The document discusses employee training and development. It defines training as providing employees with skills to perform their current jobs, while development prepares employees for future roles. The document outlines the importance of training for organizations, different training types, needs analysis, learning principles, evaluation methods, and the responsibilities of HR and supervisors in orientation programs.
A training plan consists of 7 steps: 1) determining training needs through organizational, task, and manpower analysis; 2) establishing training policies; 3) setting goals and objectives like operational, performance, instructional, and personal growth; 4) preparing a training budget that estimates costs; 5) deciding on a training venue; 6) deciding on training methods and techniques based on job needs, trainee backgrounds, and available resources; 7) determining methods to evaluate training through measuring reactions, testing learning gains, observing performance changes, and measuring results.
The document provides an overview of job analysis and training and development. It discusses the various components of job analysis including job descriptions, specifications, task analysis, and job evaluation. It also covers the different aspects of training such as assessing needs, designing programs, types of training including on-the-job and off-site training, and evaluating effectiveness. Recommended readings on management and human resources management are also included.
This document discusses training evaluation in an organizational context. It outlines the purposes of training evaluation, which include identifying areas for modification and gaining information on needed changes. Principles of effective training are provided, such as clear objectives, organized material, and practice. The document also describes different types of training evaluation, including formative, process, outcome, and impact evaluation. Methods of evaluating training discussed include questionnaires, tests, interviews, and measuring performance and organizational metrics. Feedback is important to identify causes of any differences between expected and actual outcomes. Overall, regular evaluation of training programs and techniques is necessary to establish their effectiveness for the organization and individuals.
The document outlines the steps in the training process, including needs assessment, establishing training goals, designing training programs, implementation, and evaluation. It discusses various training techniques like on-the-job training, off-the-job training, lectures, demonstrations, simulations, and case studies. It also covers Kirpatrick's model for evaluating training programs and emphasizes the importance of needs assessment, goal setting, and evaluation in ensuring effective training.
This document discusses the management and organization of training programs. It provides details on several key aspects:
1. Conducting a training program involves considering organizational training policies, the type of program, and participants. Both in-house and external training have merits.
2. Steps in organizing training include identifying needs through organizational, task, and human resource analyses; setting objectives; establishing an organizational structure; operations; and evaluation. Training aims to increase effectiveness.
3. The training department structure can involve placement under HR, a matrix model involving functional experts, or delegation to functional heads. Roles and responsibilities must be clearly defined.
The document discusses training and development in organizations. It defines training as modifying behavior through learning from instruction, while development refers to learning for future career growth. Training aims to improve current job skills, while development provides general learning for growth. Education refers to training for a different job. The document also discusses the purposes, types, processes, advantages and issues of training in organizations.
This document discusses training and developing employees. It outlines why training is needed, what training is, and a systematic approach to training. The key points are:
1) Training is needed to improve employee performance, refresh skills and knowledge, and reduce mistakes.
2) Training involves improving individual and group performance in organizations through activities aimed at developing attitudes, skills and knowledge.
3) A systematic approach to training involves assessing needs, preparing a plan, specifying objectives, designing the program, selecting instruction methods, and evaluating the training.
A training plan consists of 7 steps: 1) determining training needs through organizational, task, and manpower analysis; 2) establishing training policies; 3) setting goals and objectives like operational, performance, instructional, and personal growth; 4) preparing a training budget that estimates costs; 5) deciding on a training venue; 6) deciding on training methods and techniques based on job needs, trainee backgrounds, and available resources; 7) determining methods to evaluate training through measuring reactions, testing learning gains, observing performance changes, and measuring results.
The document provides an overview of job analysis and training and development. It discusses the various components of job analysis including job descriptions, specifications, task analysis, and job evaluation. It also covers the different aspects of training such as assessing needs, designing programs, types of training including on-the-job and off-site training, and evaluating effectiveness. Recommended readings on management and human resources management are also included.
