T- group individual OD interventions - Organizational Change and Development...manumelwin
A T-group is a form of group training where participants themselves (typically, between eight and 15 people) learn about themselves (and about small group processes in general) through their interaction with each other.
They use feedback, problem solving, and role play to gain insights into themselves, others, and groups.
T- group individual OD interventions - Organizational Change and Development...manumelwin
A T-group is a form of group training where participants themselves (typically, between eight and 15 people) learn about themselves (and about small group processes in general) through their interaction with each other.
They use feedback, problem solving, and role play to gain insights into themselves, others, and groups.
Interventions are necessary for an organization to apply for effectiveness in functioning of an organization. this presentation is about part of interventions known as structural intervention.
Designing Training Programs is important. The fourth chapter of Effective HR discusses the meaning and significance of training design. In this chapter, Training design models and the factors involved for designing a training program is discussed. Understand the motivation dynamics of trainees and the process of training design from this presentation by Welingkar’s Distance Learning Division.
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Evaluation is a planned process which provides specific information about a selected session, program for the purpose of determining value or decision making.
Helping employees to become effective in their jobs is one of the fundamentally HR management that any organization has to undertake. This slide explains the Training Methods Technique and Aids, bought to you by Welingkar’s Distance learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/effectivehrtrainingslides
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Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Interventions are necessary for an organization to apply for effectiveness in functioning of an organization. this presentation is about part of interventions known as structural intervention.
Designing Training Programs is important. The fourth chapter of Effective HR discusses the meaning and significance of training design. In this chapter, Training design models and the factors involved for designing a training program is discussed. Understand the motivation dynamics of trainees and the process of training design from this presentation by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Evaluation is a planned process which provides specific information about a selected session, program for the purpose of determining value or decision making.
Helping employees to become effective in their jobs is one of the fundamentally HR management that any organization has to undertake. This slide explains the Training Methods Technique and Aids, bought to you by Welingkar’s Distance learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/effectivehrtrainingslides
Join us on Facebook: http://www.facebook.com/welearnindia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Understand the effect of induction and integration mechanism on employee retention and performance.
Identify the objectives and steps of induction and integration.
Differentiate between training and development.
Describe on the job and off the job training methods.
Demonstrate and design training programs after conducting TNA.
Evaluate the effectiveness of training and development programs
Understand employee development , need analysis and its approaches.
Describe the issues faced during employee development.
Recognize different career managing terms.
Comprehend why career development is necessary.
Explain the steps to manage career.
Facilitation Skills for Train the Trainer (TTT) Programme
Facilitation is an art and science and can be learned and improved upon with practice and it is a required skill for any project or team manager.
This chapter of Effective HR talks about Transfer of Training. The main core of the presentation is to understand what transfer of training/learning is and to have the knowledge about the factors enhancing learning. The presentation has been prepared by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Evaluating the training programs PPT: The Four levels ( Kirkpatrick's Four-Le...mpavi257
Level 4 is the final level of the Kirkpatrick model of training evaluation. It seeks to measure changes in business performance that have come about through learners applying their new learning to the workplace.
For organisation leaders in particular, this may be regarded as where the bottom-line value of training lies. However, gathering evaluation data at this level is a complex task which involves measuring the impact of training on business performance measures as reported by learners’ managers and other key stakeholders.
The specific performance measures used will depend on the individual organisation and, crucially, on the agreed objectives and expectations of outcomes from the training programme.
Examples of measures include changes to:
productivity/output rates
sales volumes
employee turnover rates
customer satisfaction and retention rates
number of customer complaints
wastage rates
non-compliance
rate of accidents per year
number of sick-absence days per month
number of cancelled training days/sessions
recruitment costs.
In many organization's some or all of these will be in place alongside other performance measures within existing management systems and reporting.
lesson -1 : Introduction to training and development
lesson -2 : Significance of training
lesson -3 : Training manual
lesson -4 : learning and its style
lesson -5 : Learning progress - a few good learning theories
lesson -6 : Training climate and pedagogy developing training modules
and much more .......
Medical Education, Feedback, Undergraduates, Feedback for written exam and assignments, feedback for oral presentations, feedback for laboratory experience
this presentation consist the four stages of teaching or you can also called the elements of teaching process. which contain Planning, Implementation, Evaluation, Reflection.
Effective to provide training program (training for trainer)Management_Team
At every human resource development program, the participants look forward to receiving the strategy of implementation of the topic of discussion in the working environment, while the theories that serve as the basic topic of discussion, it is still difficult to implement.
Topic in human resource development program, is expected to serve as a guide to build strategy implementation in the work environment, so that theory is just as insightful thinking which can be obtained from various sources.
Strategy implementation topic of discussion, not a theory but a technique to determine the stage of carrying out the work, planned and systematically arranged, but in tune with the culture of the organization, so as not to clash both vertical and horizontal.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
2. CONTENTS
1. Meaning of training climate
2. How to create training climate
3. Factors affecting training climate
3. MEANING OF TRAINING CLIMATE
Climate is what it feels like to work somewhere, how motivating that is, and consist of six clear
elements:-
Clarity
Commitment
Standards
Responsibility
Recognition
Teamwork
All of which can be measured and managed
4. A prerequisite for effective training to take place is the establishment
of a climate that is conducive to training.
