Responsibilities of a T&D officer - Manu Melwin Joy
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He handles the learning and professional development of an organization's workforce. Trainers equip staff with the knowledge, practical skills and motivation to carry out work-related tasks. Training officers either deliver the training themselves or arrange for a third party trainer to do it.
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This document discusses three theories of training: reinforcement theory, goal-setting theory, and expectancy theory. Reinforcement theory states that behavior is influenced by its consequences, such as positive or negative reinforcement or punishment. Goal-setting theory proposes that goals regulate behavior and should be clear, challenging, and supplemented with sub-goals. Expectancy theory posits that people are motivated to behaviors they believe will lead to favorable outcomes. The document was prepared by Manu Melwin Joy of Ilahia School of Management Studies in Kerala, India.
Pháp Thiền Quán và Trì Tụng A Di Đà có tên là Nương dựa Cõi Tịnh Độ Tây Phươn...
Pháp Thiền Quán và Trì Tụng A Di Đà có tên là Nương dựa Cõi Tịnh Độ Tây Phương Cực Lạc
Nghi quỹ A Di Đà do Garchen Rinpoche soạn [bản tiếng Anh của Ina Bieler, bản tiếng Việt của Tiểu Nhỏ]:
Base compensation - compensation management - Manu Melwin Joy
it involves monetary benefit to the employees in the form of wages and salaries. It is giving the remuneration to the workers for doing the work.
Acqui sourcing - Human Resource Management - Manu Melwin Joy
Acqui-sourcing (acquisition + sourcing) is a portmanteau of "acquisition" and "sourcing" (sourcing for acquisition); is a newly-made term, word or phrase, that is in the process of entering common use.
Types of grade structure - compensation management - Manu Melwin Joy
The document discusses different types of grade structures for compensation management, including narrow-graded structures with many grades, broad-graded structures with fewer grades, broad-banded structures with 4-5 bands, career family structures organized into job families with similar characteristics divided into levels, job family structures similar to career families but with different pay levels, and combined structures with broad bands superimposed on families or divided into families. It was prepared by Manu Melwin Joy from Ilahia School of Management Studies in Kerala, India.
Research vs research methodology - Research Methodology - Manu Melwin Joy
1. Research methodology is the systematic process of solving a research problem using scientific methods, while research methods refer to specific techniques for collecting and analyzing data.
2. Research methodology considers the logic and reasoning behind the choice of research methods and ensures the methods used are relevant to the problem being examined.
3. It is important for researchers to understand both research methods and methodology to design their study appropriately and ensure results can be properly evaluated.
Trainee motivation to learn - Manu Melwin Joy
A trainee learns best when he recognizes the need and develops the desire to learn. This is through motivation.
Motivation stimulates trainees to think, concentrate and learn effectively.
Motivation influences the rate of learning, the retention of information and desire to learn.
Definition of hr strategies - strategic human resource management - Manu mel...
HR strategies set out what the organization intends to do about its human resource management policies and practices, and how they should be integrated with the business strategy and each other.
Positive Discipline Approach - Industrial Relations
This approach is based on the premise that role of a discipline approach should not always be to punish; rather, it should try to regulate the negative behavior of employees to make them better workers.
Introduction to training - Manu Melwin Joy
Training is a systematic process through which an organization’s human resources gain knowledge and develop skills by instruction and practical activities that result in improved corporate performance.
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Pháp Thiền Quán và Trì Tụng A Di Đà có tên là Nương dựa Cõi Tịnh Độ Tây Phươn...
Pháp Thiền Quán và Trì Tụng A Di Đà có tên là Nương dựa Cõi Tịnh Độ Tây Phươn...
Base compensation - compensation management - Manu Melwin Joy
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Acqui sourcing - Human Resource Management - Manu Melwin Joy
Acqui sourcing - Human Resource Management - Manu Melwin Joy
Types of grade structure - compensation management - Manu Melwin Joy
Types of grade structure - compensation management - Manu Melwin Joy
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Research vs research methodology - Research Methodology - Manu Melwin Joy
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Positive Discipline Approach - Industrial Relations
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Human Resource Training & Developing Model
The document discusses training and development models at an organization. It provides details of 6 members of the Training & Development Models Group. It then discusses the purpose of training needs assessment as identifying performance requirements and the knowledge, skills, and abilities needed by an agency's workforce. It states that an effective assessment helps direct resources to areas of greatest demand and should address fulfilling organizational mission, improving productivity and providing quality products/services. It defines a needs assessment as identifying the "gap" between required and current performance and exploring causes/reasons for and methods to close any gaps.
HRM.pptx
Here's a ppt presentation on Management Development Programs.
The aim Management Development Programs is to transform managers belonging to intermediate level to successful leaders.
