Training
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Training is a process of learning behaviors and skills to improve employee performance in their current or future jobs. It bridges the gap between expected and actual performance to help organizations meet their objectives. The training process involves assessing needs, designing the training, delivering the training, and evaluating outcomes. Training principles include modeling, reinforcement, spaced practice, feedback, and motivation. Training can be on-the-job, involving coaching and job rotation, or off-the-job through lectures and simulations. Evaluation assesses reaction, learning, job behavior changes, organizational benefits, and overall value. Advantages include improved customer service, safety, and productivity, while disadvantages include costs and reduced productivity during on-the-job training.
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Training and retraining of employees is important for organizations. There are several steps to an effective training process: (1) conducting a needs assessment, (2) selecting a training method based on learning theories, (3) designing the training, (4) delivering the training, and (5) assessing the effectiveness of the training. Training improves employee skills, morale, and productivity which benefits the organization through less supervision needed, fewer accidents, increased chances of promotion, and higher productivity. Retraining is also important to help employees learn new skills as technologies and processes change over time.
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Training and development represents an ongoing investment in employees that recognizes them as valuable assets. Rapid technological changes, redesign of work, mergers and acquisitions, increased employee mobility, and globalization have increased the need for training and development. Training benefits both individuals through increased marketability and employability, and organizations through improved profitability, efficiency, flexibility, fewer management layers, and increased employee accountability. Objectives must be specific, measurable, and aligned with identified training needs and desired employee behaviors. Training design, delivery, and environment influence how well employees transfer skills to their jobs. Evaluation provides feedback on a program's effectiveness and should have criteria parallel to objectives. Planning, delivery, evaluation, and follow-up are key factors for training
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This document discusses training, defining it as a learning process that enhances employee performance through acquiring knowledge, skills, concepts, and changing attitudes and behaviors. It notes that training improves job knowledge, attaches employees to organizational goals, improves relationships, reduces supervision needs, and increases productivity. Finally, it outlines two common training methods: on-the-job training provided within everyday work, and off-the-job training provided away from the actual work environment.
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This document discusses training and development in organizations. It defines training and development, their objectives, importance and types. There are two main types of training: on-the-job training which occurs at work, and off-the-job training which takes place outside the normal work situation. On-the-job training methods include job rotation, coaching and job instruction. Off-the-job training methods include vestibule training, role playing and lectures. The document compares the key differences between on-the-job and off-the-job training.
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Here are some key ethical considerations for training and development programs:
1. Fairness - All employees should have equal access to training opportunities regardless of personal attributes. Selection criteria should be job-related.
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3. Accuracy - Training content should be factually correct and not misleading. Trainers should have subject matter expertise.
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Training is a systematic process of improving employees' knowledge, skills, and attitudes. Traditionally, organizations believed managers were born and training was costly. However, modern approaches recognize training's importance. Training enhances performance, updates skills, and creates a smarter workforce. It benefits organizations by improving employee retention, motivation, and productivity. Common training methods include on-the-job and off-the-job techniques like lectures, simulations, and computer-based modules. Organizations evaluate training to ensure it achieves desired outcomes and allows continuous improvement. Management development specifically focuses on improving managers' competencies through long-term programs.
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Human Resource Management Unit 2
UNIT - II: TRAINING & DEVELOPMENT OF EMPLOYEES: Analyzing Training needs &
Designing the program – Implementing different training program – Implementing
Management Development Programs – Evaluating the Training Programs; PERFORMANCE
APPRAISAL: Concept of Performance, Performance Management, Performance Appraisal –
Methods of Performance Appraisal - Assessment Centre.
Training and learning in Organisational Psychology
- Industrial/organizational psychology applies psychological principles to business problems like hiring, training, and management. I/O psychologists help improve company performance through practices like training programs.
- Effective training includes all employees, teaches new skills related to performance, and can result in increased productivity and satisfaction. Training methods include orientation, on-the-job, and technical training.
- Learning is the acquisition of knowledge through experience and being taught. Learning principles that maximize efficiency include knowledge of results, distributed practice, transfer of training, motivation, and part vs. whole training.
6 Training
This document discusses training and provides information on various aspects of developing and implementing training programs. It defines training and explains why training is needed. It also outlines different training methods that can be used, such as instructor-led classroom training, e-learning, hands-on training, and simulations. The document discusses evaluating training programs to assess their effectiveness and determine areas for improvement. The evaluation should happen at three levels: through immediate feedback, post-training tests, and post-training appraisals.
Training & development
Training and development is a core function of human resource management that ensures continuous skill development of employees. The presentation discusses the objectives, importance, types, and methods of training. It defines training and identifies needs through job, task, and human resource analyses. Various on-the-job and off-the-job training methods are described, including coaching, lecture, and case study. The key steps in designing an effective training program are identified as needs assessment, setting objectives, organization, and evaluation.
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Training
- 1. By RN
- 2. • Training is a process of learning a sequence of programmed behavior .It is an application of knowledge it gives people an awareness of the rules and procedure to guides their behavior .It attempts to improve their performance on the current job to prepare them for an intended job.
- 3. NEED OF TRAINING 0 50 100 Performance (eg: sales) Required performance Actual performance Training helps the organisation to accomplish its objective by bridging the gap between the expected performance and actual performance
- 4. TRAINING PROCESS ASSESSMENT (analyse training needs, identify objectives and criteria) DESIGN (pre-test trainees, select training method, plan training content) DELIVERY (schedule training, conduct training, monitor training) EVALUATION (measure training outcomes, compare outcomes to objective/criteria)
- 6. TYPES OF TRAINING • ON THE JOB • On-the-job training (OJT) is a form of training taking place in a normal working situation. • OFF THE JOB • This is any form of training which takes place away from the immediate workplace. Off-the-job training includes more general skills and knowledge useful for work.
- 7. • ON THE JOB TRAINING Job instruction training Apprentice training Internship Job rotation Coaching/ mentoring • OFF THE JOB TRAINING Lectures Audio visuals Computer assisted training Simulation (role play, case study, vestibule training Sensitivity training
- 8. Levels of training evaluation • Reaction what is his/her reaction after training • Learning how much the employee has learned • Job behaviour changes in behaviour or attitude towards the job/organisation • Organisation has the organisation benefitted • Ultimate value summary
- 9. ADVANTAGES OF TRAINING • Training your staff can result in better customer service, better work safety practices and productivity improvements • Bridge the gaps between expected and actual performance • Motivate employees (promotions) • Can learn new tricks and styles • They’re skilled to do new and different tasks, which keeps them motivated and fresh. DISADVANTAGES OF TRAINING • Wrong training process selection can destroy the benefits of training • On the job training reduces productivity • Costly • Selection of wrong person to doing the training