Training & developing employees
orienting employees
purpose of orienting
the orientation process
the training process
why do you company trains
Benefits of training
T&D process
Training & developing employees
orienting employees
purpose of orienting
the orientation process
the training process
why do you company trains
Benefits of training
T&D process
Learning is a continuous process and training & development helps to increase the learning index of the employees. With new learning they learn to do new things and the result is visible in the productivity. understands the basics of an effective training program.
The 5 Barriers to Effective Training Programs and How to Crush Them - Webinar...BizLibrary
Even in organizations where training and development priorities are closely aligned with business goals there’s plenty of room for improvement.
So, the question is what barriers do we need to be overcome if training and development departments are to increase the value they add to workforce performance and productivity, and remain relevant?
In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers.
1. Efficiency -
2. Status Quo - inertia and risk aversion.
3. Convenience - throwing training at the problem and hoping it works.
4. Training Mindset - moving from a focus on training to performance.
5. Manager Support - managers are the single most important factor in improving employee performance.
Cegos training and development survey 2015Cegos UK
The Cegos Observatory conducted this study between April and May 2015, with 2,500 employees (who had all been involved in training courses) and 600 HRDs-Training Managers (all working in private-sector companies with over 50 employees).
In each of the 5 countries, France, Germany, United Kingdom, Spain and Italy, 500 employees and 120 HRDs-Training Managers responded to the survey.
Learning is a continuous process and training & development helps to increase the learning index of the employees. With new learning they learn to do new things and the result is visible in the productivity. understands the basics of an effective training program.
The 5 Barriers to Effective Training Programs and How to Crush Them - Webinar...BizLibrary
Even in organizations where training and development priorities are closely aligned with business goals there’s plenty of room for improvement.
So, the question is what barriers do we need to be overcome if training and development departments are to increase the value they add to workforce performance and productivity, and remain relevant?
In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers.
1. Efficiency -
2. Status Quo - inertia and risk aversion.
3. Convenience - throwing training at the problem and hoping it works.
4. Training Mindset - moving from a focus on training to performance.
5. Manager Support - managers are the single most important factor in improving employee performance.
Cegos training and development survey 2015Cegos UK
The Cegos Observatory conducted this study between April and May 2015, with 2,500 employees (who had all been involved in training courses) and 600 HRDs-Training Managers (all working in private-sector companies with over 50 employees).
In each of the 5 countries, France, Germany, United Kingdom, Spain and Italy, 500 employees and 120 HRDs-Training Managers responded to the survey.
Konsep, Model dan Pengembangan Knowledge Management & e-Learning di PerusahaanDjadja Sardjana
Modal manusia berhubungan dengan pengetahuan, keterampilan, kemampuan, dan pengalaman yang unik untuk seorang karyawan.
Sumber daya yang unik yang membedakannya dari sumber daya lainnya dari organisasi yang memberikan dasar dan bentuk dari keunggulan kompetitif.
Perancangan Diklat/Training Berbasis e-Learning di PerusahaanDjadja Sardjana
Konsep e-Learning telah berkembang dan mengalami perubahan yang sangat dramatis. Kini berkembang model e-Learning yang sepenuhnya berbasis ICT (TIK). e-Learning memberi peluang untuk dilaksanakan dalam berbagai modus, jenis, jalur, dan jenjang Diklat.
Chapter 1: EMPLOYEE TRAINING AND DEVELOPMENTsourashtra
Meaning, Importance, Benefits to organisation and to an individual, Process,Difference between Training and Development, Models of T&D in Organisation, and Meaning and Charecteristics of Virtual organisation
Gamification Design for Training and Talent DevelopmentMonica Cornetti
Monica Cornetti
Founder and CEO of Sententia Gamification
www.SententiaGames.com
An introduction to the Sententia Level 1 Gamification Apprentice Certification program for Training and Talent Development.
The ONLY Gamification Certification that earns you recertification* credits with HRCI, SHRM, and ATD.
This certification program takes you through the proven 5-step process of gamifiying a corporate training or adult learning program. By following the 5-step plan, you are essentially assured a successful outcome.
