TRAINING AND DEVELOPMENT (2).pdf
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The document discusses on-the-job training. It provides an introduction to on-the-job training and describes some of its key methods, including internships, apprenticeships, job instructions, job rotation, and coaching. The advantages of on-the-job training are that it is economical, allows learning by doing, provides a feel for the real work, and leads to quick learning. However, disadvantages include potentially lower productivity during training, not all people have teaching skills, it can be a rushed process, and it may cause disturbances or accidents.
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The document discusses training and development practices at Infosys. It begins with an introduction to training and development, outlining its objectives and importance as a source of competitive advantage. It then covers topics such as orienting employees, various training methods including on-the-job and off-the-job approaches, and the training process from needs assessment to evaluation. The document also briefly discusses management development and provides an overview of training at Infosys before concluding with a bibliography.
Training and development
This document discusses training and development in organizations. It defines training as a learning process that involves acquiring skills and attitudes to improve employee performance. The objectives of training are to increase knowledge, change attitudes, impart new skills, improve overall performance, and prepare workers for higher roles. Training is important as it improves skills, increases productivity, promotes job satisfaction and adaptability. The types of training discussed are orientation, job, apprenticeship, internship, on-job and off-job training. The document also distinguishes between training, which improves current job skills, and development, which prepares employees for future roles.
Training (HRM).pptx
This document discusses training and development in organizations. It begins by defining training and development as formal efforts to improve employee performance and self-fulfillment through educational methods. It emphasizes that ongoing training is vital for business success. The document then covers the philosophy, concepts, definitions, objectives, importance and process of training. It distinguishes between training, which improves current job skills, and development, which enhances conceptual skills for future roles. The overall goal of training is to reduce gaps between required and actual employee performance.
Employee training & development
- Employee training and development is essential for organizational success as it enables employees to develop necessary skills. The first step is to identify training needs based on strategic objectives.
- Training involves improving employee knowledge and skills through instruction and activities to improve performance. It is needed due to changing technology, quality standards, productivity needs, and safety. Training objectives include increasing job satisfaction, motivation, and adapting to new methods.
- The presentation covers the need for training, types of training like induction, job, and refresher training, and methods like on-the-job coaching and special projects. It also discusses management development as a continuous behavioral change process.
Chapter09 091202140019-phpapp02
Training is a planned programme designed to improve employee performance and bring about measurable changes in knowledge, skills, attitude, and social behavior. It is essential for job success and can lead to higher production, fewer mistakes, greater job satisfaction, and lower turnover. Training helps new recruits perform tasks effectively, prepares existing employees for higher level jobs, and enables employees to keep up with latest developments and changes. A systematic approach to training involves assessing training needs, implementing training programs, and evaluating their effectiveness. Common on-the-job training methods include job instruction training, coaching, mentoring, and job rotation.
Job rotation fiona-nolan (1)
The document describes a Job Rotation program developed in Ireland under the EQUAL at Work program. The program aimed to provide training and employment opportunities for long-term unemployed individuals by placing them in private sector companies to replace employees who would receive further training. Two companies participated in the pilot program. Unemployed individuals received pre-placement training and worked as replacements, while employees received upskilling training. Over 60% of unemployed participants were ultimately offered permanent jobs after completing the rotation. The program benefited companies by providing a trained, temporary workforce while upskilling permanent employees without disrupting operations.
Chapter 09
The document discusses various aspects of training such as the need for training, features of training, types of training, on-the-job and off-the-job training methods, and evaluation of training programs. It provides examples of systematic approaches taken by different companies to identify training needs, implement training, and evaluate the effectiveness of training.
Training and development
Training involves developing skills through instruction and practice to meet standards. It increases employee knowledge and skills to perform jobs correctly. Training is a continuous learning process where employees gain knowledge, enhance skills, and improve attitudes and behaviors for job success. There are various training methods, including on-the-job training, lectures, case studies, and role playing, which are used to meet objectives like increased productivity, quality improvement, safety, and effective management. Training and development both aim to help employees but differ in their focus, with training oriented towards present job skills and development focusing on long-term career growth.
