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.
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".
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".
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Training and Development
In this presentation, we will discuss the importance and understanding of Training and Development of employees in an organization. Types of training and understanding the steps in conducting a training program are also presented here in this presentation.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
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.
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".
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Training and Development
In this presentation, we will discuss the importance and understanding of Training and Development of employees in an organization. Types of training and understanding the steps in conducting a training program are also presented here in this presentation.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
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.
On/Off Road Cycle Infrastructure Review - Urban
Venue: Glasgow - Cycling Scotland Office
Site Visit: Glasgow Connect 2 Cycle Infrastructure
Date: Wednesday 31st August 2011
Start Time 9.30am
Brief Description: Review of Connect 2 infrastructure installed within Glasgow. This will be completed by a series of workshops on designing for cyclists looking in depth at current design manuals and providing a more technical review of current standards. Site visits will be used to review the infrastructure completing the day with a feedback session on the installed infrastructure.
Integrating Career Pathways Into Career Planning at Age-Appropriate Levels - ...Kuder, Inc.
Career planning solutions that are empirically aligned with the 16 National career clusters and pathways produce the most valid and reliable results after self-assessment. Attend this session to learn how this alignment has proven to be the most effective tool in career guidance and how it fuels the entire planning process.
• • •
http://www.kuder.com
Get More Information: http://www.kuder.com/contact-us/inquiry-form/
Request a Demo: http://www.kuder.com/contact-us/request-a-demo-form/
Customer Testimonials: http://www.youtube.com/playlist?list=PL6EDA60EA1D1AFFCD
Blog: https://www.kuder.com/blog
Facebook: https://www.facebook.com/KuderCareerPlanningSystem
Twitter: https://twitter.com/kuder
LinkedIn: http://www.linkedin.com/company/kuder
Pinterest: http://pinterest.com/kuderinc/
This is a single PowerPoint slide containing a flow chart I made for my Training and Development team.
I figured I would upload it in case it could be useful for someone else.
Effectiveness of Organizational TrainingJorge Boria
The request to measure effectiveness of the training performed at an organization is not met by the "beauty contest" survey taken at the end of an activity. Moreover, since 85% of knowledge acquired by adults is lost in two weeks unless used, as reported by Jane Tippett in Nurses’ acquisition and retention of knowledge after trauma training, it is of fundamental importance that the gauge corresponds to the needs. In this presentation we describe a low tech yet highly effective method for measuring the improvement in productivity gained by training attendees. The method, used since last century in a large telecom organization, is based on some premises: training is only useful if aligned with job outcomes; training should be timely and not carried out solely for consuming the training budget; training objectives should be described as learning objectives, that is to say, what behavioral changes the training is attempting to achieve; managers are responsible for the skills and competencies of their employees.
Personalize your training events for literacy with our TTL Process(c). Choose among a vast array of training activities, written for specific literacy practices, that meet your teachers' needs.
Employee training,
Training need assessment
Training methods
Training evaluation
Cross-cultural training,
Designing executive development programme
Techniques of executive development
Career planning and development
Chapter 1 Introduction to Training and Development.pptDr. Nazrul Islam
Training means the process of increasing the knowledge and skills of an employee for doing a particular job. It seeks to improve the job performance and work behaviour of those trained.
Training and development is required for each and every employee in the organization, in this lesson, we have thrown light on various techniques and tools to improve the skills of employees
Time Management, Work Life Balance & Internal Behavior. All the presentation is prepared for In House Training. Criticism will be solicited from my end and propel me to do better.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
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.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
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An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
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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.
2. Objectives:
Why Learning is required in Workplace
Employee Development & Workplace Learning
Impact of Learning & Development in
Organizational Performance
Process of Learning
Preparing Development Plan
Designing Training
Train to Gain
2
Assessment of Training
5. Architecting Learning
Traditional L&D Role
Emerging L&D Role
Build and maintain catalogues
– courses, programs,
curriculum
Manage Workspaces
(work/learning/
environments)
Design and develop course
materials for formal,
structured learning
Focus on supporting learning
experiences in the workplace
Performance-centric role.
Helping people Work
Smarter
virtual labs, learning
„nuggets‟, workplace support,
etc.
Performance and
productivity-focused
Course-centric role (with a
little coaching and ancillary
activities)
Predominately classroombased with some structured
eLearning Many channels –
classroom, eLearning
Learning-focused
Train to Gain
5
6. Forces Affecting The Workplace
Customer Service
Productivity
Safety
Employee Retention & Growth
The downturn of Economy
Train to Gain
6
Coping with the retirement of skilled
employees
8. Defining Training:
Training refers to a planned effort
by a company to facilitate
employees learning of Job
Related Competencies.
