Training and development
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This document discusses training and development in organizations. It defines training as a learning process focused on teaching new employees skills for their current jobs, while development focuses on long-term personal growth. Some key benefits of training mentioned include improved job knowledge and skills, better alignment with organizational goals, and stronger boss-employee relationships. Common training methods include on-the-job techniques like job rotation and coaching as well as off-the-job methods such as vestibule training and role playing. The purpose of training is to increase productivity, quality and retention while promoting adaptability. Development differs from training in its emphasis on future rather than current jobs and its longer-term, ongoing nature oriented toward skills rather than tasks.
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The trainer helps the trainees to learn by providing guidance, support and
feedback.
Facilitator: The trainer facilitates the learning process by creating a conducive
environment for learning.
Coach: The trainer coaches the trainees by providing feedback, guidance and support
for improving performance.
Counselor: The trainer provides counseling support to trainees by addressing their
concerns, doubts and issues.
Role Model: The trainer demonstrates desired behaviors and skills which are emulated
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Evaluator: The trainer evaluates the learning and provides feedback for further
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Catalyst: The trainer
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Coach: The trainer coaches the trainees by providing feedback, guidance and support
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For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/effectivehrtrainingslides
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The document discusses employee training and development. It begins by outlining the objectives of learning in the workplace and its impact on organizational performance. It then describes the process of learning, including preparing development plans, designing training, assessing training, and ensuring transfer of learning. Various methods for meeting learning needs are discussed, such as in-house training, external courses, coaching, mentoring, and e-learning. The importance of needs assessment, learning preferences, readiness, and evaluation are covered. Finally, it discusses emerging roles for learning and development professionals in managing workspaces and focusing on workplace learning experiences.
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Staff development involves processes that help organizations improve employees' skills and performance. It aims to accomplish institutional goals and support personal and professional growth. Some key aspects of staff development programs include assessing training needs, developing objectives, providing various types of training like induction, job orientation, in-service education and continuing education. While staff development benefits both employees and organizations, there are also some potential difficulties like lack of time, resources or buy-in that need to be addressed for programs to be effective.
Training & development
The document discusses training and development in organizations. It defines training as a learning process that involves acquiring knowledge and skills to enhance employee performance, while development focuses on broader knowledge for adapting to future demands. Various types of training are described, including induction training, job training, and refresher training. Both on-the-job methods like job rotation and coaching, as well as off-the-job methods like lectures and role playing are outlined. The benefits of training for organizations, individuals, and groups are provided. The training process from needs assessment to evaluation is summarized.
TRAINING AND DEVELOPMENT, BENEFITS, APPROACH AND ITS DIFFERENT TYPES
What is training and development? Training and development programs typically involve educational activities that advance a worker's knowledge and instill greater motivation to enhance job performance.
Human resource management
This document discusses human resource development (HRD) and training and development. It defines HRD as a process of enhancing employee capacities and abilities for productive work through improving their knowledge, skills, and competencies. Training and development is defined as attempts to improve employee performance and increase abilities through learning and changing attitudes or skills. The document distinguishes between training, development, and education. Training refers to imparting specific job skills, development helps employees grow into higher positions, and education involves theoretical classroom learning. It discusses various training methods like on-the-job training and identifies training needs at individual and group levels.
Chp 4 Training & Development
The document discusses training and development in organizations. It outlines the need for training to build competencies, support continuous learning, and help with organizational renewal. Effective training enhances skills, knowledge, abilities, and behaviors to improve job performance and meet organizational goals. A successful training program goes through three phases: needs assessment, design and delivery of training, and evaluation of training effectiveness and results.
MPA 212 Lec Training and Development.pdf
Training and development refers to educating employees within a company to increase productivity, improve quality, lessen employee turnover, and decrease costs and errors. There are several types of training including supervisor training, organizational development training, and interpersonal skills development training. The training and development process consists of five overlapping processes: needs assessment, motivation, design, delivery, and evaluation. Effective training design involves defining objectives, outlining content, developing activities, preparing materials, and determining evaluation and follow-up. Models like ADDIE provide a framework for the design and implementation of training programs.
Training & development
Training:
Act of increasing skills & knowledge.
A process of learning a sequence of programmed behaviour.
Substantial influence in changing the capacity of the individual to perform better.
Development:
Process of improving Performance & Personality.
Progress to maturity & better decision making.
Effective utilization of capacity & resources to be a better person.
Equip for higher responsibilities & position.
Training and development ppt
it consist of teaching plan for training and development for undergraduate students who are studying about human resource management. it would be useful for both the students and the staff too...
Traning and devlopment
training & development,
types of t & D,
Case Method & Syndicate Method of training development,
Career Planning,
process & Stages of career planning,
Training
The document discusses training, its purpose, types, and methods. It provides details on different training structures, needs identification, and assessment of effectiveness. Various on-the-job and off-the-job training techniques are explained, along with their merits and demerits. Executive training objectives and methods are also outlined.
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TRAINING AND DEVELOPMENT, BENEFITS, APPROACH AND ITS DIFFERENT TYPES
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Training and development
- 1. By subhasini Rana 2nd Sem Training and development
- 2. Training : A learning process and task oriented activity The process of teaching new employees the basic skill they need to perform their job.
- 3. Benefits of Training Improves the job knowledge and skills at all levels of the organization. Help people identify with organizational goals. Improve the relationship between boss and subordinate Help prepare guidelines for work
- 4. Purpose of Training To increase productivity and quality. To reduce the number of accidents. To reduce labour turnover. To promote versatility and adaptability to new methods .
- 5. On the job training Job rotation Coaching Job instructions
- 6. Off The Job Training Methods Vestibule training Role playing Lecture method Conference Discussion method
- 7. Development Focuses on personal growth, long term development.
- 8. Difference between training and development Current job Future job Planned process Planned learning opportunities Immediately using short Long term ongoing process term relevant Task-oriented Skill-oriented Training Development
- 9. Process of development tips : Train them Challenge them Find hidden talent Find them a mentor Be as a example
- 10. Thank you