The importance of human management in daily life.

1. Lecture#7
Prof.Sidra

2.  Introduces each new employee to the job and the
workplace.
 Tells new staff members what they want to know and
what the company wants them to know.
 Communicates information give out a employee
handbook.
 Creates positive employee attitudes toward the
company and the job.

3.  Edwin Flippo
“The purpose of training is to achieve a change in
the behavior of those who need to be trained and to
enable them to do their jobs better”
 Knowledge
 Skills
 Attitude

4. What is training? What is development?
 Training: enhances the capabilities of an
employee to perform his or her current job.
 Focuses on the current job (Training program to correctly
identify counterfeit currency)
 Development: enhances the capabilities of an
employee to be ready to perform possible future jobs.
 Focuses on future jobs (Bank sends the teller to a day-long
workshop on “Emerging Issues in Finance & Banking”)

5. Setting Training Objectives and Policy
Designing Training Programme
Conducting the Training
Follow up and Evaluation
Identify Training Needs
Present Job Desired
performance Gap Performance

6.  Training Cycle
 Step 1: Analysis (Needs Assessment)
 Step 2: Design Training Program
 Step 3: Develop Training Program Course
 Step 4: Implement the Training Program
 Step 5: Evaluation Training Program

8.  Goal of needs analysis: Identify training needs
 Summary of Needs Analysis:
 3 Levels of Needs Analysis:
 Organizational analysis
 Job and task analysis
 Individual analysis
 Training Objectives

9. Three Levels of Needs Analysis
1.Organizational analysis
 Organizational analysis: What are the training
needs of the organization?
 What training will support the organization’s strategy?
 Example: Internal growth strategy (growth from new
products or new markets) would be supported by training
in:
 Creative thinking
 New product development
 Understanding & evaluating potential new markets
 Technical competence in jobs

10.  Job and task analysis: What are the training
needs of each job in the organization?
 Examine the job descriptions:
 What tasks & duties are performed by each job?
 For each task:
 Do new hires already know how to perform the task or will
they have to be trained? (Helps to identify training needs)
 What are the consequences of performing the task
incorrectly? (Helps to set training priorities)
 Can the task be learned on the job, or should it be taught off
the job? (Helps to identify training methods)

11.  Individual analysis: What are the training needs of
each individual employee in the organization?
 Examine each employee’s performance appraisal
 Do certain employees, or groups of employees, have job
performance that might be improved by training that is cost-
effective?

12. Detailed training outlines
 Training Objective
 Delivery methods are decided
 Program evaluation methods are decided

13.  Stage 1: Declarative knowledge (cognitive phase)
 Learn facts & concepts
 High demands on memory & attention
 Performance is slow & halting
 Errors are common
 Stage 2: Knowledge compilation (associative phase)
 Facts & behaviors get “chunked” into a routine
 Performance begins to improve
 Reduced concentration is required

14.  Trainee readiness: What do the trainees already
know?
 We want to start the training program at the right level
 We need to find out what they already know
 Example: Does our newly hired bank teller know how to
count money?
 Design the training program to build on what the trainees
already know
 Identify& resolve: Things that might interfere with
learning
 Distractions in the training environment
 Lighting problems
 Noise problems
 Temperature problems, etc

15.  As per planned process deliver the training.
5- Evaluate Training Program

16.  Broadly, the training and development methods
can be classified into the following two
categories:
 On-the-job Methods
 Off-the-job Methods

17.  (i) Job Instruction
Listing each jobs basic tasks, along with key points, in order to
provide step-by-step training for employees.
 (ii) Apprenticeship
A structured process by which people become skilled workers
through a combination of classroom instruction and on-the-job
training.
 (iii) Job Rotation
Moving employee from one job task to other to make them trained
from all aspect.
 (iv) Coaching/understudy
Experienced worker or the trainee supervisor train the
employee.

18.  (i) Class room lectures
Presenting training content to a large number of trainee in one
time to make them aware of the job requirements.
 (ii) simulation exercise
Training employees on special off-the- job equipment as the same
use in their workplace on a routine basis.
 (iii) Programmed Learning
Systematic method for teaching job skills involving presenting
questions or facts, allowing the person to respond and giving the
learner immediate feedback on the accuracy of his answer.
 (iv) Distance based learning
 Teletraining
 Videoconfercing

19. Thank You