses traditional and modern approaches to training, defining training as a learning process to enhance employee performance. The scope of the study is on training practices and modules at Reliance Money to judge knowledge enhancement and feedback effectiveness. The objectives are to examine the impact of training on skill development, changes in behavior and output.
training manager - Copy
Sanjay Kumar Raina is seeking a role as a Trainer/Training & Development Manager with 20 years of experience in the Indian Air Force as an Academic Trainer and Training Administrator. He has experience identifying training needs, designing and delivering training programs, conducting assessments, and providing performance feedback and management. His areas of expertise include soft skills training, leadership development, counseling, and knowledge mapping for career enhancement. He holds an MBA in HR, masters and bachelors degrees, and certificates in computing and retail management.
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Mr. S. Kalyanakumar is a 49-year-old trainer with a Masters in Business Administration from Alagappa University. He has over 20 years of experience in human resources and operations roles for manufacturing companies in various industries. As a trainer, he is experienced in team building, employee development, and facilitating two-way communication during training sessions. He strives to help participants interact with training content passionately and creatively.
Training and developmentf
Training and development help employees and organizations in several ways. They involve assessing needs, designing programs, implementing training, and evaluating effectiveness. The goal is to provide employees with skills, education, and opportunities to grow. This benefits organizations through improved performance, productivity, and morale, and benefits individuals through career development, satisfaction, and self-improvement. Proper training and development are important for organizational success.
training
“learning as a way of being is a mentality. It is foundational to all efforts to enhance the learning of managerial leaders.”
Training as an organizational intervention may be defined as well as thought of set activities aimed to facilitate learning of knowledge, attitude, and skills among its people in the organization to improve their current job performance and contribution to the achievement of organizational goals.
There is no doubt that management through its human resource management unit will always plan, design, and implement training programs for its rank-and-file, supervisory and managerial people based on any or a combination of these perceived importance of training.
“training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose.
Training is organizational planned effort to change the behavior or attitudes of employees so that they can perform jobs on acceptable standards.
Increase organizational commitment.
Improve job performance.
Contributes to flexibility to adapt to changing internal and external factors.
Develops interpersonal skills.
Creates an interesting and challenging environment.
Heightens employee morale.
Increase knowledge and awareness of the total environment.
Helps achieve overall organizational objectives.
Helps retain a competent and efficient workforce.
Develops creativity and problems solving skills.
Helps improve and acquire technical skills.
Job requirements employees selected for a job might lack the qualification required for a job effectively. New and experienced employees require detailed instruction for effective performance on the job.
Remedial training must be given to some employees who are new to the organization
Technological changes
Organizational Viability
Internal mobility
Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee.
Training is different form education; particularly formal education. The education is concerned mainly with enhancement of knowledge, but the aims of training are increasing knowledge while changing attitudes and competences in good manner.
Basically the education is formulated with in the framework and to syllabus, but the training is not formed in to the frame and as well as syllabus. It may differ from one employee to another, one group to another
In the field of Human Resources Management, Training and Development is the field concern with organizational activities which are aimed to bettering individual and group performances in organizational settings. Training is really developing employees’ capacities through learning and practicing.
Training and Development is the framework for helping employees to dev
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This document provides an overview of the training function and human resource development (HRD) concepts. It discusses training as a strategic function for organizations and describes the typical training process. The training process involves analyzing needs, designing the training program, developing materials, implementing the program, and evaluating the results. The goal is to apply a systematic approach to improve learning outcomes and job performance.
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1. The document discusses training initiatives at Godrej, an Indian conglomerate, including the need for change after a joint venture ended in 1995 and the company's emphasis on training programs.
2. Key training programs included TQM awareness in 1995, GALLOP for new recruits in 2002, EVA training for managers in 2001, and E-Gyan's e-learning initiative in 2002.
3. Godrej focused on participative management, total quality management, and imparting knowledge to motivate employees and develop leaders through rotational and self-learning programs.