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.
effective human resource training and development strategy
The document discusses training and development strategies in organizations. It covers topics such as the need for training, benefits of training for employees and companies, differences between training and education, and current training practices in India. Specifically, it states that training aims to improve employee skills for current and future jobs, increasing productivity and morale. It also notes that while public sector organizations focus on employee development, private sector training has traditionally emphasized organizational goals but is now giving more importance to training.
Unlocking Potential The Ultimate Guide to Employee Development Training.pptx
Employee development training is the key to unlocking the full potential of your workforce. In this comprehensive guide, we'll explore the importance of employee development training and how it can benefit both employees and organizations.
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 Methods Technique and Aids
Training Methods Technique and AidsWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
Helping employees to become effective in their jobs is one of the fundamentally HR management that any organization has to undertake. This slide explains the Training Methods Technique and Aids, bought to you by Welingkar’s Distance learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/effectivehrtrainingslides
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Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLPTraining 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.
Training and Development
The document discusses human resource development and training. It defines human resources, human capital, and human investment, and explains the differences between training and development. It describes various training methods like on-the-job training, off-the-job training, apprenticeship training, and vestibule training. It also discusses training needs, principles of learning, and the importance of training for organizations.
Human Resource Management Training and Development Strategies
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Training if effectively managed achieves aims and objectives of an organization, it’s important to understand on how effective human resource training generates a positive impact in your effective production. In these set of slides bought to you by Welingkar’s distance learning division, we go through the importance of the effectiveness in HR training and Development Strategy.
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Aims of HRM - human resource management - Manu Melwin Joy
HRM strategies aim to support programmes for improving organizational effectiveness by developing policies in such areas as knowledge management, talent management and generally creating ‘a great place to work’.
3.1 trainingdevelopment.pptx
Training and development involves improving organizational and individual effectiveness. Training focuses on immediate changes through instruction, while development relates to longer-term goals. There are various methods of training, including on-the-job methods like apprenticeships, internships, and job rotation, as well as off-the-job methods like classroom lectures. Training needs assessment identifies gaps between current and required skills and knowledge to determine what training is needed. The process involves analyzing organizational needs, job tasks, and individual employee skills.
3.1 trainingdevelopment.pptx
Training and development involves improving organizational and individual effectiveness. Training focuses on immediate changes through instruction, while development addresses longer-term goals. There are various training methods, including on-the-job methods like apprenticeships and job rotations, and off-the-job methods like classroom lectures. Training needs assessment identifies gaps between present and required skills and knowledge. Competency-based training focuses on specific skills, while role-based training applies skills through practical exercises. Outsourcing training can leverage costs and resources.
Concept of training.pptx
Training involves teaching employees skills and knowledge to perform their jobs effectively. It is a planned effort to help employees acquire and apply required competencies like knowledge, skills, and attitudes. Training methods include on-the-job and off-the-job techniques and aim to bridge gaps in existing versus required skills and knowledge. The goal of training is to improve employee and organizational performance.
EMPLOYEE TRAINING PROCESS
The first step in the training process for any organization is to assess the objectives of the training program and then device a strategy or method to administer the same.
TAD UNIT 1 .pptx
This document outlines the course objectives and outcomes for the course 30212MG116 – Training and Development. The objectives are to facilitate understanding of the role of training in organizations, equip students with theoretical concepts and practical techniques to manage training functions, and provide insight into gaining competitive advantage through effective training. The outcomes include demonstrating the importance of training, experimenting with training needs analysis, illustrating different training platforms, explaining the need for competent trainers, and distinguishing different training levels in companies.
6963377
This document discusses strategic training and the strategic training development process. It discusses:
1. The evolution of training's role from a program focus to broader focus on learning, knowledge creation and sharing.
2. A 4 step strategic training development process: 1) Identify business strategy, 2) Identify strategic training initiatives, 3) Translate initiatives into training activities, 4) Identify metrics to measure outcomes.
3. Organizational characteristics and HR planning influence training needs and development activities. Questions are also provided to assess potential training providers.
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.ppt
Training is a systematic process of transferring job-related skills and knowledge to employees. It aims to increase employee competencies through developing their knowledge, skills, and behaviors. Effective training design involves conducting a needs assessment, ensuring employee motivation and skills, creating a supportive learning environment, facilitating skill application on the job, developing an evaluation plan, selecting appropriate training methods, and evaluating/improving the program. Key factors influencing training include economic cycles, globalization, technology changes, and workforce diversity.
