Training as a changing agent
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This document discusses training, including defining it, describing types of training, listing training methods, and criteria for measuring effectiveness. Training is defined as organized activities that increase knowledge and skills for a specific purpose. The types of training discussed are induction, job, internship, refresher, and promotion training. On-the-job and off-the-job are two broad methods of training mentioned. Effectiveness can be measured by trainees' reaction, learning, and behavior change resulting from the training. The goal is for trainees to apply the knowledge and skills acquired.
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Training and development
This document discusses training and development. It defines training as seeking to improve an individual's ability to perform their job by changing their skills, attitudes, and knowledge. Development focuses more on long-term personal growth and career advancement. The training process involves analyzing needs, setting objectives, designing training methods, implementing training, and evaluating results. Determining training needs requires analyzing the organization, tasks, and individuals to identify performance gaps that training could address.
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This document discusses training and development in human resources. It defines training as developing skills through instruction and practice for a specific purpose, while defining management development as preparing potential managers for higher positions through leadership training. It outlines different types of training like induction, job instruction, and refresher training. Management development aims to improve manager performance and create a team of competent leaders. The importance of training and development is highlighted as improving job skills, morale, and relationships to benefit both organizations and individuals.
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Training program design is the process of developing new training and development courses or lessons for employees. Designing training programs can spot skill gaps that need to be filled in order to improve employee performance
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training & development
The document provides an overview of training and development. It discusses:
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3) Different types of training including on-the-job and off-the-job methods. Development focuses on personal and professional growth through activities like special projects.
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training
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Cross-cultural training,
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To ensure training programs are successful, the head of the training department must:
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4. Implement training initiatives by instructing trainees clearly and encouraging participation.
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Human Resource Training and Development
Presentation on training which is an attempt to improve current or future employee performance by increasing an employee's ability to perform through learning, usually by changing the employee's attitude or increasing his or her skills and knowledge.
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Training and development involves improving organizational and individual effectiveness. Training focuses on immediate changes through instruction, while development relates to longer-term goals. There are various methods of training, including on-the-job methods like apprenticeships, internships, and job rotation, as well as off-the-job methods like classroom lectures. Training needs assessment identifies gaps between current and required skills and knowledge to determine what training is needed. The process involves analyzing organizational needs, job tasks, and individual employee skills.
3.1 trainingdevelopment.pptx
Training and development involves improving organizational and individual effectiveness. Training focuses on immediate changes through instruction, while development addresses longer-term goals. There are various training methods, including on-the-job methods like apprenticeships and job rotations, and off-the-job methods like classroom lectures. Training needs assessment identifies gaps between present and required skills and knowledge. Competency-based training focuses on specific skills, while role-based training applies skills through practical exercises. Outsourcing training can leverage costs and resources.
Training&development
Training and development aims to improve employee performance through learning. It involves assessing training needs, designing training programs, selecting instructional methods, implementing training, and evaluating its effectiveness. The goals are to develop employee competencies, help people grow within the organization, and reduce learning times for new roles. Training methods include classroom programs, mentoring, coaching, simulations, e-learning, on-the-job training, and job rotation. Benefits include improved performance, skills and knowledge, motivation, customer service and morale.
Training & development
This document provides an overview of training and orientation concepts. It defines training as efforts to facilitate the acquisition of skills, knowledge, and attitudes to enhance job performance. Orientation is introduced as a systematic introduction of employees to their jobs, coworkers, and organization. Different training methods are described, including on-the-job training, vestibule training, and off-the-job methods like lectures and simulations. The document also discusses training needs assessment, program design, objectives of orientation, and evaluating the effectiveness of training interventions.
Training and development
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.
Management training &development
Training plays an important role in developing employees' skills and knowledge. There are differences between training, which focuses on current job skills, and management development, which prepares employees for future roles. Effective training requires identifying needs, designing programs with clear objectives, and using various methods like on-the-job and off-the-job approaches. Organizations benefit from improved performance, while training also develops employees' abilities and job satisfaction. Regular needs assessments and program evaluations ensure training continuously meets organizational and individual goals.