The Training Process
The document discusses the training process and provides details on the typical steps involved:
1. Assessing organizational objectives and strategies to determine training needs.
2. Conducting a needs assessment to identify current and future skill requirements.
3. Establishing training goals based on the results of the needs assessment.
4. Designing training programs to address the goals by determining topics, trainers, methods, and locations.
5. Implementing the designed training programs.
6. Evaluating the results of the training programs to determine their effectiveness.
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Training and development are important for organizational growth. Training imparts skills for current or future jobs through learning programs, while development helps employees grow personally and professionally. The goals of training are to onboard new employees, improve performance in current roles, and prepare for more advanced roles. An effective training program assesses needs, designs objectives, implements training, evaluates impact, and ensures continuous improvement through a closed-loop system. This benefits employees through career growth and the organization through higher productivity, quality and efficiency.
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This document discusses training and provides details on:
1. It defines training as teaching skills and knowledge to improve capability, productivity, and performance.
2. It lists the importance of training as responding to technology, organizational changes, workforce diversity, and career development.
3. It describes different types of training including skills training, retraining, cross-functional training, creativity training, and diversity training.
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This presentation may serve the needs of working managers as well as students of HRM & HRD to some extent.
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Talent management at Infosys involves attracting, recruiting, training, and retaining qualified employees. Key aspects of their talent management process include competitive salaries, extensive training programs lasting 3 months for new employees, a strong company image, opportunities for learning and promotion, and pleasant working environments. Infosys uses various recruitment strategies like campus recruitment and working with academics to attract talent, and provides benefits and exit interviews to support employees throughout their careers.
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learning specialist and instructor .
administrator of training and development staff and programmes .
information coordinator.
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The document summarizes workshops and events held by the HR department of Suresh Gyan Vihar University. It discusses a workshop on recent trends in HR led by an executive from Cyber Futuristics, where students learned about recruitment, training, retention and other HR practices. It also mentions the inauguration of an HR dictionary created by students to help people interested in HR. Finally, it discusses motivational guidance that HR students received during visits from executives in other companies about developing high performance teams and calculating return on investment from training.
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2. Key training programs included TQM awareness in 1995, GALLOP for new recruits in 2002, EVA training for managers in 2001, and E-Gyan's e-learning initiative in 2002.
3. Godrej focused on participative management, total quality management, and imparting knowledge to motivate employees and develop leaders through rotational and self-learning programs.
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The document discusses the training process and provides details on the typical steps involved:
1. Assessing organizational objectives and strategies to determine training needs.
2. Conducting a needs assessment to identify current and future skill requirements.
3. Establishing training goals based on the results of the needs assessment.
4. Designing training programs to address the goals by determining topics, trainers, methods, and locations.
5. Implementing the designed training programs.
6. Evaluating the results of the training programs to determine their effectiveness.
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Employee training managemen
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Training and development are important for organizational growth. Training imparts skills for current or future jobs through learning programs, while development helps employees grow personally and professionally. The goals of training are to onboard new employees, improve performance in current roles, and prepare for more advanced roles. An effective training program assesses needs, designs objectives, implements training, evaluates impact, and ensures continuous improvement through a closed-loop system. This benefits employees through career growth and the organization through higher productivity, quality and efficiency.
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This document discusses training and provides details on:
1. It defines training as teaching skills and knowledge to improve capability, productivity, and performance.
2. It lists the importance of training as responding to technology, organizational changes, workforce diversity, and career development.
3. It describes different types of training including skills training, retraining, cross-functional training, creativity training, and diversity training.
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This presentation may serve the needs of working managers as well as students of HRM & HRD to some extent.
NARESH 1 DECEMBER 2016
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- Infosys was rated the world's best in employee training and development for three consecutive years by the ASTD.
- Infosys established the Global Education Centre in 2005, one of the largest corporate training centers in the world, to provide generic, technical, and soft skills training to new hires over 14.5 weeks.
- The training center had a capacity to train around 15,000 new hires per year across various technology areas.
- Training at Infosys is divided into programs for band B and C employees, focusing on areas like induction, process training, quality certification, leadership,
hrd
The presentation discusses human resource development (HRD). It defines HRD as focusing on improving existing employee capabilities and helping them acquire new skills needed to achieve organizational and individual goals. The presentation notes that HRD uses training, organizational development, and career development to improve individual, group and organizational effectiveness. It outlines various functions of HRD including training and development, organizational development, career development, career planning, and performance appraisal. The presentation emphasizes that training is important for higher productivity, quality improvement, safety, and updating employees on new technologies. It discusses various on-the-job and off-the-job training methods and their advantages and disadvantages.
Lesson 22
The document discusses training and development in organizations. It begins by defining learning and training. Learning is a relatively permanent change in behavior from experience, while training focuses on providing employees with skills to improve performance.