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The document discusses training and development practices at Infosys. It begins with an introduction to training and development, outlining its objectives and importance as a source of competitive advantage. It then covers topics such as orienting employees, various training methods including on-the-job and off-the-job approaches, and the training process from needs assessment to evaluation. The document also briefly discusses management development and provides an overview of training at Infosys before concluding with a bibliography.
Training and development
This document discusses training and development in organizations. It defines training as a learning process that involves acquiring skills and attitudes to improve employee performance. The objectives of training are to increase knowledge, change attitudes, impart new skills, improve overall performance, and prepare workers for higher roles. Training is important as it improves skills, increases productivity, promotes job satisfaction and adaptability. The types of training discussed are orientation, job, apprenticeship, internship, on-job and off-job training. The document also distinguishes between training, which improves current job skills, and development, which prepares employees for future roles.
Training (HRM).pptx
This document discusses training and development in organizations. It begins by defining training and development as formal efforts to improve employee performance and self-fulfillment through educational methods. It emphasizes that ongoing training is vital for business success. The document then covers the philosophy, concepts, definitions, objectives, importance and process of training. It distinguishes between training, which improves current job skills, and development, which enhances conceptual skills for future roles. The overall goal of training is to reduce gaps between required and actual employee performance.
Employee training & development
- Employee training and development is essential for organizational success as it enables employees to develop necessary skills. The first step is to identify training needs based on strategic objectives.
- Training involves improving employee knowledge and skills through instruction and activities to improve performance. It is needed due to changing technology, quality standards, productivity needs, and safety. Training objectives include increasing job satisfaction, motivation, and adapting to new methods.
- The presentation covers the need for training, types of training like induction, job, and refresher training, and methods like on-the-job coaching and special projects. It also discusses management development as a continuous behavioral change process.
Chapter09 091202140019-phpapp02
Training is a planned programme designed to improve employee performance and bring about measurable changes in knowledge, skills, attitude, and social behavior. It is essential for job success and can lead to higher production, fewer mistakes, greater job satisfaction, and lower turnover. Training helps new recruits perform tasks effectively, prepares existing employees for higher level jobs, and enables employees to keep up with latest developments and changes. A systematic approach to training involves assessing training needs, implementing training programs, and evaluating their effectiveness. Common on-the-job training methods include job instruction training, coaching, mentoring, and job rotation.
Job rotation fiona-nolan (1)
The document describes a Job Rotation program developed in Ireland under the EQUAL at Work program. The program aimed to provide training and employment opportunities for long-term unemployed individuals by placing them in private sector companies to replace employees who would receive further training. Two companies participated in the pilot program. Unemployed individuals received pre-placement training and worked as replacements, while employees received upskilling training. Over 60% of unemployed participants were ultimately offered permanent jobs after completing the rotation. The program benefited companies by providing a trained, temporary workforce while upskilling permanent employees without disrupting operations.
Chapter 09
The document discusses various aspects of training such as the need for training, features of training, types of training, on-the-job and off-the-job training methods, and evaluation of training programs. It provides examples of systematic approaches taken by different companies to identify training needs, implement training, and evaluate the effectiveness of training.
Training and development
Training involves developing skills through instruction and practice to meet standards. It increases employee knowledge and skills to perform jobs correctly. Training is a continuous learning process where employees gain knowledge, enhance skills, and improve attitudes and behaviors for job success. There are various training methods, including on-the-job training, lectures, case studies, and role playing, which are used to meet objectives like increased productivity, quality improvement, safety, and effective management. Training and development both aim to help employees but differ in their focus, with training oriented towards present job skills and development focusing on long-term career growth.
Training and Development of Human Resource
The document discusses employee orientation and training and development. It describes the purpose and content of orientation for new employees. It also outlines the phases, methods, and processes involved in training and development. Some key benefits of training for both employees and companies are increased skills, career opportunities, motivation, and organizational efficiency. The document provides tips for making training meaningful and motivating for learners.