Train to Gain
8
- Raymond A Noe
9. Goal of Training:
To master the:
Knowledge
Skill
Behavior
Train to Gain
9
And apply them to day to day activities
11. Training Designing Process
1. Conducting Needs Assessment
2. Ensuring Employees Readiness for
training
3. Creating Learning Environment
4. Ensuring Transfer of Training
5. Developing an Evaluation Plan
6. Selecting Training Methods
Train to Gain
11
7. Monitoring & Evaluating Training
12. Conducting Needs Assessment
Train to Gain
12
Why it is necessary?
Training may be incorrectly used as a solution to a
performance problem (Motivation, Job Design,
Communication)
Training program may have the wrong content,
objectives or methods
Trainees must be sent to training programs for which
they do not have the basic skills, prerequisite skills of
confidence needed to learn
Training will not deliver the expected learning,
behavior change, or a financial result is that the
company expects.
Money will be spent on training programs that are
unnecessary because they are unrelated to the
company’s business strategy.
13. Identifying Training Needs
Is your business experiencing problems or
being held back in some ways?
Do you receive customer complains?
Is part of your TEAM or Business
underperforming?
Do you rely on one or two people for critical
functions in your business?
Train to Gain
13
Do you have a shortage of a particular set of
skills, or a likely future skills shortage?
14. Causes & Outcomes of Needs
Assessment:
Legislation
Lack of Basic
Skills
Poor
Performance
New
Technologies
Customer
Request
New Products
Higher
Performer
Standards
New Job
Train to Gain
Analysis
Organizational Analysis:
(What is context?)
Task Analysis:
(In what do they need
training?)
Person Analysis:
(Who needs training?)
Outcome
What training needs to learn?
Who receives training?
What training methods is
appropriate?
Frequency of training
Buy versus build training
decision
Training versus other HR
Option such Selection/Job
Design
How training should be
evaluated?
How to facilitate transfer of
training?
14
Pressure Points
16. Organizational Analysis:
Strategic Direction
Support of Manager, Peer & Employees for
Training & Development
Training Resource
Do you want to devote time & money to
training?
Buy Vs. Built
Train to Gain
16
Other HR Options (Such as Selection, Job Design)
18. SWOT Analysis
How can you build on the
strengths, skills and
knowledge already in the
organization?
What skills, knowledge or
behaviors that could help your
organization make the most of
the available opportunities?
Train to Gain
What skills, knowledge or
behaviors could help address
the identified weaknesses?
What skills, knowledge or
behaviors could help your
organization manage and
overcome the identified
threats?
18
How can you capture the
good practice and expertise
that already exists?
19. SMART Objective
SMART is a way of checking that your objectives are clear. It
applies to both work and learning objectives.
Specific: You know exactly what it is you have to do
Measurable: There is a clear way of knowing when you have
done it.
Achievable: It is achievable within your reasonable control
Realistic: It is a realistic goal bearing in mind the time and the
resources available (doesn‟t mean it shouldn‟t stretch or
challenge you!)
Time-bound: There is a date or deadline for achieving the
Train to Gain
19
objective.
21. Person Analysis:
Snaking: It has been found to be of
considerable use in a side-by-side situation
with an employee, where you “go snaking
together”
Brainstorming: It involves staff putting
forward their ideas regarding the skills and
knowledge that they think are appropriate &
required
Train to Gain
21
Meta Planning: This is used to allow the
staff group to select and prioritized their
planning needs
22. Snaking
No:
Task/Skill Weightage
No:
Employee existing skill/ability
1
This task/skill is essential
1
The employee has only limited ability
2
This task/skill is important
2
The employee has only average ability
3
This task/skill is of limited importance
3
The employee has only above average ability
4
This task/skill is very rarely required
4
The employee has high skill in this area
Job / Post
4
3
2
Job Knowledge
Employee Ability
1
4
o
Application
o
Imagination & Creativity
o
3
2
o
o
o
Resourcefulness
o
Ability to work under stress
o
Skills & efficiency
Initiative & Attitude to work
Train to Gain
Leadership
o
o
o
Judgment
o
o
o
o
o
o
1
o
22
Task/Skills/Knowledge required by the job
23. Task Analysis
Competency Model:
Work Activity
Train to Gain
23
Knowledge, Skills, Ability, Person’s
Capability, conditions under which tasks
are to be performed
24. Manage attendance and leave for permanent and contractual workers at the unit
Mentoring
Training
Education
Status
Attitude
Competency
Element
Skills
Key Responsibilities
Knowledge
Required
HRIS
Provide support to corporate IR for recruitment of permanent and contractual workers at
unit as required
Manpower Planning
Prepare workforce MIS as required for the permanent and contractual workers at the unit
HRIS
Resolve queries of permanent and contractual workers related to IR policies and
processes
Handle employee grievance for permanent and contractual workers at the unit level and
escalate through the right channels
Implement worker welfare programs for management staff at unit level
Drive annual performance management process for permanent and contractual workers
at the unit level as guided by corporate IR
Ensure safe and healthy work environment for workers at unit
Coordinate with corporate IR to implement any group level worker welfare initiatives
√
HR Policy
√
√
Employee Counseling
HR Policy
PMS
OHSAS
√
√
HR Policy
LTA
Coordinate with unit cashier to ensure timely wage and overtime disbursement to
permanent and contractual workers
HRIS
Train to Gain
24
Provide support to corporate HR during the collective bargaining process
25. Developing Your Training Plan
“Off-the-shelf” training course
In- House Training
Job Shadowing
Mentoring
Conferences, Seminars, Workshops & Courses
Train to Gain
25
Online Learning Tools
26. Take Learning Preference
Into Account
Some employees may enjoy Group Learning
Individual Study
Listening
Watching
Getting hands on experience
Train to Gain
26
Explain the different training options you are considering
and let people know their training preferences will be
acknowledged.