The training process has four phases: needs assessment, development and delivery of training, training methods, and evaluation. Needs assessment identifies organizational, task, and personal training needs. A variety of training methods are described, including lectures, simulations, apprenticeships, and e-learning. Finally, evaluation assesses whether training objectives and goals were achieved through measures like participant feedback and pre-/post-testing.
Training and Development - J.Mexon
The document discusses various topics related to talent acquisition, training, and development in human resource management. It defines talent acquisition as focusing on finding, attracting, hiring, growing, and retaining top talents. It also outlines the talent acquisition process and common methods used. The document then discusses the importance of training and different training methods, such as on-the-job training and off-the-job training. It also compares training and development and outlines various evaluation methods to assess training effectiveness.
Traning and development
This document provides information about a training and development project completed by 5 students. It includes an acknowledgement, index, and sections on the nature of training and development, inputs in training and development, importance of training, the training process, methods of training, and two case studies with an analysis. The key information presented includes definitions of training and development, the steps in the training process, and various methods used for training such as lectures, on-the-job training, case studies, and role playing.
A project report on training and development in sahara india
The document discusses training and development in organizations. It covers key topics like the importance of training, models of training, the training process, and training evaluation. Specifically, it outlines the systems model, instructional systems development model, and transitional model of training. It also describes the typical phases of training including needs analysis, design, implementation, and evaluation. Overall, the document provides an overview of training concepts and frameworks.
Training & Development.pptx
This document outlines the topics and process of a training and development course. The topics to be covered include the concept of training, methods of training, and evaluation of training. It discusses different training methods such as on-the-job training, off-the-job training, and competency-based training. It also outlines the steps in evaluating training programs, including determining indicators of effectiveness and choosing appropriate evaluation methods. The goal of the training evaluation is to provide feedback on the value of training programs and their impact on achieving business goals.
Hr project
The document discusses training and development practices at Infosys. It begins with an introduction to training and development, outlining its objectives and importance as a source of competitive advantage. It then covers topics such as orienting employees, various training methods including on-the-job and off-the-job approaches, and the training process from needs assessment to evaluation. The document also briefly discusses management development and provides an overview of training at Infosys before concluding with a bibliography.
Training & Development HRM
This document provides an overview of training and development. It discusses how training and development has evolved from transferring knowledge through signs and actions to more formal programs to help workers use new machines. It also explains that employees are now seen as assets that can be developed to benefit the organization. The document outlines different training and development methods, both on-the-job and off-the-job, and discusses the objectives and process of training and development programs.
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.
Training and development
This document discusses training and development in human resources. It defines training as developing skills through instruction and practice for a specific purpose, while defining management development as preparing potential managers for higher positions through leadership training. It outlines different types of training like induction, job instruction, and refresher training. Management development aims to improve manager performance and create a team of competent leaders. The importance of training and development is highlighted as improving job skills, morale, and relationships to benefit both organizations and individuals.
Management training &development
Training plays an important role in developing employees' skills and knowledge. There are differences between training, which focuses on current job skills, and management development, which prepares employees for future roles. Effective training requires identifying needs, designing programs with clear objectives, and using various methods like on-the-job and off-the-job approaches. Organizations benefit from improved performance, while training also develops employees' abilities and job satisfaction. Regular needs assessments and program evaluations ensure training continuously meets organizational and individual goals.
Effective HR Training & Development Strategies
Effective HR Training & Development StrategiesWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
In this presentation, we will understand the needs of systematic training for a various jobs/ levels and the benefits reaped.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Trainig and development
1) Training is an important benefit for attracting and retaining employees, as it improves their competencies and contributes to organizational success.
2) Effective training evaluates both short and long term impacts, analyzes organizational needs, jobs, and employee skills, and creates the right conditions for learning and development.
3) Training programs should motivate employees, develop new skills and knowledge, include real-world practice, and ensure accountability in order to maximize learning.
Training and development(REMTEC,shamli)
This document discusses training and development in organizations. It defines training and development, their objectives, importance and types. There are two main types of training: on-the-job training which occurs at work, and off-the-job training which takes place outside the normal work situation. On-the-job training methods include job rotation, coaching and job instruction. Off-the-job training methods include vestibule training, role playing and lectures. The document compares the key differences between on-the-job and off-the-job training.
