psikologi industri dan organisasi –Training and development

1. TRAINING AND DEVELOPMENT
Employee Training and Development

2. CV(CURRICULUM VITAE)
• Nama :Muhammad Gentha Yudistira
• Gmail : gentha021100@gmail.com
• Lulusan Madrasah Aliyah Alhamid cilangkap,cipayung,jakarta timur.
Sedang mengikuti program S1 Psikologi universitas pancasila

3. “Training is the systematic development of the knowledge skills and attitudes required by an
individual to perform adequately a given task or job.”
-Michael Armstrong-
“Training Is the process of teaching new employees the basic skills they need to
perform their jobs.”
-GARY DESSLER-
Definitions-
“Training and Development refers to the process to obtain or transfer knowledge, skills
and abilities needed to carry out a specific activity or task”.

4. TRADITIONAL AND MODERN APPROACH OF
TRAINING AND DEVLOPMENT
Traditional approach – most of the organizations before never used to believe in training. They
were holding the traditional view that managers are born and not made. There were also some
views that training is a very costly affair and not worth.
Modern approach- Organizations have realized the importance of corporate training.
Training is now considered as more of retention tool than a cost. The training system in has
been changed to create a smarter workforce and yield the best results.

5. Steps in the Training Process
1. Needs analysis
2. Establish Specific Objectives
3. Program implementation
4. Evaluation

6. Analyzing Training Needs
Task Analysis(Analisis Tugas)
• Assessing new employees’ training needs(Menilai
kebutuhan pelatihan karyawan baru)
Performance Analysis(Analisis
Kinerja)
• Assessing current employees’ training needs(Menilai
kebutuhan pelatihan karyawan saat ini)

7. ESTABLISH SPECIFIC OBJECTIVES(MENETAPKAN TUJUAN
KHUSUS)
Hasil akhir tujuan yang di inginkan harus jelas dan dirumuskan dengan ringkas.

8. PROGRAM IMPLEMENTATION
• Menyiratkan perubahan
• pelatih yang memenuhi syarat harus tersedia
• Pelatih harus memahami tujuan perusahaan

9. EVALUATION
MERANCANG STUDI EVALUASI
• REAKSI
• BELAJAR -TEORI DAN DESAIN PROGRAM
• PERILAKU
Memilih Efek Pelatihan Yang Akan Diukur
• Reaksi peserta pelatihan terhadap
program tersebut

10. PURPOSE OF TRAINING PROGRAMMES
1. Improving employee performance- As it bridges the gap between the actual and
expected performance of the employees.
2. Creating an efficient and effective organization
3. It helps organization to absorb changes taking place in the environment and reduce
resistance to change.

11. TRAINING METHODS
• On-the-Job Training(Pelatihan di Tempat Kerja)
Melakukan Pembinaan atau magang,Rotasi pekerjaan,Tugas khusus
• Programmed Learning(Pembelajaran terprogram)
Menyajikan pertanyaan, fakta, atau masalah kepada pelajar,Mengizinkan orang itu
merespons,Memberikan umpan balik tentang keakuratan jawaban

12. WHO PROVIDES TRAINING ?
Pelatih, manajer, konsultan internal, dan pakar karyawan.
Who Is in Charge of Training?
Pelatihan dan pengembangan dapat menjadi tanggung jawab profesional di bidang sumber
daya manusia, pengembangan sumber daya manusia, atau pengembangan organisasi.

13. Training, Learning, and Motivation
Make the Learning Meaningful(Jadikan pembelajaran bermakna)
1. Pada awal pelatihan, memberikan pandangan mata materi yang akan disajikan
untuk memfasilitasi pembelajaran.
2. Gunakan berbagai contoh yang sudah dikenal.
3. Mengatur informasi sehingga dapat menyajikannya secara logis, dan dalam
unit yang berarti.
4. Gunakan istilah dan konsep yang sudah akrab bagi peserta pelatihan.

14. Succession Planning(Perencanaan sukses)
• Mengantisipasi kebutuhan manajemen
• meninjau inventaris keterampilan manajemen
perusahaan
• Membuat uat grafik pengganti
• Mulai pengembangan manajemen

15. REVERENSI
Noe, Raymond A. Employee training and development / Raymond A. Noe.—
5th ed. p. cm.
W. Ruona and S. Gibson, “The Making of Twenty-First Century HR: An
Analysis of the Convergence of HRM, HRD, and OD,” Human Resource
Management (Spring 2004): 49–66.
Dessler, gary. Human resource management“Training and Developing
Employees” (Chapter 8) .

16. TERIMA KASIH DAN SEMOGA BERMANFAAT