This document discusses training evaluation in an organizational context. It outlines the purposes of training evaluation, which include identifying areas for modification and gaining information on needed changes. Principles of effective training are provided, such as clear objectives, organized material, and practice. The document also describes different types of training evaluation, including formative, process, outcome, and impact evaluation. Methods of evaluating training discussed include questionnaires, tests, interviews, and measuring performance and organizational metrics. Feedback is important to identify causes of any differences between expected and actual outcomes. Overall, regular evaluation of training programs and techniques is necessary to establish their effectiveness for the organization and individuals.
The document outlines the steps in the training process, including needs assessment, establishing training goals, designing training programs, implementation, and evaluation. It discusses various training techniques like on-the-job training, off-the-job training, lectures, demonstrations, simulations, and case studies. It also covers Kirpatrick's model for evaluating training programs and emphasizes the importance of needs assessment, goal setting, and evaluation in ensuring effective training.
This document discusses the management and organization of training programs. It provides details on several key aspects:
1. Conducting a training program involves considering organizational training policies, the type of program, and participants. Both in-house and external training have merits.
2. Steps in organizing training include identifying needs through organizational, task, and human resource analyses; setting objectives; establishing an organizational structure; operations; and evaluation. Training aims to increase effectiveness.
3. The training department structure can involve placement under HR, a matrix model involving functional experts, or delegation to functional heads. Roles and responsibilities must be clearly defined.
The document discusses training and development in organizations. It defines training as modifying behavior through learning from instruction, while development refers to learning for future career growth. Training aims to improve current job skills, while development provides general learning for growth. Education refers to training for a different job. The document also discusses the purposes, types, processes, advantages and issues of training in organizations.
This document discusses training and developing employees. It outlines why training is needed, what training is, and a systematic approach to training. The key points are:
1) Training is needed to improve employee performance, refresh skills and knowledge, and reduce mistakes.
2) Training involves improving individual and group performance in organizations through activities aimed at developing attitudes, skills and knowledge.
3) A systematic approach to training involves assessing needs, preparing a plan, specifying objectives, designing the program, selecting instruction methods, and evaluating the training.
The document provides an overview of training and development. It defines training and development, outlines the fundamental elements and steps of the training process, and discusses some purposes and organizational factors affecting training. Specifically, it describes the relationship between training and other HR functions like task analysis, staffing, and performance appraisal. It also explains how an organization's strategy, structure, technology, and attitudes can impact its approach to training.
This document discusses the evaluation of a training program. It defines training effectiveness as the degree to which trainees are able to learn and apply skills from the training. The document outlines several methods for evaluating training programs, including evaluating reactions, cognitive outcomes, skills acquired, attitudes, and results/return on investment. It also discusses factors that influence training effectiveness and principles of effective evaluation.
The document discusses various topics related to human resource management including orientation, training, performance management, career planning, and performance appraisal. Specifically, it defines orientation as the process of becoming familiar with a new organization. It also outlines the objectives and importance of orientation training for new employees. Performance management is discussed as an ongoing process to improve employee performance and align it with organizational goals. Various methods of training evaluation and performance appraisal are also summarized.
The document discusses training and development in organizations. It defines training as modifying behavior through learning from instruction, while development refers to learning for future career growth. Training focuses on current job skills, while development provides broader learning for growth. Education involves learning for a different job. The purpose of training is to improve performance, productivity and reduce errors. Training needs arise from new technologies or methods. It provides benefits like higher efficiency and motivation while potential disadvantages include costs and time away from work.
The document discusses training and development in organizations. It defines training as modifying behavior through learning from instruction, while development refers to learning for future career growth. Training focuses on current job skills, while development provides broader learning for growth. Education involves learning for a different job. The purpose of training is to improve performance, productivity and reduce errors. Training needs arise from new technologies or methods. It provides benefits like higher efficiency and motivation, though it also has costs. Areas of training include building knowledge, technical skills, social skills, and techniques. The training process involves assessing organizational objectives and training needs before designing and implementing programs.
This document discusses various topics related to training and development. It begins by outlining Peter Drucker's prediction that training would become one of the fastest growing industries due to the replacement of industrial workers with knowledge workers. It then discusses the need for training due to factors like changes in technology, policies, and demographics.
