This document discusses training and development. It defines training as the systematic modification of behavior through learning. It provides several definitions of training from different authors. It also discusses the objectives, components, process, and types of training. The training process involves planning, designing, and evaluating training. Planning includes assessing training needs, developing training strategies, and identifying resources. Needs assessment identifies competency gaps at the individual and organizational levels. Training strategies are then developed to address the identified needs.
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Training & Development - Designing a training program - key factors, strategi...ShatakshiSingh17
This presentation is related to Training and Development which talks about the key factors of designing a training program, the strategies which are faced by the training design managers while designing an effective training program and also the challenges which the design manager has to face on a daily basis while designing the training program.
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
A Presentation On Topic "Training & Development"
With A Interesting Case Study.
It Is A Very Important Topic Which Is One Of The Chapter Or An Important Part For The Subject "Human Resources Management" (HRM).
The Presentation Consist Of Following Topics :-
1. Key Terms.
2. Introduction Of Training & Development.
3. Inputs In Training & Development.
4. Training Process.
5. Methods Of Training.
6. Techniques Of Training.
7. Case Study On "Reliance Communications".
Training and development is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including "human resource development", and "learning and development".
Employee training,
Training need assessment
Training methods
Training evaluation
Cross-cultural training,
Designing executive development programme
Techniques of executive development
Career planning 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
Even if you already know what a SWOT analysis is and what it’s used for, it can be tough to translate that information into something you can action.
It can also be hard to examine your own business with a critical eye if you’re not entirely sure what you should be examining.
Reading an example SWOT analysis for a business that is either in your industry or based on a comparable business model can help get you started.
All of our SWOT analysis examples are based on real businesses that we’ve featured in our gallery of free sample business plans on bplans.com
The following 6 examples are
broken into three parts:
1. A quick introduction to the company.
2. The company’s SWOT analysis.
3. Some potential growth strategies for the company based on what’s revealed by the SWOT analysis.
Training & Development - Designing a training program - key factors, strategi...ShatakshiSingh17
This presentation is related to Training and Development which talks about the key factors of designing a training program, the strategies which are faced by the training design managers while designing an effective training program and also the challenges which the design manager has to face on a daily basis while designing the training program.
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
A Presentation On Topic "Training & Development"
With A Interesting Case Study.
It Is A Very Important Topic Which Is One Of The Chapter Or An Important Part For The Subject "Human Resources Management" (HRM).
The Presentation Consist Of Following Topics :-
1. Key Terms.
2. Introduction Of Training & Development.
3. Inputs In Training & Development.
4. Training Process.
5. Methods Of Training.
6. Techniques Of Training.
7. Case Study On "Reliance Communications".
Training and development is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including "human resource development", and "learning and development".
Employee training,
Training need assessment
Training methods
Training evaluation
Cross-cultural training,
Designing executive development programme
Techniques of executive development
Career planning 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
Even if you already know what a SWOT analysis is and what it’s used for, it can be tough to translate that information into something you can action.
It can also be hard to examine your own business with a critical eye if you’re not entirely sure what you should be examining.
Reading an example SWOT analysis for a business that is either in your industry or based on a comparable business model can help get you started.
All of our SWOT analysis examples are based on real businesses that we’ve featured in our gallery of free sample business plans on bplans.com
The following 6 examples are
broken into three parts:
1. A quick introduction to the company.
2. The company’s SWOT analysis.
3. Some potential growth strategies for the company based on what’s revealed by the SWOT analysis.
Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
Career Advancement - Meaning, Career Planning, Career Development, Benefits of Career Planning and Development, Traditional Career Stages, Exploration, Establishment, Mid Career, Late Career, Decline, Steps in Career Planning, Self Development Mechanism, Knowledge Enrichment & Career Enhancement, Succession Planning - Meaning, Need & Importance of Succession Planning, Steps in Succession Planning, Need & Importance of Succession Planning, Culture as a Factor in Succession Planning, Problems and Issues in Succession Planning, Measures to Solve Problems in Succession Planning
2. DEFINITION- TRAINING
• Systematic modification of behavior through
learning, which occurs as a result of education,
instruction and development and planned
experience
4. DEFINITIONS
• “Training is the set of activities that provides the
opportunity to acquire and improve job related
skills.” – Schermerhorn, Hunt and Osborn
• “Training is the process of altering employee
behavior and attitudes in a way that increases
the probability of goal attainment. “– Irvin
• “Training is the process of acquiring the skills
necessary to do the job.” – Robert . N. Lussier
5. DEFINITIONS (continued.)
• “Training is one of the several responses that an
organization can undertake to promoted learning .