Training as a changing agent
This document discusses training, including defining it, describing types of training, listing training methods, and criteria for measuring effectiveness. Training is defined as organized activities that increase knowledge and skills for a specific purpose. The types of training discussed are induction, job, internship, refresher, and promotion training. On-the-job and off-the-job are two broad methods of training mentioned. Effectiveness can be measured by trainees' reaction, learning, and behavior change resulting from the training. The goal is for trainees to apply the knowledge and skills acquired.
Traning & Development
The document discusses training and development in organizations. It covers identifying training needs through organizational, task, and individual analysis. Training benefits include increased productivity, less supervision, job satisfaction, and skills development. Training methods can be on-the-job like mentoring or off-the-job like simulations and role playing. After training, evaluation is important to assess the impact on individual and organizational performance.
A project report on training and development with special reference to sahara...
This document discusses training and development. It defines training and development as improving existing employee skills and exploring potential skills to improve organizational effectiveness. The goals of training and development are to improve individual, organizational, functional, and societal outcomes. Training provides skills, education, development, ethics training, and teaches decision making. Models discussed include the systems model, which involves analyzing needs, designing training, developing materials, implementing, and evaluating training. The importance of training is also highlighted, such as increasing productivity, building team spirit, and improving organizational culture, climate, quality, and profitability.
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A project report on training and development in sahara india
A project report on training and development in sahara india
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Chemical engineering and electronics engineering and chemical development of the day of the almighty paw paw paw
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Blood finder application project report (1).pdf
Blood Finder is an emergency time app where a user can search for the blood banks as
well as the registered blood donors around Mumbai. This application also provide an
opportunity for the user of this application to become a registered donor for this user have
to enroll for the donor request from the application itself. If the admin wish to make user
a registered donor, with some of the formalities with the organization it can be done.
Specialization of this application is that the user will not have to register on sign-in for
searching the blood banks and blood donors it can be just done by installing the
application to the mobile.
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一比一原版(uoft毕业证书)加拿大多伦多大学毕业证如何办理
原版一模一样【微信：741003700 】【(uoft毕业证书)加拿大多伦多大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
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三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
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◇申请留学生创业基金
留信网认证的作用:
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2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
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8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(uoft毕业证书)加拿大多伦多大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(uoft毕业证书)加拿大多伦多大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(uoft毕业证书)加拿大多伦多大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(uoft毕业证书)加拿大多伦多大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
Null Bangalore | Pentesters Approach to AWS IAM
#Abstract:
- Learn more about the real-world methods for auditing AWS IAM (Identity and Access Management) as a pentester. So let us proceed with a brief discussion of IAM as well as some typical misconfigurations and their potential exploits in order to reinforce the understanding of IAM security best practices.
- Gain actionable insights into AWS IAM policies and roles, using hands on approach.
#Prerequisites:
- Basic understanding of AWS services and architecture
- Familiarity with cloud security concepts
- Experience using the AWS Management Console or AWS CLI.
- For hands on lab create account on [killercoda.com](https://killercoda.com/cloudsecurity-scenario/)
# Scenario Covered:
- Basics of IAM in AWS
- Implementing IAM Policies with Least Privilege to Manage S3 Bucket
- Objective: Create an S3 bucket with least privilege IAM policy and validate access.
- Steps:
- Create S3 bucket.
- Attach least privilege policy to IAM user.
- Validate access.
- Exploiting IAM PassRole Misconfiguration
-Allows a user to pass a specific IAM role to an AWS service (ec2), typically used for service access delegation. Then exploit PassRole Misconfiguration granting unauthorized access to sensitive resources.
- Objective: Demonstrate how a PassRole misconfiguration can grant unauthorized access.
- Steps:
- Allow user to pass IAM role to EC2.
- Exploit misconfiguration for unauthorized access.
- Access sensitive resources.
- Exploiting IAM AssumeRole Misconfiguration with Overly Permissive Role
- An overly permissive IAM role configuration can lead to privilege escalation by creating a role with administrative privileges and allow a user to assume this role.
- Objective: Show how overly permissive IAM roles can lead to privilege escalation.
- Steps:
- Create role with administrative privileges.
- Allow user to assume the role.
- Perform administrative actions.