Several types of training programs are mentioned, including diversity awareness training, sexual harassment training, and cross-cultural training. Different training methods like on-the-job training and off-the-job training are also outlined. Key aspects of developing an effective training program are highlighted, such as knowing your employees, dividing them into groups, and preparing and presenting information. Common training evaluation methods are also summarized,
The document discusses training and development in organizations. It begins by outlining the objectives of understanding why training is important, defining the ASK concept of developing attitudes, skills and knowledge, explaining the training process, and developing training lesson plans. It then covers various topics related to training including assessing training needs, the differences between training, education and development, principles of learning, and a systematic 9-step approach to training involving assessment, planning, implementation and evaluation. Specific methods and examples are provided to illustrate how to analyze training needs, develop training plans and programs, choose instructional methods, and evaluate training outcomes.
Training and development are important functions in human resource management. Training aims to improve current job performance, while development helps employees grow and prepares them for future roles. There are defined processes for assessing training and development needs, designing and implementing programs, and evaluating their effectiveness. Regular employee evaluations also allow organizations to provide feedback, identify potential, and link compensation to performance. Human resource managers advise on building robust training, development, and evaluation systems to support organizational goals.
This document outlines a training presentation on training and development. It discusses why training is important for organizations and describes a systematic nine-step approach to training. This includes assessing training needs, preparing a training plan, setting objectives, designing the program, selecting instructional methods, implementation, evaluation, and planning future training. Several examples are provided to illustrate applying the training process. The goal is for participants to understand the importance of training and be able to explain the nine steps in the training process.
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?
This document discusses training, including definitions, objectives, and the process of designing an effective training program. It defines training as a planned effort to facilitate employee learning of job competencies. The objectives of training are to make employees more efficient by focusing on tasks, filling gaps in expertise, and improving skills. When designing a program, organizations should determine training needs through analysis, choose an appropriate training approach, develop objectives and materials, provide the training, and evaluate the program. An effective training strategy establishes required competencies and a means to achieve them through components like employee training and leadership development. The training process involves a needs assessment, customizing the program, training delivery, and evaluation.
The document outlines the 8 step training evaluation process which includes defining the purpose and audience, determining participant needs, setting goals and objectives, developing the content, instructional activities, the written design, evaluation forms, and follow up activities. It also discusses reasons for evaluating training such as improving programs and demonstrating value, and factors to consider like expertise, timeframes, and organizational culture when designing evaluations.
The document outlines the 8 step training evaluation process which includes defining the purpose and audience, determining participant needs, setting goals and objectives, developing the content, instructional activities, the written design, evaluation forms, and follow up activities. It also discusses reasons for evaluating training such as improving programs and demonstrating value, and factors to consider like expertise, timeframes, and organizational culture when designing evaluations.
The document outlines the importance of training and a systematic 9-step approach to developing effective training programs, including assessing needs, setting objectives, designing the program, selecting instructional methods, implementation, and evaluation. It emphasizes that training aims to fill performance gaps and develop employees' attitudes, skills, and knowledge, and provides examples of how to conduct needs assessments, write objectives, and develop training calendars and individual plans.
This document provides an overview of training and development. It discusses why training is important for organizations and outlines a systematic 9-step approach to training. This includes assessing needs, setting objectives, designing the program, selecting instruction methods, implementation, and evaluation. Examples are given for each step, such as conducting a needs analysis, writing objectives, and creating a sample training lesson plan. The goal is to provide a framework for developing effective internal training programs.
This document provides an overview of training and development. It discusses why training is important for organizations and outlines a systematic 9-step approach to training. This includes assessing needs, setting objectives, designing the program, selecting instruction methods, implementation, and evaluation. Examples are given for each step, such as conducting a needs analysis, writing objectives, and creating a sample training lesson plan. The goal is to provide a framework for developing effective internal training programs.
The document outlines a training and development presentation which discusses why training is important for organizations, defines the concepts of training needs analysis and the systematic approach to training. It provides examples and exercises to illustrate the 9 steps in the training process from assessing needs to planning future training.