27. Methods of meeting Learning Needs
In-house courses:
Developing a course to be run on your premises and tailored to the needs of your
staff and volunteers.
External training courses:
Attending external training courses have the advantage of allowing you to
network and learn from people in other organizations.
Conferences and events:
Conferences are ideal for getting up to date with developments and for
networking and learning from others.
National Vocationnel Qualifications :
Work-based qualifications are assessed by providing evidence of competence
E-learning/Blended Learning:
Train to Gain
27
E-learning is increasingly being used to supplement traditional courses. With the
developments in technology, structured E-learning is becoming more
sophisticated and can be tailored to individual and small groups of learners.
28. Methods of meeting Learning Needs
Books and journals:
Sometimes the learning need can be met simply by reading a suitable book or
buying an appropriate toolkit.
Coaching:
Coaching consists of a series of structured one-to-meetings focused on improving
an individual‟s skills and performance, usually for the current job. Coaches seek
to bring an objective perspective to a structured dialogue to help individuals find
solutions to issues they are facing.
Mentoring:
Typically mentors will be experienced managers (but not individuals' line
managers) who regularly meet more junior colleagues to help them perform better
and develop them for career advancement.
Shadowing:
Train to Gain
28
Shadowing involves spending a short period time with someone in a different job
– either within your own organization or externally. This might include sitting in on
meetings, observing how day to day tasks are done.
29. Methods of meeting Learning Needs
Secondments:
A Secondments allows an individual to take on a different role in a different
part of the organization (or in another organization) for a set period of time –
usually a few months. This might be a full time Secondments from your
existing job, or part time10 while you retain some of your existing
responsibilities. These opportunities can be valuable in helping an individual
learn about different ways of doing things.
Action Learning:
Train to Gain
29
Action Learning is a form of learning by doing. It involves working in small
groups of around 6-8 people meeting on a regular basis, working through
real problems with the support of the group. Drawing on the skills of listening
and questioning, this method helps you to reach solutions and commit to
taking action. More information is available from Action Learning Matters.
31. Creating Learning Environment
Train to Gain
31
Learning Objectives
Meaningful Material
Practice
Feedback
Community of Learning
Modeling
Program Administration
32. Ensuring Transfer of Training
Self Management
Peer Manager
Train to Gain
32
Support
33. Developing an Evaluation Plan
Identify Learning Outcomes
Choose Evaluation Design
Train to Gain
33
Plan Cost Benefit Analysis
35. Monitoring & Evaluating Training
Conduct Evaluation
Train to Gain
35
Make changes to improve the
program
36. Evaluation Of Learning
Level 1 Reaction: This asks learners how they felt about the learning experience. It is
usually assessed by means of a course evaluation questionnaire or “happy sheet”.
Level 2 Learning: This will assess what has actually been learnt. So if the learning
objective was some essential health and safety information, this could be tested with a quiz.
Level 3 Behavior: This looks at the effect the learning intervention has on an individual‟s
behavior in their job. This could be assessed by reviewing changes in knowledge, skills and
competence as part of the supervision and appraisal process.
Level 4 Results: This looks at the impact of the learning on organizational performance
as a whole. If the learning objectives are clearly linked to organizational objectives, then data
linking learning to organizational changes will be easier to obtain and analyze.
Train to Gain
36
Directly linking learning and development activity to overall performance is
not always easy to do. However, if you carry out something like a SWOT
analysis on an annual basis, trends can be assessed over time.
37. 70:20:10 a strategic plan
70
20
10
Experiential
Relationship Based
Formal Learning
Train to Gain
Coaching
Mentoring
Developing through
others
Network & Online
Communities
Performance
Conversations
Work Shadowing
Social Activities
Reference Materials
Traditional Training
Course
Structured Training
Off the Job Training
Books & Articles
37
Informal
On the Job Training
Stretch Project &
Practice
Short Term
Assignments