This document discusses employee training and development. It begins by outlining objectives of understanding how training can help companies deal with workplace forces and learning the training design process. It then defines training and describes the typical training design process. Key sections include discussing forces influencing the workplace that training can address, such as globalization and new technology. It also outlines the roles and competencies required of training professionals, such as understanding adult learning principles for instructors and business understanding for strategic roles.
Total quality management - process interventions - Organizational Change an...manumelwin
Total Quality Management (TQM) is a management approach that originated in the 1950s and has steadily become more popular since the early 1980s.
Total quality is a description of the culture, attitude and organization of a company that strives to provide customers with products and services that satisfy their needs.
Process interventions - Organizational Change and Development - Manu Melwin Joymanumelwin
Six Sigma is a disciplined, data-driven approach and methodology for eliminating defects (driving toward six standard deviations between the mean and the nearest specification limit) in any process – from manufacturing to transactional and from product to service.
The identification of training needs has been done by keeping the individual and organization as the base point, in this second part of the slide of lesson “Training Needs Analysis” brought to you by Welingkar’s Distance Learning Division, explained is the Analysis of Training, its needs individually, inside a group etc.
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This paper was set to examine the approaches to training and development in the banking sector. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that the Kirkpatrick approach is widely used, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development approach which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that most of training and development approaches used in the banking industry are that of Kirkpatrick. Each employer who invests seriously in the area of Training and Development needs to understand the approach to use in order to reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. New entrants into organizations have various skills, though not all are relevant to organizational needs, hence the right approach to T&D is crucial. Right approaches to T and D are required for Human Resources to enable them work towards taking the organization to its expected destination. It is against this backdrop of the relative importance of approaches to evaluation of training and development in banks that this paper addressed.
This is a formal presentation about the HR practices that are occurring in the ready-made garments industries. This is a Group Presentation for our course - Human Resource Management (HRM). This slide is created and organized by one of my batchmates We chose an appropriate name for our company - Babylon Group Limited.
Total quality management - process interventions - Organizational Change an...manumelwin
Total Quality Management (TQM) is a management approach that originated in the 1950s and has steadily become more popular since the early 1980s.
Total quality is a description of the culture, attitude and organization of a company that strives to provide customers with products and services that satisfy their needs.
Process interventions - Organizational Change and Development - Manu Melwin Joymanumelwin
Six Sigma is a disciplined, data-driven approach and methodology for eliminating defects (driving toward six standard deviations between the mean and the nearest specification limit) in any process – from manufacturing to transactional and from product to service.
The identification of training needs has been done by keeping the individual and organization as the base point, in this second part of the slide of lesson “Training Needs Analysis” brought to you by Welingkar’s Distance Learning Division, explained is the Analysis of Training, its needs individually, inside a group etc.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/effectivehrtrainingslides
Join us on Facebook: http://www.facebook.com/welearnindia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
This paper was set to examine the approaches to training and development in the banking sector. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that the Kirkpatrick approach is widely used, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development approach which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that most of training and development approaches used in the banking industry are that of Kirkpatrick. Each employer who invests seriously in the area of Training and Development needs to understand the approach to use in order to reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. New entrants into organizations have various skills, though not all are relevant to organizational needs, hence the right approach to T&D is crucial. Right approaches to T and D are required for Human Resources to enable them work towards taking the organization to its expected destination. It is against this backdrop of the relative importance of approaches to evaluation of training and development in banks that this paper addressed.
This is a formal presentation about the HR practices that are occurring in the ready-made garments industries. This is a Group Presentation for our course - Human Resource Management (HRM). This slide is created and organized by one of my batchmates We chose an appropriate name for our company - Babylon Group Limited.
A planned process to modify attitude , knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization.
6.18.pdfChapter 1 TopicsThe Next Generation HRCorey .docxevonnehoggarth79783
6.18.pdf
Chapter 1 Topics
The Next Generation HR
Corey Wicks
Sara Elnour
MGMT 3010
Summer 2014
Virg
HR Fundamentals (Corey)
• HR (Human Resource) function- Window through which to observe a
business.