Training&Development_LT.pdf
This document provides an overview of training and development methods. It discusses both on-the-job and off-the-job training methods. On-the-job methods include job rotation, coaching, job instruction training, and internships. Off-the-job methods include case study, role playing, and in-basket training. The document also discusses assessing training needs, setting objectives, designing programs, implementation, and evaluation. The goal is to increase employee knowledge, skills, and change behaviors to benefit organizational performance.
K.B. Rathore
This document discusses various methods of employee training. It defines training as enabling employees to perform their current jobs more efficiently and prepare for higher level roles. Training objectives include increasing productivity, organizational climate, and employee skills and loyalty.
The document outlines on-the-job methods like coaching, special assignments, and job rotation where employees learn through observation and experience. It also describes off-the-job methods such as lectures, seminars, and role-playing that involve formal training away from the workplace. Specific training techniques like job instruction, vestibule training, and role plays are also summarized.
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The document discusses the leadership qualities and skills needed for effective rescue leadership. It defines leadership as inspiring followers to work as a team toward a common mission. A rescuer needs leadership skills to lead their team in emergency situations and to support the team leader. Good qualities for a rescue leader include being motivated, goal-oriented, decisive, trustworthy, ethical, and good at communicating. Key skills include motivating the team, taking responsibility, making decisive actions, communicating effectively, behaving ethically, building trust, and reducing stress in team members.
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The document outlines uniform standards and regulations for Rescue 1122 personnel. It discusses the purpose of wearing uniforms, which is to promote professionalism, uniformity, discipline and pride. It then details the various uniform types including working, ceremonial, training and firefighting uniforms. It provides descriptions of uniforms, accessories, civilian dresses, hair, facial hair, nail, jewelry and tattoo policies. The document also lists the ranks and rescue ribbons of the service.
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The document discusses dining etiquette and mess etiquette. It begins by defining etiquette as a set of rules governing social and dining behavior. It emphasizes that good table manners demonstrate professionalism. The document then outlines various etiquette practices for the mess, including queuing in an orderly fashion, wearing a uniform, arriving on time, and waiting patiently to be seated. It provides detailed guidelines for proper etiquette during meals, such as sitting up straight, not putting elbows on the table, chewing with your mouth closed, and not taking excessive portions of food. The overall document stresses the importance of following etiquette rules in the mess.
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Training as a changing agent
- 2. Objective Upon completion of this lesson you will be able to; 1.Define Training 2.Describe the types of Training 3.List two methods of training 4.Describe criteria to measure the effectiveness of training
- 3. What is Training? Training is an organized activity for increasing the knowledge & skills of people for a definite purpose. “Training is the act of increasing the knowledge & skills of an employee for doing a particular job.”
- 5. Purpose of Training • To increase the knowledge. • To impart new skills. • To bring about change in the attitude • To create sense of responsibility. • Professionalism
- 6. Training Needs & Importance 1.Higher Productivity 2.Standardization of Procedure 3.Less Supervision 4.Economical Operation 5.Higher morale 6.Personal growth
- 7. Types of Training Induction or Orientation Training Job Training Internship Training Refresher Training Training for promotion
- 8. Training Methods On-the-Job Methods Off-the-Job Methods - Job Rotation - Coaching - Job Instruction -Vestibule Training - Role Playing - Lecture Methods - Conference or Discussion -Programmed Instructions
- 9. Design Of a Training Programme 1.Identification of Training needs • Organizational Analysis • Task Analysis • Human Resource Analysis 2.Setting Training Objectives 3.Organisation of Training Programe *Trainee and Instructor *Period of Training *Training Method & Material 4.Evaluation of Training Results
- 10. Effectiveness of Training Training effectiveness is the degree to which trainees are able to learn and apply the knowledge and skills acquired during the program. It is influenced by the; Attitude Interests Values
- 11. Effectiveness of Training A training program is likely to be more effective when the trainees want to learn, are involved in their jobs and have career plans. Contents of the training program, and the ability of trainers also determine training effectiveness to a certain extent. Expectations of the trainees and the training environment.
- 12. The following criteria may be used to measure the effectiveness of training : 1.Reaction 2.Learning 3.Behavior
- 14. Objective Upon completion of this lesson you will be able to; 1.Define Training 2.Describe the types of Training 3.List two methods of training 4.Describe criteria to measure the effectiveness of training
- 15. Thanks