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Aims of HRM - human resource management - Manu Melwin Joy
Aims of HRM - human resource management - Manu Melwin Joy
HrM sjs sdsj xjskasj sahs saasjh sahj sajhasjsa jhsahj
HrM sjs sdsj xjskasj sahs saasjh sahj sajhasjsa jhsahj
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Volkswagen was in need of skilled mechanics. So clearly, they should just jumped on the web and started advertising for open positions, right? Wrong. The best candidates may already be working somewhere else. Volkswagen chose a no less unusual place for their vacancy ads.
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The Swedish Armed Forces are recruiting. They need young men and women for an occupation that in many ways is about giving up your own safety in order to help others. They wanted to activate the target group while simultaneously raising the question. Would people sacrifice their own freedom for someone they have no relation to? Are people prepared to show that they care in ways that don’t include sharing something on Facebook or tweeting a specific hash-tag?
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In an attempt to recruit a large number of workers for their new megastore in Australia, IKEA amusingly decided to include what they called ‘Career Instructions’ into each of their flat packs. Based on their traditional furniture instructions, all customers took home the witty application forms without realising. The clever initiative not only minimised the costs on advertising, but it also ensured IKEA fans were targeted.
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One great historical example of gamification is the Daily Telegraph’s crossword, which British Intelligence agents created along with Alan Turing, to help them recruit new code breakers from the public.
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Factorial design - Dr. Manu Melwin Joy - School of Management Studies, Cochin...
In statistics, a full factorial experiment is an experiment whose design consists of two or more factors, each with discrete possible values or "levels", and whose experimental units take on all possible combinations of these levels across all such factors.
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This document provides an overview of Duncan's multiple range test, a statistical method used to compare all pairs of means and group means that are not significantly different. It explains the steps to perform Duncan's test, including calculating ranked means, finding critical values using tables, and comparing means to determine grouping. An example using data from a plant study demonstrates how to apply Duncan's test to analyze differences between varietal means.
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A completely randomized design (CRD) is one where the treatments are assigned completely at random so that each experimental unit has the same chance of receiving any one treatment.
For the CRD, any difference among experimental units receiving the same treatment is considered as experimental error.
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Analysis of Variance technique is used to test whether the mean of several samples differ significantly. An agronomist may like to know whether yield per acre will be the same if four different varieties of wheat are sown in different identical plots. A diary farm may like to test whether there is significant difference between the quality and quantity of milk obtained from different classes of cattle. A business manager may like to find out whether there is any difference in the average sales by four salesmen.
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Planning an experiment to obtain appropriate data and drawing inference out of the data with respect to any problem under investigation is known as design and analysis of experiments.
This might range anywhere from the formulations of the objectives of the experiment in clear terms to the final stage of the drafting reports incorporating the important findings of the enquiry
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Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
RPMS Template 2023-2024 by: Irene S. Rueco
Natural birth techniques - Mrs.Akanksha Trivedi Rama University
Natural birth techniques - Mrs.Akanksha Trivedi Rama UniversityAkanksha trivedi rama nursing college kanpur.
Natural birth techniques are various type such as/ water birth , alexender method, hypnosis, bradley method, lamaze method etcRecently uploaded (20)
Liberal Approach to the Study of Indian Politics.pdf
Liberal Approach to the Study of Indian Politics.pdf
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How to Build a Module in Odoo 17 Using the Scaffold Method
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ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Executive Directors Chat Leveraging AI for Diversity, Equity, and Inclusion
Executive Directors Chat Leveraging AI for Diversity, Equity, and Inclusion
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
Natural birth techniques - Mrs.Akanksha Trivedi Rama University
Natural birth techniques - Mrs.Akanksha Trivedi Rama University
Responsibilities of a T&D officer - Manu Melwin Joy
- 1. Responsibilities of a T&D officer
- 2. Prepared By Kindly restrict the use of slides for personal purpose. Please seek permission to reproduce the same in public forms and presentations. Manu Melwin Joy Assistant Professor Ilahia School of Management Studies Kerala, India. Phone – 9744551114 Mail – manu_melwinjoy@yahoo.com
- 3. Responsibilities of T&D officer • He handles the learning and professional development of an organization's workforce. • Trainers equip staff with the knowledge, practical skills and motivation to carry out work-related tasks. • Training officers either deliver the training themselves or arrange for a third party trainer to do it.
- 4. Responsibilities of T&D officer • Identifying training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers and human resources departments • Designing and expanding training and development programmes based on the needs of the organization and the individual. • Working in a team to produce programmes that are satisfactory to all relevant parties in an organization.
- 5. Responsibilities of T&D officer • Developing effective induction programmes. • producing training materials for in-house courses. • Managing the delivery of training and development programmes and, in a more senior role, devising a training strategy for the organization. • Monitoring and reviewing the progress of trainees through questionnaires and discussions with managers. • Ensuring that statutory training requirements are met