- Differentiation between PassRole vs AssumeRole
Try at [killercoda.com](https://killercoda.com/cloudsecurity-scenario/)
Levelised Cost of Hydrogen (LCOH) Calculator Manual
The aim of this manual is to explain the
methodology behind the Levelized Cost of
Hydrogen (LCOH) calculator. Moreover, this
manual also demonstrates how the calculator
can be used for estimating the expenses associated with hydrogen production in Europe
using low-temperature electrolysis considering different sources of electricity
Call For Paper -3rd International Conference on Artificial Intelligence Advan...
* Registration is currently open *
Call for Research Papers!!!
Free – Extended Paper will be published as free of cost.
3rd International Conference on Artificial Intelligence Advances (AIAD 2024)
July 13 ~ 14, 2024, Virtual Conference
Webpage URL: https://aiad2024.org/index
Submission Deadline: June 22, 2024
Submission System URL:
https://aiad2024.org/submission/index.php
Contact Us:
Here's where you can reach us : aiad@aiad2024.org (or) aiadconference@yahoo.com
WikiCFP URL: http://wikicfp.com/cfp/servlet/event.showcfp?eventid=180509©ownerid=171656
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一比一原版(CalArts毕业证)加利福尼亚艺术学院毕业证如何办理
CalArts毕业证学历书【微信95270640】CalArts毕业证’圣力嘉学院毕业证《Q微信95270640》办理CalArts毕业证√文凭学历制作{CalArts文凭}购买学历学位证书本科硕士,CalArts毕业证学历学位证【实体公司】办毕业证、成绩单、学历认证、学位证、文凭认证、办留信网认证、（网上可查，实体公司，专业可靠）
(诚招代理)办理国外高校毕业证成绩单文凭学位证,真实使馆公证（留学回国人员证明）真实留信网认证国外学历学位认证雅思代考国外学校代申请名校保录开请假条改GPA改成绩ID卡
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办理加利福尼亚艺术学院加利福尼亚艺术学院毕业证文凭证书流程：
1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
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-全套服务：毕业证成绩单真实使馆公证真实教育部认证。让您回国发展信心十足！
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Industrial Training
- 3. “ It is good to have good will, It is good to have enthusiasm, But it is essential to have “Training”. (Jawahar Lal Nehru)
- 4. Training is a process of learning, in which emphasis is given for job instruction, job relation, and job knowledge programmes in addition to managerial skills. 1. Definition of Training
- 5. 2. Need for Training 1. Job Requirements. 2. Technological Changes. 3. Organisational Viability. 4. Internal Mobility.
- 6. 3. Objectives of Training 1. To increase productivity. 2. To accept more responsibility. 3. To impart supervisory and social skills. 4. To increase knowledge. 5. To develop the individual to utilize his/her knowledge. 1. To increase co-operation and coordination. ➔A good training has the following objectives:
- 7. 4. Types of Training 1. Purpose of Training: a. Orientation, b. Technical, c. Attitude Modification. 2. Location of Training: a. On the job, b. Class room.
- 8. 4. Types of Training 3. Level of Training: a. Workmen, b. Supervisors, c. Executives. 4. Training Characteristics: a. Apprentice, b. Refresher, c. Extensive.
- 9. 5. Benefits of Training 1. Provides key knowledge and skills. 2. New skills reduce boredom. 3. Increase in productivity. 4. Increase in morale. 5. Improvement in working methods. 6. More opportunities for growth and promotion.
- 10. 6. Training Methods 1. On- the- job training. 2. Training- Centre Training. 3. Demonstration. 4. Apprenticeship. 5. Lectures. 6. Conferences. 7. Films/ slides presentation. 8. Group Discussions.
- 11. Craftsmen Training ➔A trainee learns the following: ◆ About the type of work. ◆ Various operations involved in doing the job. ◆ How to maintain quality of the job. ◆ About various other activities going on in the industry. ◆ Lastly, various safety measures to be taken while doing a job.
- 12. Supervisor Training ➔A trainee learns the following: ◆ Technique of handling men. ◆ Taking disciplinary action. ◆ Maintenance of Quality. ◆ Time and Motion study. ◆ Inter-departmental relationship. ◆ Control of production. ◆ Various safety measures.
- 13. Executive Training ➔A trainee learns the following: ◆ Organization. ◆ Leadership. ◆ Factory rules and regulations. ◆ Official routine work.
- 14. Thanks! ( for your patience ;) Any Questions?