Approach: “Tell us about your business”
• Translate external issues into internal actions.
• HR is not the business, HR supports the business (creates value).
• HR professionals need to understand the business.
HR Stage 1-
Administrative duties (Employee Compensation, Attendance,
Pension/Retirement, Employee Recruitment)
HR Stage 2-
Sourcing, Rewards, Training, Communication
HR Stage 3-
Integration (Simultaneously work with different functions
such as Finance, Marketing, Operations).
Heightened Individual Attention (Work Place Environment,
Personality Screening-Myers Briggs)
HR Stage 4-
Realize External Business Conditions “HR from the outside
in”
HR working from the outside, in (Corey)
• Employee Placement/ Promotion- Based on customer expectations
“employees our customers want to work with”
• Training from the outside- customers, suppliers, investors, regulators help
design training programs
• Rewards from the outside- customers (determine best performing
employees) & investors
• Performance Review- customers & investors asses performance standards
• Communication from the outside- Employee messages shared with
customers & investors
• Culture from the outside- identity of business from customer’s perspective
Macro-environment that affects HR (Corey)
• Society (changing LGBT policies)
• Technology (Electric Vehicles, Solar power)
• Economies (U.S. Housing Bubble)
• Politics (Arab Spring 2011)
• Environment (Hurricane Katrina-Damage businesses, affect business
suppliers)
• Demographics (China’s one Child Policy-population control)
Business Stakeholders (Corey)
• Definition: Those that have an interest or concern in a business.
• HR Function: Create and deliver expectations to each stakeholder
http://www.bing.com/images/search?q=business+stakeholders&FORM=HDRSC2#view=detail&id=5C7DAB2DDB20BC5F3666B8959CBB75DF47EF7AE6&selectedIndex=3
Business Strategies (Sara)
• managing risk-operational, strategic and financial
• global positioning- conducting business worldwide
• managing a globally diverse workforce- increase culture, increase
the ideas
• adapting or change
• collaborating across boundaries- increase product ideas and
innovation
HR Transformation (Sara)
• HR is now focusing more on customers, suppliers, managers,
owners and the community
• HR is now more integrated in many business support functions
• HR is focusing more in delivering value to the company
Concl.
Research on HRM Project for Training and Development in any Industry. Whether Training and Developement Programs in the Organisations are necessary or not? How Training Needs Analysis is done?
How Employee Learning and Development Can Drive Business Growth.pdfMenTutor
Investing in employee learning and development can lead to business growth. Discover the benefits, strategies, and best practices for effective employee training programs, including mentorship, alignment with company goals, and creating a culture of continuous learning. Overcome challenges such as limited budget and resistance to change to improve employee productivity, quality of work, customer satisfaction, innovation, and more.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
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.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
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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.
1. 1 - 1
Employee Training and
Development
Employee Training and
Development
2. 1 - 2
Introduction: Training for
Competitive Advantage
Introduction: Training for
Competitive Advantage
3. Objectives
After reading this chapter, you
should be able to:
1. Discuss the forces influencing the
workplace and learning, and explain how
training can help companies deal with these
forces.
2. Discuss various aspects of the instructional
system design model.
3. Describe the amount and types of training
occurring in various companies.
1 - 3
4. Objectives (continued)
4. Discuss the key roles and competencies
required for training professionals.
5. Identify appropriate resources (e.g.,
journals, websites) for learning about
training research and practice.
1 - 4
5. What is training?
Training refers to a planned effort by a
company to facilitate employees’ learning of
job-related competencies.
The goal of training is for employees to
master the knowledge, skill, and behaviors
emphasized in training programs, and
apply them to their day-to-day activities
1 - 5
6. Training Design Process
1 - 6
Conducting Needs
Assessment
Ensuring
Employees’
Readiness for
Training
Creating a
Learning
Environment
Ensuring Transfer
of Training
Developing an
Evaluation Plan
Select Training
Method
Monitor and
Evaluate the
Program
7. Assumptions of Training Design
Approaches
Training design is effective only if it helps
employees reach instructional or training
goals and objectives.