Trainingdevelopment copy-pptbisht-10204404-phpapp02
The document describes training and development through a short story and additional information. In the story, two woodcutters named Rahim and Rahman earn a meager living cutting wood. One day, they meet a beggar and Rahman decides to teach the beggar how to cut wood rather than simply giving him food. This teaches the beggar a skill to support himself going forward. The document then provides additional details on training, development, their purposes and processes. It outlines key areas like knowledge, technical and social skills training can cover.
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31187389 a-project-report-on-training-and-development-of-hal
This document provides an overview of training and development at Hindustan Aeronautics Limited (HAL). It discusses the importance of training for optimizing human resources, developing skills, and adapting to changes. The document also outlines HAL's approach to training, including traditional training methods as well as modern approaches that focus on creating a smarter workforce. It defines training as a learning process aimed at enhancing employee performance through acquiring new knowledge, sharpening skills, and changing attitudes and behaviors.
Become a Certified Trainer with Len Stevens' in 5 Days.
Develop your Hidden Potentials and
become a Certified Trainer by participating
in the 2015 CLASS of the highly rated
and accredited Personal Skills
Development and Trainer Certification
Course, the “©GRID Training Method
Course” from South Africa. Note that the
word “GRID” is ©Guide and Resource
for Instruction and Development. It also
This training will be conducted by Len
Stevens, the International Award-Winning
Master Trainer of 35 years experience,
designer and owner of the “©GRID
Training Method” Course.
This 5-day Course is totally 'hands-on'
Participatory – and based firmly on Len’s
“Skills-Transfer” Methodology. There is No
dreary note-taking – No boring lectures –
No seat-warming – and No “death-bypower-
point”…!! Like Len puts it:
Training should not just give knowledge, it
must give skills, change behaviour and
attitude; the “©GRID Training Method”
has been designed to ensure permanent
skills-transfer and change in attitude which
is essential to employee and organizational
development
ITFT_Training and development
1. Induction provides an overall preview of the company through presentations and introduces employees to different people in the organization to familiarize them with the company. Orientation is longer and provides a practical overview of the company.
2. Training aims to improve employee performance on current jobs and prepare them for future roles. It can increase productivity, quality, health and safety, and prevent obsolescence through learning.
3. Common training methods include on-the-job training, job instruction training, job rotation, coaching, mentoring, lectures, vestibule training, case studies, and role playing. Coaching focuses on specific issues while mentoring takes a broader long-term view.
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This document is a report on summer training at Visual Soft India Private Limited submitted for a Master's degree. It includes declarations by the author and acknowledgements. The report contains 5 chapters that discuss the need for training and development in organizations. It examines the effectiveness of training programs at Visual Soft India Private Limited in developing employee skills. The report analyzes data from a training needs assessment survey and provides findings on the impact of training on employee performance, behavior, and productivity. It also evaluates the cost-effectiveness of training methods used by the company.
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This document outlines 5 reasons why employee training is important:
1. Support succession planning by increasing the availability of experienced employees to take on senior roles.
2. "Up-skill" or "multi-skill" employees to increase their skills and adaptability within the organization.
3. Reduce attrition rates by providing career pathways for employees to progress within the organization.
4. Enhance operational efficiency by increasing employee productivity and consistency in work processes.
5. Exceed industry standards and build the company's reputation by training employees in best practices.
Training & Development
This document discusses training and development in the context of human resource management. It covers the key areas of training, education, and development. It then discusses common training methods like lectures, orientations, and computer-based training. It also discusses applications of training programs like technical training, sales training, and clerical training. Finally, it discusses self-instruction as a training method and highlights the benefits it provides.
Training And Development
Training and development is a continuous process aimed at improving employee skills and knowledge to help the organization achieve its goals. There are two main types: training focuses on immediate skills improvement for current job tasks, while development prepares employees for future roles by enhancing personal skills. The training process involves analyzing needs, setting objectives, designing and implementing training, then evaluating results. It ensures employees can perform tasks effectively and management is committed to developing people and expanding their contributions over time.
6.Staffing Training and Development Method: XII Business Studies
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This document contains the answers to three questions about human resource management topics. For the first question, the answer defines and compares training and development, noting that training is short-term and job-focused while development is long-term and career-focused. The second question distinguishes between on-the-job training, which involves hands-on learning at work, and off-the-job training, which involves more formal classroom methods away from regular duties. The third question discusses calculating return on investment for training by collecting data, isolating training effects, converting data to monetary values, and identifying tangible and intangible benefits compared to program costs.