Learn more at: www.SententiaGames.com/certifications.html
IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE ProfSaghirJaved
Dear Students, Bonjour, Here It's me Prof.Saghir Javed. How are you? How are the things? I hope that everyone is going fantastic with his everyday appointment and commitment to his destined life. I wanted to bring your attention over my trivial but impressive achievement that I have endeavored to find out and articulate some informative and comprehensive information regarding the topic which is based on every aspect of Training & Development in the global market in order to create IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE so that they can get acquainted to the process and can get the school of thought of applying all these strategies effectively to maximize the sales and contribute in profuse amount to achieve organization objectives effectively on time using Far-reaching IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE .
Learning is essential part for every organizational growth and development. Every world-class institution realize that high quality learning process is what eventually set them apart from the average. Learning & Development are not a static activity, it always dynamically evolves, we therefore need a high-quality framework to catch up with this evolution of performance needs. 4-MAT System was developed by Dr. Bernice McCarthy as a transformative learning framework which engage the whole function of brain in learning and processing information.
Becoming a Program that Uses Video EvidenceAdam Geller
University of Michigan researchers share how teacher education programs can use video to enhance practice-focused learning experiences. Participants will consider examples and insights drawn from one elementary program’s five-year journey toward widespread use of video. Implementation strategies will be discussed. (AACTE Annual Meeting 2015, presenters Timothy Boerst, Meri Tenney Muirhead, Meghan Shaughnessy, Kara Suzuka, Adam Geller)
Video: https://www.youtube.com/watch?v=NODxZjUXAL0
The World of Learning - Apprenticeship Training Material - Pathway Group.pptThe Pathway Group
The World of Learning - Apprenticeship Training Material - Pathway Group
A powerpoint which covers topics such as different learning and teaching styles, along with delving into what they are and the advantages of them.
On the Job Training for Educational InstitutionsMuhammad Farooq
If someone is searching for the training and development of teachers, then on the job training is very important method. This presentation is very good source. Please, put some effort with purposeful edition as well.
Human Resource management -Training, Development and career AdvancementHiral Prasad
Its is all about training, Development and career Advancement . How training and development is crucial part of an organization and how it can help in career Advancement. #Training #development
We know engagement is the key to higher retention, lower patient safety incidents and many other key areas. Trouble is we have known this for 20 years and little has changed. Not your fault it is the fault of traditional training methods that are unable to change human behavior. Behavioral change is the only way to get to lasting improvement in engagement. Take 5 minutes to see how to stop wasting resources and start producing measurable results.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
The Benefits of Temporary Part-Time Jobs for StudentsSnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find temporary part-time jobs that fit your schedule and skills. Browse our listings and apply online today to secure flexible work opportunities that offer the perfect balance between career and personal life.
2. TRAINING & DEVELOPMENT
Training Design
Training Technique
Benefit of Training
Training Evaluation
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3. TRAINING VS DEVELOPMENT
Training :
Improving employee’s skills for the current jobs
Short terms orientation
Development :
Enhance and increasing knowledge for the future development
Long terms orientation
Which one is the better???
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5. TUGAS MANDIRI
Read p. 282
Learn and understand the trainingprogram at Corning Glass Work!
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6. WHAT TRAINING CAN DO
Helping the employee to learn new skill
Help the employee to make adjustment with the organization changes
Helping the employee to undertsand the organization goals
Show the organization commitment toward employee development
Enhance and enrich the employee’s skill so they can contribute more
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7. TRAINING CAN’T ..
Turn the unproductive employee to become the productive one
Increase or better performance
Resolving the performance problems
Change bad leader into the good one
Reduce or eliminate communication barriers
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8. TRAINING AS…
Tools for the organization to equip the employee with the needed skill for now and the future work demand/career
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9. TRAINING SUCCESS FACTORS
Support from top management
Manager’s commitment
Use of the right technology
Level of organization complexity
Suitability between the need and the training proram
Trainee comitment
The ability to design and deliver
The demand from the supervisor for behavior changing
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10. DESIGNING TRAINING PROGRAM
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Need analysis
Training objective
Kriteria keberhasilan
Program
Delivery method
execution
Improved Employee SKA
Evaluation
11. NEEDS ANALYSIS
Activity to diagnose the current situation and the future need
Where to find the information?
