This document provides an overview of training, including definitions, purposes, types, and the process of planning, conducting, and evaluating training. It defines training as a learning process that helps acquire knowledge, attitudes, and skills. The main purposes of training are to increase productivity and quality of services. Types of training include basic, academic, pre-service, in-service, short-term, long-term, formal, and informal. The training process involves assessing needs, developing a plan, implementing the training, and evaluating its effectiveness through various methods.
Induction training helps in the integration of newly-hired employees in and across the organization. Let's look at a presentation on "Successful Implementation of Induction Program for New Hires".
Designing Training Programs is important. The fourth chapter of Effective HR discusses the meaning and significance of training design. In this chapter, Training design models and the factors involved for designing a training program is discussed. Understand the motivation dynamics of trainees and the process of training design from this presentation by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Induction training helps in the integration of newly-hired employees in and across the organization. Let's look at a presentation on "Successful Implementation of Induction Program for New Hires".
Designing Training Programs is important. The fourth chapter of Effective HR discusses the meaning and significance of training design. In this chapter, Training design models and the factors involved for designing a training program is discussed. Understand the motivation dynamics of trainees and the process of training design from this presentation by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
This presentation is for those who are very new to Powerpoints and want to learn the art of making effective PPT's. Also the idea behind making a module, per say, is important and this PPT describes the parameters on which a Basic Training Module can be built. These parameters will help the new comers to get an Idea of how to prepare Training Modules
WHAT IS TRAINING ?
•Training refers to the process of imparting of specific skills , abilities and knowledge to an employee.
•Training is specialised function & is one of the fundamental operative functions of human resource management.
•Training is an act of increasing the knowledge and skills of an employee for doing a particular job.
-Objective & Need of Training
-Process Of Training
-Methods and Techniques of Training
-On-the-job methods
-Off-the-job methods
-Conclusion.
Designing training program is a crucial part of any training organization. The main objective of training is to enhance the performance of the employee. Knowledge,skill and attitude are very much related with performance. Through identifying the needs of the clientele training design can be formulated.
This presentation is for those who are very new to Powerpoints and want to learn the art of making effective PPT's. Also the idea behind making a module, per say, is important and this PPT describes the parameters on which a Basic Training Module can be built. These parameters will help the new comers to get an Idea of how to prepare Training Modules
WHAT IS TRAINING ?
•Training refers to the process of imparting of specific skills , abilities and knowledge to an employee.
•Training is specialised function & is one of the fundamental operative functions of human resource management.
•Training is an act of increasing the knowledge and skills of an employee for doing a particular job.
-Objective & Need of Training
-Process Of Training
-Methods and Techniques of Training
-On-the-job methods
-Off-the-job methods
-Conclusion.
Designing training program is a crucial part of any training organization. The main objective of training is to enhance the performance of the employee. Knowledge,skill and attitude are very much related with performance. Through identifying the needs of the clientele training design can be formulated.
Staff development is the process directed towards the personal and professional growth of nurses and other personnel while they are employed by a health care agency.
An in-service program is a professional training or staff development effort, where professionals are trained and discuss their work with others in their peer group. It is a key component of continuing medical education for physicians, pharmacists, and other medical professionals.
Aims
1. To consider the role of training in staff development.
2. To examine career planning in schools.
3. To outline types of performance appraisal and career counseling.
4. To examine procedures in the case of discipline and dismissal.
Chandrima Spa Ajman is one of the leading Massage Center in Ajman, which is open 24 hours exclusively for men. Being one of the most affordable Spa in Ajman, we offer Body to Body massage, Kerala Massage, Malayali Massage, Indian Massage, Pakistani Massage Russian massage, Thai massage, Swedish massage, Hot Stone Massage, Deep Tissue Massage, and many more. Indulge in the ultimate massage experience and book your appointment today. We are confident that you will leave our Massage spa feeling refreshed, rejuvenated, and ready to take on the world.