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The document discusses training in human resource management. It begins by introducing the topic and defining training as enhancing employee skills, capabilities, and knowledge for performing jobs. It then explores the importance of training, including improving employee performance, consistency, satisfaction, and productivity while reducing costs. The document also examines the need for training and different types of training like induction, on-the-job, and off-the-job training. It provides examples of each type and their advantages and disadvantages. Finally, the document outlines findings from a survey conducted about the needs and importance of training in organizations.
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The document discusses training and development for a sales force. It defines training as increasing employees' knowledge and skills for their current job, while development prepares them for future jobs and brings their performance to a higher level. Training focuses on technical skills for current roles and is short-term, while development is long-term and involves managerial skills. Effective sales training is important for optimizing the sales force, improving employee skills and productivity, building team spirit, and reducing turnover. However, training also has limitations like retaining trained employees and being time-consuming. The training process involves analyzing needs, designing and implementing programs, and evaluating the results. Various cognitive, behavioral, on-the-job, and off-the-job training methods
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This document discusses HR planning and training. It provides an overview of HR planning, which involves forecasting future workforce needs and developing strategies to meet those needs. It also describes the importance of HR planning. The document outlines different types of on-the-job and off-the-job training methods. It provides examples of on-the-job training like job rotation, coaching, and internships. It also gives examples of off-the-job training like role-playing sessions and lectures. Finally, it discusses a case study of Nescafe, including problems they faced and their solution of improving training programs.
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Become a Certified Trainer with Len Stevens' in 5 Days.
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become a Certified Trainer by participating
in the 2015 CLASS of the highly rated
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Development and Trainer Certification
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development
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2. Training aims to improve employee performance on current jobs and prepare them for future roles. It can increase productivity, quality, health and safety, and prevent obsolescence through learning.
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TRAINING AND DEVELOPMENT (2).pdf
- 1. TRAINING AND DEVELOPMENT ON THE JOB TRAINING SUBMITTED TO :- DR.KIRAN YADAV
- 2. Meet the people who built the presentation TRAINING AND DEVELOPMENT ABOUT OUR TEAM ISHITA RAUT SHIREEN SIDDIQUE VRINDA MIGLANI AAYUSH SHARMA 506 548 501 910
- 3. Introduction Methods of on the job training On The Job Training Advantages of on the job training Disadvantages of on the job training OVERVIEW Types of Training
- 4. CONCEPT OF TRAINING TRAINING IS AN ORGANIZED ACTIVITY FOR INCREASING THE KNOWLEDGE AND SKILLS OF PEOPLE FOR A DEFINITE PURPOSE. TRAINING IS THE PROCESS OF ENHANCING THE SKILLS, CAPABILITIES AND KNOWLEDGE OF EMPLOYEES FOR DOING A PARTICULAR JOB.
- 5. TYPES OF TRAINING OFF THE JOB TRAINING ON THE JOB TRAINING
- 6. ON THE JOB TRAINING 06 On the job training is the training in which the employee learn in actual work environment . It is based on the principle of learning by doing It is suitable for imparting skills that can be learnt in a relatively short period of time.
- 7. INTERNSHIP TRAINING APPRENTICESHIP METHODS OF ON THE JOB TRAINING 07
- 8. JOB INSTRUCTIONS JOB ROTATION COACHING METHODS OF ON THE JOB TRAINING 07
- 9. ADVANTAGES OF ON THE JOB TRAINING AN ECONOMICAL WAY OF LEARNING THE SIMPLE METHOD OF LEARNING GET THE FEEL RIGHT QUICK LEARNING ON THE JOB TRAINING IS SYSTEMATIC
- 10. DISADVANTAGES OF ON THE JOB TRAINING LOW PRODUCTIVITY TEACHING IS A SKILL THAT EVERYONE DOES NOT POSSESS IT'S A RUSH PROCESS CREATES DISTURBANCE ACCIDENTS CAN HAPPEN