Sales/production records
Employee performance
Customer complaints
Employee/supervisor discussion
Management review
Should be administered in order to optimize the training cost.
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12. NEEDS ANALYSIS
•New work procedure
•New tools/machinery
•New laws/regulation
•New technology applied
•New product or services
•Business development
•Poor performance
•Career development
•…………………………….
Sources of training need
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13. Type of training
Orientation (new employee, new location)
Career related (promotion)
Regular job improvement (new tools, new procedures)
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TRAINING GOALS
14. TRAINING GOALS
Sets up the standard of the
performance,
behavior,
other conditions which employee should possess after the training.
Theses standard then become the basis for the training evaluation.
The objectives should be clear, specific, measureable, achievable, time framed
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15. TRAINING GOALS
Examples of training objectives in telco industry;
Increase the speed and accuracy of the Customer Care
Improve custmer satisfaction
Minimize the customer complaint
New sales target for VAS or other services
Reducing churn rate
Increasing ARPU
New market penetration
Increasing customer base
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16. TRAINING PROGRAM
The depth and width of the training program and design influenced by the TNA result and training goals.
What SKA should be improved or what should be changed from the current behavior.
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17. TRAINING METHOD
Ideally, training method should concern about the trainee learning stye
The good training method could help accelerate the trainee capability to understand what they learn
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19. TRAINING METHOD
Learning principles;
Participation
Repetition
relevance
Conformity and suitabilty with the working condition
feedback
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20. TRAINING TECHNIQUE
The choice for the training technique should be adjusted with;
Time/budget availability
Desired program
Leraning method/principe used
The availability of the facilities
Trainee’s ability
Trainer’s ability
There are no right/wrong techniques
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21. TRAINING TECHNIQUE
On-the-Job
Work instruction
Job rotation
apprenticeship
Coaching
Off-the-Job
lecture
Video presentation
Vestibule Training
Role Playing, simulation, game
Case study
……………………
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22. TRAINING TECHNIQUE
Work instruction:
Conducted on the work site
Learn to do the current job
Trainer, supervisor, & co-worker act as the instructur.
Job rotation:
Move the employee to another job.
Create variation
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23. TRAINING TECHNIQUE
Apprenticeship:
Learn from the more experienced worker.
Coaching :
Conducted by the supervisor or professional
Coach describe the model which should be followed by the trainee.
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24. Lecture and Video presentation:
Conducted in two ways comunication
Widely used because of efficient
Trainer plays important role to encourage participation, feedback, speed of transfer
Vestibule Training :
Create similar work situation so the employee can act as they do their job. For example: minisize bank or hotel (Kidzania in a more serious model)
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TRAINING TECHNIQUE
25. Role Playing :
Trainee play certain role according to the real work environment
Can improve the empathy and tolerance, minimize differences
Group discussion:
A group of employee discussed the problems and try to find solutions
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TRAINING TECHNIQUE
26. Behavior modeling :
Employee study certain behavior unti they understand how to do the exact thing
Using audio visual can improve the result
Case study:
Employee learn to solve the real problems which already happen or might be happen in their line of work
The objective is to enhance the decision making and problem solving ability
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TRAINING TECHNIQUE
27. Independent and programmed learning :
Require very good instructional materials which is easy to understand and learn
Low interaction
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TRAINING TECHNIQUE
28. TRAINING EVALUATION
Instruktur yang menarik atau terkenal, dan mahal
Materi presentasi yang keren dengan dukungan multimedia
Buku panduan yang lengkap
Snack & makan siang/malam yang enak/mewah
Fasilitas pelatihan yang menyenangkan
Lembar evaluasi post-pelatihan yang baik
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29. TRAINING EVALUATION
The evaluation focus on the end result;
Trainee perception about the process and the material
Knowledge and skill learned
Behavioral changes
Other changes or improvement which required by the organization:
•productivity
•Higher customer services
•Increasing sales
•Reducing error
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30. TRAINING EVALUATION
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Pre test
Training activities
Post test
Workplace implementation
Further Follow up