Visit : https://massagespaajman.com/
Call : 052 987 1315
We are one of the top Massage Spa Ajman Our highly skilled, experienced, and certified massage therapists from different corners of the world are committed to serving you with a soothing and relaxing experience. Luxuriate yourself at our spas in Sharjah and Ajman, which are indeed enriched with an ambiance of relaxation and tranquility. We could confidently claim that we are one of the most affordable Spa Ajman and Sharjah as well, where you can book the massage session of your choice for just 99 AED at any time as we are open 24 hours a day, 7 days a week.
Visit : https://massagespaajman.com/
Call : 052 987 1315
International Cancer Survivors Day is celebrated during June, placing the spotlight not only on cancer survivors, but also their caregivers.
CANSA has compiled a list of tips and guidelines of support:
https://cansa.org.za/who-cares-for-cancer-patients-caregivers/
Feeding plate for a newborn with Cleft Palate.pptxSatvikaPrasad
A feeding plate is a prosthetic device used for newborns with a cleft palate to assist in feeding and improve nutrition intake. From a prosthodontic perspective, this plate acts as a barrier between the oral and nasal cavities, facilitating effective sucking and swallowing by providing a more normal anatomical structure. It helps to prevent milk from entering the nasal passage, thereby reducing the risk of aspiration and enhancing the infant's ability to feed efficiently. The feeding plate also aids in the development of the oral muscles and can contribute to better growth and weight gain. Its custom fabrication and proper fitting by a prosthodontist are crucial for ensuring comfort and functionality, as well as for minimizing potential complications. Early intervention with a feeding plate can significantly improve the quality of life for both the infant and the parents.
Letter to MREC - application to conduct studyAzreen Aj
Application to conduct study on research title 'Awareness and knowledge of oral cancer and precancer among dental outpatient in Klinik Pergigian Merlimau, Melaka'
Deep Leg Vein Thrombosis (DVT): Meaning, Causes, Symptoms, Treatment, and Mor...The Lifesciences Magazine
Deep Leg Vein Thrombosis occurs when a blood clot forms in one or more of the deep veins in the legs. These clots can impede blood flow, leading to severe complications.
Gemma Wean- Nutritional solution for Artemiasmuskaan0008
GEMMA Wean is a high end larval co-feeding and weaning diet aimed at Artemia optimisation and is fortified with a high level of proteins and phospholipids. GEMMA Wean provides the early weaned juveniles with dedicated fish nutrition and is an ideal follow on from GEMMA Micro or Artemia.
GEMMA Wean has an optimised nutritional balance and physical quality so that it flows more freely and spreads readily on the water surface. The balance of phospholipid classes to- gether with the production technology based on a low temperature extrusion process improve the physical aspect of the pellets while still retaining the high phospholipid content.
GEMMA Wean is available in 0.1mm, 0.2mm and 0.3mm. There is also a 0.5mm micro-pellet, GEMMA Wean Diamond, which covers the early nursery stage from post-weaning to pre-growing.
This document is designed as an introductory to medical students,nursing students,midwives or other healthcare trainees to improve their understanding about how health system in Sri Lanka cares children health.
Dr. David Greene R3 stem cell Breakthroughs: Stem Cell Therapy in CardiologyR3 Stem Cell
Dr. David Greene, founder and CEO of R3 Stem Cell, is at the forefront of groundbreaking research in the field of cardiology, focusing on the transformative potential of stem cell therapy. His latest work emphasizes innovative approaches to treating heart disease, aiming to repair damaged heart tissue and improve heart function through the use of advanced stem cell techniques. This research promises not only to enhance the quality of life for patients with chronic heart conditions but also to pave the way for new, more effective treatments. Dr. Greene's work is notable for its focus on safety, efficacy, and the potential to significantly reduce the need for invasive surgeries and long-term medication, positioning stem cell therapy as a key player in the future of cardiac care.
TEST BANK For Accounting Information Systems, 3rd Edition by Vernon Richardso...rightmanforbloodline
TEST BANK For Accounting Information Systems, 3rd Edition by Vernon Richardson, Verified Chapters 1 - 18, Complete Newest Version
TEST BANK For Accounting Information Systems, 3rd Edition by Vernon Richardson, Verified Chapters 1 - 18, Complete Newest Version
TEST BANK For Accounting Information Systems, 3rd Edition by Vernon Richardson, Verified Chapters 1 - 18, Complete Newest Version
The dimensions of healthcare quality refer to various attributes or aspects that define the standard of healthcare services. These dimensions are used to evaluate, measure, and improve the quality of care provided to patients. A comprehensive understanding of these dimensions ensures that healthcare systems can address various aspects of patient care effectively and holistically. Dimensions of Healthcare Quality and Performance of care include the following; Appropriateness, Availability, Competence, Continuity, Effectiveness, Efficiency, Efficacy, Prevention, Respect and Care, Safety as well as Timeliness.