1. Training is important for organizations to fill performance gaps and maintain high standards. It develops employee skills, knowledge, and attitudes.
2. A systematic approach to training involves assessing needs, setting objectives, designing the program, selecting methods, implementation, and evaluation.
3. Key aspects of designing a training program include determining the topic, structure, methods, trainers, and evaluating learning and the program. Role-plays, games and simulations are good for changing attitudes.
This document provides an overview of training and development. It discusses why training is important for organizations and outlines a systematic 9-step approach to training. This includes assessing needs, setting objectives, designing the program, selecting instruction methods, implementation, and evaluation. Examples are given for each step, such as conducting a needs analysis, writing objectives, and creating a sample training lesson plan. The goal is to provide a framework for developing effective internal training programs.
The document outlines a training and development presentation which discusses why training is important for organizations, defines the concepts of training needs analysis and the systematic approach to training. It also provides examples of training methods and a nine step process for effective training program development, including assessing needs, setting objectives, program design, implementation, and evaluation.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
The document provides an overview of training and development. It defines training and development, outlines the fundamental elements and steps of the training process, and discusses some purposes and organizational factors affecting training. Specifically, it describes the relationship between training and other HR functions like task analysis, staffing, and performance appraisal. It also explains how an organization's strategy, structure, technology, and attitudes can impact its approach to training.
This document discusses the evaluation of a training program. It defines training effectiveness as the degree to which trainees are able to learn and apply skills from the training. The document outlines several methods for evaluating training programs, including evaluating reactions, cognitive outcomes, skills acquired, attitudes, and results/return on investment. It also discusses factors that influence training effectiveness and principles of effective evaluation.
The document discusses various topics related to human resource management including orientation, training, performance management, career planning, and performance appraisal. Specifically, it defines orientation as the process of becoming familiar with a new organization. It also outlines the objectives and importance of orientation training for new employees. Performance management is discussed as an ongoing process to improve employee performance and align it with organizational goals. Various methods of training evaluation and performance appraisal are also summarized.
The document discusses training and development in organizations. It defines training as modifying behavior through learning from instruction, while development refers to learning for future career growth. Training focuses on current job skills, while development provides broader learning for growth. Education involves learning for a different job. The purpose of training is to improve performance, productivity and reduce errors. Training needs arise from new technologies or methods. It provides benefits like higher efficiency and motivation while potential disadvantages include costs and time away from work.
The document discusses training and development in organizations. It defines training as modifying behavior through learning from instruction, while development refers to learning for future career growth. Training focuses on current job skills, while development provides broader learning for growth. Education involves learning for a different job. The purpose of training is to improve performance, productivity and reduce errors. Training needs arise from new technologies or methods. It provides benefits like higher efficiency and motivation, though it also has costs. Areas of training include building knowledge, technical skills, social skills, and techniques. The training process involves assessing organizational objectives and training needs before designing and implementing programs.
This document discusses various topics related to training and development. It begins by outlining Peter Drucker's prediction that training would become one of the fastest growing industries due to the replacement of industrial workers with knowledge workers. It then discusses the need for training due to factors like changes in technology, policies, and demographics.
Several types of training programs are mentioned, including diversity awareness training, sexual harassment training, and cross-cultural training. Different training methods like on-the-job training and off-the-job training are also outlined. Key aspects of developing an effective training program are highlighted, such as knowing your employees, dividing them into groups, and preparing and presenting information. Common training evaluation methods are also summarized,
The document discusses training and development in organizations. It begins by outlining the objectives of understanding why training is important, defining the ASK concept of developing attitudes, skills and knowledge, explaining the training process, and developing training lesson plans. It then covers various topics related to training including assessing training needs, the differences between training, education and development, principles of learning, and a systematic 9-step approach to training involving assessment, planning, implementation and evaluation. Specific methods and examples are provided to illustrate how to analyze training needs, develop training plans and programs, choose instructional methods, and evaluate training outcomes.