“–Reynolds
• “Training is a planned effort by a company to enable
employees to learn job related competencies. “–Noe
• “Training and development is the process of
developing expertise for the purpose of improving
performance. “ – Swanson and Holton
6. Objectives of Training
• Main objectives:: to help the organization
achieve its objectives by adding value to its
key assets-the people it employs
▫ Develop competencies
▫ Help people grow within the organization
▫ Reduce the learning time of employees
8. HEAD COUNT
• Focus
• Benchmarks
• Time span
• Duration
• measures
TRAINING
• skill
• Behavioral
• Short to
medium
• Continuous
• Bottom line
DEVELOPMENT
• Process
• readiness
• Medium to long
• Milestones
• competencies
EDUCATION
• Concept
• Capacity
• Long
• Fixed
• professionalism
DIFFERENCE BETWEEN
TRAINING,DEVELOPMENT AND EDUCATION
Dr. Leonard Nadler’s equation
TRAINING + EDUCATION = DEVELOPMENT
9. TRAINING PARADIGMS
• Culture specific training language
training COGNITIVE
• Social skills training, coaching on
prejudices and communication
programs
EMOTIONAL
• Culture assimilator, social skills
training, focuses on intercultural
situations
BEHAVIOURAL
12. 1.Planning training
• Establishing the sequence and relationship of a
series of operations prior to commencing the
work
• Is a strategy for employees to develop work place
expertise ,both general and specific
• Essential if both long term and short term
objectives are to be achieved at the right time.
• 7 Stepped Process
13. P
L
A
N
N
I
N
G
T
R
A
I
N
I
N
G
Setting strategic direction
Training needs
assessment
Developing training
strategy
Developing training
strategies
Identifying training resources and
earmarking funds and staff
Developing training
calendar
To : designing
training
14. 1.Setting strategic direction :
STRATEGIC
PLAN
CURRENT
COMPETENCE
(PERFORMAN
CE)
DESIRED
COMPETENCY
LEVEL
FUTURE
PERFORMANCE
COMPETENCY
GAPS
15. 2.Training Needs Assessment
• analyze whether training could enhance goal
achievement
• Training SWOT strengths, weaknesses,
opportunities, threats have to be carried out
• Facilitate in efficient and effective goal
attainment of the organization and yield
• Must in an organisation to be updated
16. • Training must have a purpose and that can be
defined only if the learning need of the
organization and the groups and individuals
within it have been systematically identified and
analyzed.
• TNA can be done identified at the individual and
organizational level through the process of
analysis
17. Data for identification of training need
• Evaluation of personnel
• Analysis of work
• Analysis of skills
• Observation
• Changes in the organization or job
• Interviews between superiors and subordinates
• Analysis of data
18. Steps in TNA at organizational
,occupational and individual levels
1
• obtaining needs assessment through questionnaire, surveys, advisory groups, focus groups, Interviews
2
• Analyzing data for discrepancy
3
• Defining performance problems such as changing technologies
4
• Conducting research on performance solutions by locating agencies that are doing
• Determining costs of training and non training solutions through the involvement of all affected employees
5
• Determining best approaches to resolving problems and issues
6
• Conducting a cost benefit analysis
• Finding a business case for selected approach to project what financial benefit will result from the investment of
money on training
19. ORGANISATION
AL ANALYSIS
•OBJECTIVES
•RESOURCES
•ENVIRONMENT
INDIVIDUAL
ANALYSIS
•EXPECTED
PERFORMANCE
REQUIREMENTS
•ACTUAL
PERFORMANCE
GAP ANALYSIS
Analyzing the
gaps in
competence and
skills and action
required to fill
these gaps
Training
Needs
Identification
Training Needs Identification
20. Most common methods of diagnosis of
organizational training needs
• Evaluation of personnel
• Analysis of work
• Analysis of skills
• Observation
• Changes in the organization or job
• Interviews between superiors and sub ordinates
• Analysis of data
21. 3. Developing training strategy
• Developing training strategy involves
▫ Analyzing and identifying corporate and occupational needs
▫ Developing proposals on how these needs should be satisfied.
▫ Preparing plans and budgets for training activities
▫ Identifying external training resources, selecting external
training providers ,specifying what is required from them and
ensuring that their delivery of training meets the specification
22. Training strategy
Competency
gaps
Training strategy A
Training strategy B
Training strategy C
Cost
benefit
analysis
Training
plan/
business
case
Selected
training
strategy
23. 4.Developing training policies , plans
and procedures
• Gives guidelines for
▫ Amount of training needed
▫ The amount of money that should be allocated
▫ Scope and aims of training schemes
▫ Allocation of responsibilities for training
• Purpose of training plan is to identify the work to be
carried in to achieve agreed objectives
• Establishes general requirements for work process of
identifying ,providing and tracking employee training