3. Content
• Definition of Training
• Purpose of Training
• Types of Training
• Training Need Assessment (TNA)
• Training Plan, Training Conduction & Training evaluation
3
4. Definition of Training
• According to Dale S. Beach “Training is the
organized procedure by which people learn
knowledge and improve skill for a definite
purpose.”
• According to Edwin Flippo, ‘Training is the
act of increasing the skills of an employee
for doing a particular job’.
4
5. • Training refers to the teaching and learning
activities carried on for the primary purpose
of helping employees of an organization to
acquire and apply the knowledge, skills,
abilities, and attitudes needed by a particular
job and organization.
5
6. • Training is a learning process whereby people learn skills, concept, attitudes
and knowledge to aid in the achievement of goals.
• Training is LOVE (Learning of Others Valuable Experiences)
• To train means - To educate - To instruct
- To discipline - To teach or to acquire knowledge
- To change attitudes and behaviours
6
7. Purpose of Training
• To increase the knowledge and skills for doing a particular job.
• To bridge the gap between job needs and employee skills, knowledge, and
behaviors.
• To increase the productivity and quality of the health care services.
• To provide satisfaction of worker with their work.
7
8. • To develop positive attitude of the workers.
• To reduce occupational health hazards.
• To support the career development of the employees.
• To promote versatility and adaptability to new methods and
environment.
8
9. 9
• Health training provides benefits to health service providers, health
employer/organization, and health service receivers.
10. Types of training
• On the basis of the nature
Basic Training
Academic and Non- academic training
Pre-service training
In-service training
- Orientation training
- Promotional training
- Refresher training - Corrective training
10
11. • On the basis of time duration
- Short term training
- Long term training
• On the basis of formality
- Formal training
- Informal training
11
12. • Basic training
The training, which is given for a short duration to learn only basic
aspects of any field, is known as basic training such as training on
reforestation for 2 days.
• Academic and non-academic training
- Academic trainings are those which are qualified as academic career such as
Staff Nurse, HA, etc.
12
13. - Non-academic training are those training which are not qualified as
academic career such as ANM, CMA, Lab Assistant etc.
- These type of trainings provides educational certificate with both
theoretical and practical knowledge.
13
14. • Pre-service training
- It is designed for the preparation in general of any individual for
qualifying for certain set of professional or specific job oriented role.
- Pre-service training are used to refer to any structured activity aiming at
developing or reinforcing knowledge and skills before a health care
professional enters public health service or private practice.
14
15. - It is somehow similar to the academic training as person acquire health
knowledge and skills from the training.
- Example: National Health Training Center (NHTC) provides two types of
pre-service trainings i.e. Diploma in Biomedical Equipment Engineering (18
months) and the Anesthesia Assistant Course (1 year).
15
16. • In-service training
- It refers to the training of persons already employed, e.g. health providers
working in the public or private sector.
- The training given with a view to updating knowledge and skill of the
workers in any department of organization is known as In-service
training.
16
17. Orientation/ Induction Training
- It is the training program used to induct a new employee into the new social
setting of his/her work.
- The training gives introductory information and skills for some services
offered for new employees to start the job.
- This is to orient them towards their job responsibilities.
17
18. - The trainee is also informed about the methodology of day by day activities,
rules and working conditions of the organization.
- NHTC has started to provide induction training for all health service groups
from 2072/73.
18
19. Promotional Training
- Training for the health workers who are promoted to the higher position
with new responsibilities.
- It is given to the health workers with the purpose to reduce or eliminate
any difficulties while acquiring new roles and responsibilities in the
promoted post.
19
20. Refresher Training
- It is a short term training aim to refresh the learning in the previous
learning and to learn some new things.