Measurable learning objectives should be
identified before training.
Evaluation plays an important part in
planning and choosing a training method,
monitoring the training program, and
suggesting changes to the training design
process.
1 - 7
8. Forces Influencing the
Workplace
and Training
Globalization
Need for leadership
Increased value placed on knowledge
Attracting and winning talent
Quality emphasis
Changing demographics and diversity of the
work force
New technology
High-performance model of work systems
1 - 8
9. Core Values of Total Quality
Management
Methods and processes are designed to meet
the needs of internal and external customers.
Every employee in the company receives
training in quality.
Quality is designed into a product or service
so that errors are prevented from occurring,
rather than being detected and corrected.
1 - 9
10. Core Values of TQM (continued)
The company promotes cooperation with
vendors, suppliers, and customers to improve
quality and hold down costs.
Managers measure progress with feedback
based on data.
1 -
10
11. Skills needed to manage a
diverse work- force include:
Communicating effectively with employees
from a wide variety of backgrounds.
Coaching and developing employees of
different ages, educational backgrounds,
ethnicities, physical abilities, and races.
Providing performance feedback that is free
of values and stereotypes based on gender,
ethnicity, or physical handicap.
Creating a work environment that allows
employees of all backgrounds to be
innovative.
1 -
11
12. How Managing Cultural Diversity Can
Provide Competitive Advantage
1. Cost argument As organizations become more diverse, the cost of
a poor job in integrating workers will increase.
Those who handle this well will thus create cost
advantages over those who don’t.
2. Resource-
acquisition
argument
Companies develop reputations on favorability as
prospective employers for women and minorities.
Those with the best reputations for managing
diversity will be the most attractive employers for
women and minority groups.
An important edge in a tight labor market.
3. Marketing argument The insight and cultural sensitivity that members
with roots in other countries bring to the
marketing effort should improve these efforts in
important ways.
1 - 12
13. How Managing Cultural Diversity Can
Provide Competitive Advantage
(continued)
4. Creativity argument Diversity of perspectives and less emphasis on
conformity to norms of the past should improve
the level of creativity.
5. Problem-solving
argument
Heterogeneity in decisions and problem-solving
groups potentially produces better decisions
through a wider range of perspectives and more
through critical analysis of issues.
6. System flexibility
argument
An implication of the multicultural model for
managing diversity is that the system will become
less determinant, less standardized, and therefore
more fluid.
The increased fluidity should create greater
flexibility to react to environmental changes (i.e.,
reactions should be faster and cost less).
1 - 13
14. Use of new technology and work design
needs to be supported by specific HRM
practices:
Employees choose or select new employees
or team members.
Employees receive formal performance
feedback and are involved in the
performance improvement process.
Ongoing training is emphasized and
rewarded.
Rewards and compensation are linked to
company performance.
1 -
14
15. Use of new technology and work design
needs to be supported by specific HRM
practices: (continued)
Equipment and work processes
encourage maximum flexibility and
interaction between employees.
Employees participate in planning
changes in equipment, layout, and work
methods.
Employees understand how their jobs
contribute to the finished product or
service.
1 -
15
16. Roles and Competencies of
TrainersRoles Competencies
Analysis/Assessment Role Industry understanding; computer competence; data
analysis skill; research skill
Development Role Understanding of adult learning; skills in feedback;
writing, electronic systems, and preparing objectives
Strategic Role Career development theory; business understanding;
delegation skills; training and development theory;
computer competence
Instructor/Facilitator Role Adult learning principles; skills related to coaching,
feedback, electronic systems, and group processes
Administrator Role Computer competence; skills in selecting and
identifying facilities; cost-benefit analysis; project
management; records management
1 - 16