Training and development are important functions in human resource management. Training aims to improve current job performance, while development helps employees grow and prepares them for future roles. There are defined processes for assessing training and development needs, designing and implementing programs, and evaluating their effectiveness. Regular employee evaluations also allow organizations to provide feedback, identify potential, and link compensation to performance. Human resource managers advise on building robust training, development, and evaluation systems to support organizational goals.
This document outlines a training presentation on training and development. It discusses why training is important for organizations and describes a systematic nine-step approach to training. This includes assessing training needs, preparing a training plan, setting objectives, designing the program, selecting instructional methods, implementation, evaluation, and planning future training. Several examples are provided to illustrate applying the training process. The goal is for participants to understand the importance of training and be able to explain the nine steps in the training process.
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?
This document discusses training, including definitions, objectives, and the process of designing an effective training program. It defines training as a planned effort to facilitate employee learning of job competencies. The objectives of training are to make employees more efficient by focusing on tasks, filling gaps in expertise, and improving skills. When designing a program, organizations should determine training needs through analysis, choose an appropriate training approach, develop objectives and materials, provide the training, and evaluate the program. An effective training strategy establishes required competencies and a means to achieve them through components like employee training and leadership development. The training process involves a needs assessment, customizing the program, training delivery, and evaluation.
The document outlines the 8 step training evaluation process which includes defining the purpose and audience, determining participant needs, setting goals and objectives, developing the content, instructional activities, the written design, evaluation forms, and follow up activities. It also discusses reasons for evaluating training such as improving programs and demonstrating value, and factors to consider like expertise, timeframes, and organizational culture when designing evaluations.
The document outlines the 8 step training evaluation process which includes defining the purpose and audience, determining participant needs, setting goals and objectives, developing the content, instructional activities, the written design, evaluation forms, and follow up activities. It also discusses reasons for evaluating training such as improving programs and demonstrating value, and factors to consider like expertise, timeframes, and organizational culture when designing evaluations.
The document outlines the importance of training and a systematic 9-step approach to developing effective training programs, including assessing needs, setting objectives, designing the program, selecting instructional methods, implementation, and evaluation. It emphasizes that training aims to fill performance gaps and develop employees' attitudes, skills, and knowledge, and provides examples of how to conduct needs assessments, write objectives, and develop training calendars and individual plans.
This document provides an overview of training and development. It discusses why training is important for organizations and outlines a systematic 9-step approach to training. This includes assessing needs, setting objectives, designing the program, selecting instruction methods, implementation, and evaluation. Examples are given for each step, such as conducting a needs analysis, writing objectives, and creating a sample training lesson plan. The goal is to provide a framework for developing effective internal training programs.
This document provides an overview of training and development. It discusses why training is important for organizations and outlines a systematic 9-step approach to training. This includes assessing needs, setting objectives, designing the program, selecting instruction methods, implementation, and evaluation. Examples are given for each step, such as conducting a needs analysis, writing objectives, and creating a sample training lesson plan. The goal is to provide a framework for developing effective internal training programs.
The document outlines a training and development presentation which discusses why training is important for organizations, defines the concepts of training needs analysis and the systematic approach to training. It provides examples and exercises to illustrate the 9 steps in the training process from assessing needs to planning future training.
1. Training is important for organizations to fill performance gaps and maintain high standards. It develops employee skills, knowledge, and attitudes.
2. A systematic approach to training involves assessing needs, setting objectives, designing the program, selecting methods, implementation, and evaluation.
3. Key aspects of designing a training program include determining the topic, structure, methods, trainers, and evaluating learning and the program. Role-plays, games and simulations are good for changing attitudes.
This document provides an overview of training and development. It discusses why training is important for organizations and outlines a systematic 9-step approach to training. This includes assessing needs, setting objectives, designing the program, selecting instruction methods, implementation, and evaluation. Examples are given for each step, such as conducting a needs analysis, writing objectives, and creating a sample training lesson plan. The goal is to provide a framework for developing effective internal training programs.
The document outlines a training and development presentation which discusses why training is important for organizations, defines the concepts of training needs analysis and the systematic approach to training. It also provides examples of training methods and a nine step process for effective training program development, including assessing needs, setting objectives, program design, implementation, and evaluation.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...Diana Rendina
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
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This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
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বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Pengantar Penggunaan Flutter - Dart programming language1.pptx
joffrey presentation.pptx
1.