- A range of refresher trainings are conducted as per the needs of divisions
and centers to develop the skills for implementing revised programs and to
improve job performance.
- Refreshers trainings for FCHVs and SBAs.
20
21. Corrective Training
- It is the implementation of criticism to employee whose behavior are giving
bad impact on organizational activities and development.
- It explains the employee why it is important to both the organization and the
employee that he should change his/her behaviors.
21
22. • Short term training
- Training of short duration such as basic training, refresher training, and
corrective training
• Long term training
- Training of long duration such as academic training, pre-service training,
orientation/Induction training.
22
23. • Formal training
- Training that is structured and takes place within a planned
setting.
- It has clear objectives and goals that are defined by an
instructor or trainer.
• Informal training
- Unstructured and occurs outside of a conventional learning
setting.
- Self-directed and has no real objectives.
- Discussion on the health topics with each other. 23
26. Training Needs Assessment (TNA)
• Training Needs Assessment (TNA) is the method of determining if a training
need exists and, if it does, what training is required to fill the gap.
• It is an assessment process that organizations use to determine performance
requirements and the knowledge, abilities and skills that their employees need
to achieve the requirements.
26
27. • TNA seeks to identify accurately the levels of the present situation in the target
surveys, interview, observation, secondary data and/or workshop.
• The gap between the present status and desired status may indicate problems that
in turn can be translated into a training need.
27
Training Needs: Desired Capability-Current Capability of the participants
29. • The TNA process helps the trainer and the person requesting training to
specify the training need or performance deficiency.
• Assessments can be formal (using survey and interview techniques) or
informal (asking some questions of those involved).
29
30. Why do we need a Training Needs Assessment?
• A TNA provides information on the training and
skills development requirements of all members of
your network.
• It is one of key steps in preparing a training plan and
will provide you with information on which to base
your network’s training plan.
30
31. • It enable you to:
- Identify gap between current and required levels of knowledge, skills, and attitude.
- Identify what the general content of training should be
- Form the foundation of a training plan
- Provide baseline for the evaluation of a training plan
- Ensure that appropriate and relevant training is delivered
- Maximum use of scarce resources.
31
32. • The purpose of TNA is to answer some familiar questions:
Why to conduct training ?
Who is involve in the training ?
How can the performance deficiency be fixed ?
What is the best way to perform ?
When will training take place ?
32
33. STEPS OF TRAINING NEED ASSESSMENT (TNA)
There are five steps of TNA as follows:
1. Identify problem and needs
2. Determine design of need analysis
3. Collect data
4. Analyze data
5. Provide feedback
33
34. 1. Identify problem and needs
• The first step in TNA is to identify problems and needs. Before TNA is
conducted, it should be investigated whether training is needed. In the public
sector, it is important to identify organizational context in such aspects as
policy, goal, roles and responsibilities.
• Realizing the policy direction of the organization, performance analysis
known as “gap” analysis is conducted to look at an official’s current working
performance and knowledge and identify whether an official is performing as
desired based on given roles and responsibilities.
34
35. • Gaps can include difference between :
- What the organization expects to happen
and what actually happens.
- Current and desired job performance.
- Existing and desired competencies and
skills
35
37. 2. Determine design of needs analysis
• The second step in TNA is to determine following:
- Targets groups to be trained
- Interviewees
- Survey methods
- Survey plan including schedule to be conducted TNA and persons in charge of
TNA.
• Those items become the basis for a training course designer to either create a new
training course, identify an existing one that can fulfill the need, or obtain one
externally.
37
38. • The target population of the training is determined based on problem need
and the objectives of TNA (step 1) identify problem and need.
• As the all population could not be involved in the need assessment, one of
the sampling strategies (simple random, systematic, stratified sampling etc.) is
determined to select the sample population for the survey.
38
39. • Both primary and secondary data (such as official document, previous
training document) may be useful for this purpose.
• Similarly, data analysis plan should be made to provide meaningful
information from the collected data.
39
40. 3. Collect data
• The third step in TNA is to collect data through:
i) Reviewing documents on existing training (secondary data and
information)
ii) Conducting survey including interviews and observation at work as
planned in step 2.
iii) Discussion with stakeholders.
