Training – Introduction – Definition – Scope – Objectives – Benefits of Training – Designing of effective Training – Opportunities and Challenges for Training – Learning – Training – Development – Education – Meaning – Concepts – Differences
Need Assessment – Reasons for analyzing the Training Needs – Identification of Training Needs – Steps to conduct a Need Assessment – TNA Model – Organizational Analysis – Operational Analysis – Person Analysis – Gather data for TNA
Training Design – Introduction – Perspective for Designing training – Building a Training Design – Learning Objectives – Components and Methods – Training Process – Key factors in designing – General features of good demonstration – Training of Trainers programs – Skills of an effective Trainer
Methods of Training – On-the-Job – Off-the-Job – Management Games, Case study method, Role play method – In-basket Exercises, Laboratory training – Experiential Learning Techniques – Brain storming, Syndicate method, Discussion method, Outward Bound Learning, Sensitivity Training in Organization – A practical tool – The Fish Bowl Exercise - E-Learning and use of Technology as Training
Training Evaluation – Introduction – Reasons for evaluating training – Outcomes used in the evaluation of the training programs – Factors determining the outcomes of Evaluation – Evaluation Techniques and Instruments – Resistance to training evaluation – Future of Training and Development
Training – Introduction – Definition – Scope – Objectives – Benefits of Training – Designing of effective Training – Opportunities and Challenges for Training – Learning – Training – Development – Education – Meaning – Concepts – Differences
Need Assessment – Reasons for analyzing the Training Needs – Identification of Training Needs – Steps to conduct a Need Assessment – TNA Model – Organizational Analysis – Operational Analysis – Person Analysis – Gather data for TNA
Training Design – Introduction – Perspective for Designing training – Building a Training Design – Learning Objectives – Components and Methods – Training Process – Key factors in designing – General features of good demonstration – Training of Trainers programs – Skills of an effective Trainer
Methods of Training – On-the-Job – Off-the-Job – Management Games, Case study method, Role play method – In-basket Exercises, Laboratory training – Experiential Learning Techniques – Brain storming, Syndicate method, Discussion method, Outward Bound Learning, Sensitivity Training in Organization – A practical tool – The Fish Bowl Exercise - E-Learning and use of Technology as Training
Training Evaluation – Introduction – Reasons for evaluating training – Outcomes used in the evaluation of the training programs – Factors determining the outcomes of Evaluation – Evaluation Techniques and Instruments – Resistance to training evaluation – Future of Training and Development
Training & development evaluation is a continual and systematic process of assessing the value or potential value of a training program, course, activity or event. Results of the evaluation are used to guide decision-making around various components of the training (e.g. delivery, results) and its overall continuation, modification, or elimination.
Training & development evaluation is a continual and systematic process of assessing the value or potential value of a training program, course, activity or event. Results of the evaluation are used to guide decision-making around various components of the training (e.g. delivery, results) and its overall continuation, modification, or elimination.
How to Train and Manage your Virtual Staff Karyn Lurie
The successful integration of your virtual staff into your business relies on you investing the time and effort into properly training them. Here are some of our best tips!
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Employee Training Methods for Workplace Training - By PrepAIKavika Roy
Enterprises can no longer rely on a single training method. Hence, we have enlisted some popular employee training methods for you to try out
To Read the Full Article: https://www.prepai.in/blog/employee-training-methods/
- Employee Training
- Employee Development
- Training and development
- Difference of training and development
- Comparison of Training and Development
- Determining Training Needs
- Training Methods
- On the Job Training
- Off the Job Training
- Process of Training and Development
- Conducting Training Need Analysis
- TNA
- Measurement of Training and Development
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Training and development, and performance management process in an organization Syed Abrar Ahamed
This document can help you to understand that how training and development process is going on and performance of employees are evaluate in an organisation.
Training & Development methods really add value to the workforce of the organization & also towards the achieving the productivity of the organization.
2. Training means equipping the employees with the
required skill to perform the job. The candidates are
send for training so that they can perform the job in
the expected manner. Since it is job oriented so its
main focus is to improve the work efficiency.
Training give importance to organizational goals.
Training
4. When the employees are trained while they are
performing the job then it is known as on the job
training. Under this method employees learn by doing.
This method is suitable only for technical job & the
advantage of this method is employees can learn the
practical while working on the job.
On-the-job
Training
5. Apprenticeship: the workers seeking for skilled jobs
are sent for apprenticeship training programme which
is an on-the-job method of training. In this master
worker is appointed who guides the learner regarding
the skill of the jobs. E.g.- plumbers, electricians, iron
workers.
Job rotation: in this the employees is shifted from one
job position to other for short interval of time to make
him aware of requirements of each job.
Techniques of
on-the- job
method
6. Internship: it is an agreement between the
professional institutes & the corporate sector where
professional institute send their students to various
companies so that they can acquired practical
knowledge.
Coaching: in this superior guides & instructs the
trainee as a coach. Through effective coaching a
employee can be motivated to perform to the best of
his ability.
Techniques of
on-the job
method cont..
7. Off the job training means training the employees
by taking them away from their work position
which means employees are given a break from the
job & sent for training suitable for managerial job
position.
Off-the-job
Training
8. Conferences: literal meaning of conference is
consultation . It is a highly structured way to convey
the message or information with the help of audio
video aids.
Vestibule training: vestibule school means dummy
training. Generally when the expensive & delicate
machineries are involved the employers avoid on-the-
job methods of training.
Techniques of
off-the- job
method
9. Films: showing films is also very effective method in
certain cases. Films can give important information on
various technique through demonstrative skills.
Case study: under this method manager discuss real
problems that they have faced & trainees are asked to
give suggestions & alternatives to solve that problem. It
provides the bridge between theoretical knowledge &
practical knowledge.
Techniques of
off-the- job
method cont..
10. Computer modeling: under this method a
computer is programmed to show real problems of job
& how to overcome such problems. Employees can
learn a lot without incurring much cost.
Programmed instructions: under this method a
learning package is prepared to give general
instructions & specific skills. The information is
broken into sequence of meaningful units.
Techniques of
off-the- job
method cont..
11. DEI Study Material
Business Studies: Poonam Gandhi pg. 155-159
References