2. At the end of the lesson, you should be able to:
Enumerate and explain varied types of employees
training.
State the differences between training and
development:
Discuss training and development of employees for
efficient continued membership in the organization:
Reason out why management must consider training
as one of its major functions; and
Internalize the responsibilities of the personnel
department and the supervisors in the orientation
program.
3. Training and development are increasingly
recognized now as the most important
organizational activity. Rapid technological changes
requires newer skills and knowledge in many
areas. Training has to be continuously offered to
keep employees updated and effective.
4. Training cannot entirely substitute for experience but it has
certain definite advantages over it.
1. Training unlike experience can shorten the time required to
reach maximum efficiency.
2. Cost of training is much less than the cost of gaining
experience, particularly if one is dealing with expensive
equipment.
3. The results of experience can sometimes be accidental
particularly when experience depends solely on trial and
error.
4. The element of predictability is far less when compared to
the outcome of a well-conceived and conducted training
program.
5. Training is the process where people
acquired capabilities to aid in the
achievement of organizational goals. It is a
planned effort of the company to facilitate
learning on the job-related competencies.
The goal of training is for employees to
master the knowledge, skills and behaviors
emphasized in training programs and to
apply them in day-to-day activities.
6. Orientation is the planned introduction of new employees
to their jobs, co-workers and the organization. The
employees need to know the company policies, rules and
regulations and the company direction in order to adapt to
the new working environment.
7. Orientation to be meaningful, requires cooperation among individuals in
the HR unit and other managers and supervisors. The HRD has to design
the orientation program and incorporate the following topics:
1. Company policies, rules and regulation
2. Corporate, Mission and Vision, Company officers and corporate goals
and objectives, its products and services and other important clienteles.
3. Explain company pay system, benefits and other services available to
employees and their families.
4. Provide overview of job setting and work rules.
5. Introduce the employee to co-workers and the company working
environment.
6. Safety rules and health programs.
8. The purpose of orientation of new employees.
The following are the purposes of orientation
process in the perspective of the employers and
employees:
1. Productivity enhancement
2. Turnover reduction
3. Organization effectiveness
4. Favorable employee impression
5. Enhance interpersonal acceptance
9. Training is moving its focus to teaching
employees specific skills to a broader focus of
creating knowledge. Training is used to gain a
competitive advantage and viewed broadly as
to create an intellectual capital. The
development of intellectual capital includes the
following:
1. Basic skills
2. Advanced skills
3. Understanding of the Customer Needs
10. One of the key characteristics of training system
that contribute to competitiveness is that they are
designed according to the instructional design
process. It refers to the systematic approach for the
development of training programs. The following
steps are integral instructional processes:
1. Conducting needs assessment
a. Organizational analysis
b. Person Analysis
c. Task Analysis
11. 2. Ensuring employee’s readiness for training
a. Attitude and motivation
b. Basic skills
3. Creating the learning environment
a. Identification of training objectives and training outcome
b. Meaningful materials
c. Practice
d. Feedbacks
12. e. Observation of others
d. Administering and coordinating
programs
4. Ensuring transfer of training
a.self-management strategies
b.Peer and management support
13. 5. Selecting training methods
a. Presentational methods
b. Hands-on methods
c. Group methods
6. Evaluating training programs
a. Identification of training outcome and evaluation
designs
b. Cost-benefit Analysis
14. Training is designed to help the organization accomplish its objective.
Planners determine the need for training and specify the training
objectives and the training efforts.
a. Organizational Analysis- the specific source of information and
operational measures or an organization level needs analysis, which
include the following:
• Grievances
• Accident record
• Observations
• Exit interview
• Customer’s complaints
• Equipment utilization and breakdown
• Material wastage, scraps, and quality control data
• Training committee, observation and need assessment data
15. b. Task analysis – the job description and the job specifications
provide information on the performance expected and the skills
necessary for employees to accomplish the required work.