40
41. • There are various methods to collect information for TNA which can be
utilized individually or in combination with each other.
• Data gathering is cornerstone of any needs assessment project.
• Can be time consuming.
41
42. 4. Analyze data
• Analyze data using quantitative and qualitative methods of data analysis as
needed to draw conclusion and recommendation on training contents, and to
prepare report.
• Assuming that the needs assessment identifies more than one training need,
the training manager, working with management, prioritizes the training based
on the urgency of the need (timeliness), the extent of the need (how many
employees need to be trained) and the resources available.
42
43. • Based on this information, the training manager can develop the
instructional objectives for the training and development
program.
• All three levels (organization, individual, and job) of needs
analysis are interrelated and the data collected from each level is
critical to a thorough and effective needs assessment.
43
45. 5. Feedback
• Prepare report and present among task force members and concerned
officials.
• The survey report should have the following elements: training subject (s),
important of the training, time requirements, current target group, potential
target group, frequency of training and required outputs of the training,
determine next steps for training preparation.
45
46. Need Assessment Areas
1. Organizational level Analysis: An analysis of the Organization's mission,
goals, objectives, strategies, available resources (financial and personnel)
including support by management and Organization toward training.
2. Individual level Analysis: An assessment at particular employees to
identify the existing and qualifications as well as capacity for learning. It will
show who needs training and what kind of training is needed.
46
47. 3. Work Analysis/Task Analysis: This is analysis of the job and the
requirements for performing the task (s). It specifies the main duties and skill
level required so the training relevant to the requirements of the job.
4. Performance Analysis: Assessment of the employee's Performance
comparing to the established standard in order to find out gap and usefulness
of training to improve the Performance. This technique is used to identify
which employees need the training in which component.
47
48. 5. Document/content Analysis:
Analysis of documents to identify the knowledge of information relevant for
the job. This information comes from manuals, documents of regulations.
It is important that the content of the training does not conflict of
contradict job requirements. Subject matter expert can be included for
determining the appropriate content.
48
49. 6. Training suitability Analysis: Analysis of whether training is the desired
solution. Training is one of several solutions to employment problems.
However, it may not always be the best solution. It is important to determine
if training will be effective its usage.
7. Cost-Benefit Analysis: Analysis of the return of investment on training.
Effective training results in a return of value to the organization that is
greater than the initial investment to produce of administer the training.
49
50. Planning, Conduction, and Evaluation of Training
1. Planning a training
- Collection of baseline information
- Identification of main needs or priorities of training needs.
- Selection of target group ; to whom and how many
- Determination of objective (goals); goals and objectives of training
50
51. - Decide the content and subject matter; clear content to be taught based on the
objective
- Selecting the appropriate method and media; based on the needs of content and
subject matter
Methods (lecture, mini-lecture, group discussion, demonstration, role play,
seminar, problem solving)
Media (Posters, charts, flip chart, slides projectors, film shows, flash cards etc)
51
52. - Identifying the available resources (man, money, materials, time)
Budget management, lodging and fooding for participants, training sites and
accessories, qualified trainer etc.
- Developing a plan of action
Each stage of the plan is defined and cost and the time needed to implement is
specified. It involves working guidance to all those responsible for execution.
- Deciding evaluation techniques
Tools and techniques of evaluation should be identified and pre-determined
52
53. 2. Implementation of training
- Putting the plan into action.
- Mobilizing and utilizing the resources
- Monitoring the program
- Recording and Reporting
53
54. 3. Evaluation of training
- It is the process of relating the actual achievement of a program to the
results predicted in the plan. It also measures the effectiveness of the
program.
- Stages/types of evaluation: Diagnostic evaluation (at the beginning)
Formative evaluation (at the middle)
Summative evaluation (at the end)
54
55. Methods of evaluation
1. Interview using questionnaire
2. Observation using checklist
3. Pre and post test evaluation
4. Group discussion and meetings using unstructured questionnaire.
5. Return demonstration
6. Onsite visit
55
56. Assignment
Develop a training program on family planning to Female
Community Health Volunteers (FCHVs)
Send assignment to prakash.ghimire707@gmail.com
56