Training climate includes the tangible and intangible aspects related to
the training environment. These comprise of ambience, perceptions
for the training programs, feelings, etc.
It refers to workplace characteristics that either inhibit or facilitate the
transfer to the job of what has been learned in training.
If there is a good training climate within an organization, staff will
understand that their comments are important and their feedback will
begin to reflect their overall needs within the training program rather
than an immediate reaction.
5. HOW TO CREATE A TRAINING CLIMATE IN THE TRAINING
ROOM
Enabling objectives:-
• Identify characteristics of how people learn.
• Explain how group form and develop.
• Use effective presentation skills.
• Use questioning techniques.
• Summarize a presentation.
6. Characteristics of learner:
• Require learning to be relevant
• Need participation and active involvement in the learning process.
• Desire a variety of learning experiences.
• Desire a positive feedback.
• Have personal concerns and need and atmosphere of safety.
• Have high expectations for themselves and their trainer.
• Must maintain their self-esteem.
7. Involving participants:-
• Allowing participants to provide input regarding schedules, activities and other
events.
• Questioning and feed back.
• Brainstorming and discussions.
• Hands-on work.
• Group and individual projects.
• Classroom activities.
8. Use a variety of methods:-
• Audio-visual aids.
• Illustrated lectures.
• Demonstrations.
• Group discussions.
• Role plays and case studies.
• Guest speakers.
9. Use the positive feedback:-
• Give verbal praise either in front of other participants or in private.
• Use positive responses during questioning.
• Recognize appropriate skills while coaching.
• Let the participants know how they are progressing toward achieving
learning objectives.
10. Treat participants as individuals:-
• Use participant names as often as possible.
• Involve all participants as often as possible.
• Treat participants with respect.
• Allow participants to share information with others.
11. Individual become group:-
• They share a common purpose.
• They share a common experience in attending the course.
• Each member’s contributions and questions are valued and respected.
• An open and trusting climate develops.
• The members pay attention to how they work together.
12. Understand group dynamics:-
• Observe
• Develop increased awareness.
• Discuss observations with co-trainers.
• Develop options to support the group.
13. Effective presentation skills:-
• Follow a plan and use trainer notes.
• Communicate in a way that is easy to understand.
• Maintain eye contact with participants.
• Project your voice.
• Be sure to ask both simple and more challenging questions.
• Display a positive use of humor.
• Be an effective role model.
14. Purpose of introduction:-
• Capture interest.
• Make participants aware of the clinical trainer’s expectations.
• Help foster a positive training climate.
15. Introduction techniques:-
• Reviewing the objectives.
• Asking a series of questions about the topic.
• Sharing a personal experience.
• Using a content expert.
• Using a game, role play or simulation relating the topic to future work
experience.
16. Questioning techniques :-
• Ask a question of the entire group.
• Target the question to a specific participant.
• The key in asking questions is to avoid a pattern.
• Repeat a participant’s correct response.
• Provide positive reinforcement.
At the end seek feedback, both Formal/ Informal.
17. FACTORS AFFECTING TRAINING CLIMATE
Training climate is the result of interaction between trainees and trainers in the
context of training environment.
Climate can either be favorable or unfavorable for effective delivery of training.
Favorable climate is manifested high degree of teamwork, trust and
commitment on the part of both trainer and trainee.
Unfavorable climate is expressed in low trust, unhealthy competition and lack
of interest on the part of stakeholders.
Favorable climate leads to high collaboration between trainer and trainees
whereas unfavorable climate results in low motivation and defensive behavior.
18. PARTICIPANTS AND TRAINERS FEELINGS MEDIATE TO CONSTRUCT A
FAVORABLE OR UNFAVORABLE TRAINING CLIMATE AS EXPLAINED BELOW:
• Participant’s feelings:- participant’s feelings are the outcome of
interaction between the following factors:-
1) Individual factors:- these are related with individual priorities, personal life
situation and comfort level.
2) Group factors:- these include the sense of relatedness in the group, dynamics of
the group, prior association among group members. This contribute to the
participant’s feelings in training environment.
3) Pedagogical factors:- pedagogical factors which contributes to trainers ability to
relate, timing, structuring, scheduling, and methodology.
19. 4) Organizational factors:- organizational factors are perceived organizational
support, work context in which training will be implemented and perceived positive
or negative consequences of training on performance enhancement and
assessment.
Trainer’s feelings:- trainer’s feelings are dependent on factors
classified as follows:
1) Trainer-related factors:- trainer-related factors are dependent on
trainer’s command over training subject, level of motivation and prior
preparation.
2) Trainee- related factors:- trainee-related factors are participants prior
understanding of the subject and involvement in the training program.
20. • Organizational factors:- organizational factors are resources and time
commitment and perceived importance given to training.
It is imperative on the part of organization to ensure that all the
stakeholders behave in the manner so as to facilitate
construction of favorable climate.
Since organization has the biggest stake in successful
conclusion of training, it is the prime responsibility of training
managers to evaluate the factors which lead to evolution of
favorable or unfavorable climate.