Changes in the work environment due to the introduction of new
technology or machinery require changes in the task
requirements of the position.
c. Individual Analysis – the use of performance appraisal data in
making this individual analysis is the most common approach. A
performance review reveals the employee’s inadequacy to
perform certain types of task and this will reveal what necessary
training is needed to correct the weaknesses.
16. The employees must set a positive tone for training.
That attitude toward training must be cultivated
and made an integral requirement before the
employee sets foot in the training room. A positive
attitude is the desire of the trainee to learn the
content of the training program. Motivation is
related to knowledge gain, behavior change or skill
acquisition in the training. It is the role of the
manager and the supervisor to assure that the
employee has the highest degree of learning before
he is sent to the program.
17. a. Self-efficacy
b. Understanding the Benefits or
Consequences of Training
c. Awareness of Training Needs,
Career Interest and Goals
d. Basic Skills
18. Learning involves a permanent
change in behavior. For employees
to acquire to acquire knowledge
and skills in the training program
and apply the information in their
job, the training program needs to
include specific learning
principles.
19. a. Employees need to know why they should learn
b. Employees need to use their own experiences as
bases for learning
c. Employees need to have the opportunity to
practice
d. Employees need feedback
e. Employees learn by observing and interacting
with others
f. Employees need training program to be properly
coordinated and arranged
20. The immediate and specific needs of a
company are determining factors in the
selection of the training courses and
materials. The personnel manager, with the
cooperation of the line supervisors is in the
best position to establish what and how
much training is needed.
21. 1. When required skill is not possessed by
anyone in the work force;
2. When an employee’s performance is below
standard but he has the potential to improve
the productivity;
3. When morale or production is low;
4. When there is a fast turnover of the
personnel;
22. 5. When the rate of absenteeism or accident
is high;
6. When restiveness or dissatisfaction
mounts;
7. When supervision is lax;
8. When new technology is introduced.
23. 1. Is there a problem to be solved?
2. Where does it exist (which
department)?
3. Who needs the training?
4. What is the nature of the training?
(remedial or improvement required
by the situation)
24. Transfer of training is the practical
application of what was learned in the
program. Immediate supervisors and peers
support opportunity to practice what was
learned the technology in the work area and
self-management skills influence the
climate of transfer. The environment is the
laboratory for the transfer of learning.
25. A number of different methods can be used
to help employees acquire new knowledge,
skills and behavior.
a. Presentation Method
b. Hands-on Training
c. Group building Method
26. Evaluation of training compares the post-
training results to the objectives expected
by the management, trainers, and the
trainees. Training is both time-consuming
and costly and therefore evaluation must be
done. What the employees learn is directly
related to what they earn; hence, evaluation
of training is put into practice.
27. One way to evaluate training is to
examine the cost associated with
the training and the benefits
received through cost-benefit
analysis. Any increase represent
the benefits resulting from
28. a. Learning- Test on training materials are
commonly used for evaluating learning and
can be given before and after training to
compare results.
b. Behavior-Management should observe
performance as a gauge to effectiveness of
training.
c. Results- Employer evaluate results by
measuring effects of training on the
achievement of organizational objectives.
29. Training programs are usually evaluated on the
basis of their intended objectives. Five steps to
a meaningful evaluation:
1. Determine what to measure
2. Establish the Base line
3. Isolate Variables
4. Measures attitudes
5. Measure Performance
30. Development refers to formal
education, job experiences,
relationships, and assessments of
personality and abilities that
employees prepare for the future.
31. While training considers analysis as an
important component of any training program
development needs analysis because it is
necessary to identify strengths and weaknesses
of those that will be given these organizational
interventions. Assessment involves collecting
information and providing feedback on
employee’s behavior, communication style or
skills or leadership potentials as preparation
for formal induction to the development
program.
33. The following are the In-House Approaches:
1. Management Coaching
2. Committee Assignments
3. Job Rotation
4. Assistant-to-the Position
5. Job Enlargement
6. Mentoring
34. This technique can be effective
because the individuals are given
the opportunity to get away from
the job and concentrate solely on
what is to be learned.