This document provides an overview of training and development. It discusses how training and development has evolved from transferring knowledge through signs and actions to more formal programs to help workers use new machines. It also explains that employees are now seen as assets that can be developed to benefit the organization. The document outlines different training and development methods, both on-the-job and off-the-job, and discusses the objectives and process of training and development programs.
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
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
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
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
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
Functions of Training & Development - Manu Melwin Joymanumelwin
New employee orientation is an important part of the hiring process.
It prepares the employees for new roles, and acclimates them to the company.
According to SHRM, employees who go through an orientation process feel more connected to their job.
The focus and length of orientation sessions are often determined by the employees' positions in the company.
While hourly employees may be in orientation for one day, manager-level employee orientation can last up to two weeks.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
Functions of Training & Development - Manu Melwin Joymanumelwin
New employee orientation is an important part of the hiring process.
It prepares the employees for new roles, and acclimates them to the company.
According to SHRM, employees who go through an orientation process feel more connected to their job.
The focus and length of orientation sessions are often determined by the employees' positions in the company.
While hourly employees may be in orientation for one day, manager-level employee orientation can last up to two weeks.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Research on HRM Project for Training and Development in any Industry. Whether Training and Developement Programs in the Organisations are necessary or not? How Training Needs Analysis is done?
The Importance of Training Courses Provided by the Department of Human Resour...inventionjournals
This study provides invaluable insights and information on the significance of training courses and their impact on the development of both government and business organizations. That is, the researcher highlights the relevance of training and development in the ever-changing world of service delivery, be it in private or public institution and particularly its relevance for the situation in the UAE. The study also brings out the problem statement, objectives, vision and the mission. The UAE witnesses an era of technological, social change, and unprecedented development in all spheres of life. To safeguard its sustainable development, appropriate and skilled human resources are essential to ensure the production of high quality and to implement more efficient and effective production processes based on new technologies. Thus, proactive human resources management is highly essential and highly required in the UAE in order to achieve the abovementioned change and to allow organizations in the UAE to meet the challenges today and in future. The study includes good practices in human resources management and training carried out by the various departments of human resources management throughout the world, especially in the developed countries. The study covers a range of issues about training of qualified staff and setting up training programs, to competence mapping and management development. Some of these issues have been presented at a number of seminars and workshops on human resources management and training from 2006 up to date
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
1. Unit – 1: Training & Development
By Radhika R G
Faculty of Commerce &
Management
2. INTRODUCTION:
Earlier humans used to transfer knowledge with the help of
sign and actions to others, but due to industrial revolution
different types of training comes into existence which helps the
workers for operations of machines. Today because of rapid
technological changes and improvement, there is need for
higher skills and knowledge in many areas and therefore
training and development has been the most important
organizational activity.
3. CONT.
Before some years employees were considered a cost to be
controlled. But now it is considered as an asset which can be
developed so overall organizational development can be possible
which will give high rate of profit to the companies. Training
and development increases the abilities of employees to meet the
new competitive standards of market. Its impact can be
measured at several levels- the economy, the organization and
the employee.
4. CONT.
The Indian companies that have made significant investments
in their human resources have enjoyed increased economic
success. Therefore, training and development is important to
cope up with the challenges in the changing environment so that
organization can remain in business. Training and development
programs are needed for organizations of all size, all types, all
levels and at all areas.
5. TRAINING & DEVELOPMENT:
According to H. John Bernardin “training is any attempt to
improve employee performance on a currently held job or one
related to it”.
Nadler has stressed the difference between ‘training’ which is
concerned with present jobs, and ‘development’ which is
concerned with future jobs.
Training is an educational process. It provides information to
the people and increases knowledge and skills and can help
them improve their effectiveness at work.
6. CONT.
Training can be given to individuals and groups. Content of
trainings increases skill development and improve behavior at
workplace. Training and development is one of the key HR
functions. Most organizations look at training and development
as an integral part of the human resource development activity.
Many organizations have mandated training hours per year for
employees keeping in consideration the fact that technology is
deskilling the employees at a very fast rate.
7. NATURE OF TRAINING &
DEVELOPMENT:
1. Better Performance
2. Economy in Training
Costs
3. Elimination of Wastage:
4. Less Supervision
5. Less Accidents
6. Team spirit
7. Organization Culture
8. Quality
9.Healthy work environment
10. Profitability
8. OBJECTIVES OF T & D:
1. To provide new employees the basic knowledge and skill
they need for performing their work.
2. To ensure that each employee has capabilities to perform
their duties.
3. To assist employees to function more effectively in their
present positions by providing them updated information and
techniques and developing the skills that they will need to do
their job.
9. CONT.
4. To help the employee develop as an individual so that the
organization can utilize the maximum potential of its
employees.
5. To prepare employees for high level responsibility.
6. To reduce supervision wastage and accidents.
7. To develop inter-personal relation.
8. To reduce employee turnover and absenteeism.
9. To increase motivation and morale of employees.
10. Management Development:
Management Development is best described as the process
from which managers learn and improve their skills not only to
benefit themselves but also their employing organizations.
Management development is the structured process by which
managers enhance their skills, competencies and knowledge, via
formal or informal learning methods, to the benefit of both
individual and organizational performance.
11. Objectives of Management
Development:
1. To provide adequate leaders.
2. To increase the efficiency of performance of existing
executives.
3. To serve as a means of control in operations.
4. To train managers for higher assignment who show
potential for growth greater than those of their colleagues.
5. To prepare them for adaptation to changes, environmental,
ideological and technological.
6. To develop unity of purpose and improve morale
12. TRAINING & DEVELOPMENT
METHODS:
There are two types of methods i.e. On-the job training
method and Off-the job training method. The decision whether
the training should be carried out On or Off the job cannot be
made randomly. A judgment has to be made as to which
method is more likely to meet the required objectives.
13. A) On-the job training method:
On-the job training method generally takes place in the
normal working situation. This refers to the methods of training
in which a person learns a job by actually performing it. A
person works on a job and learns and develops skill at the same
time.
1. Apprentice 4. Understudy Position
2. Job Rotation 5. Management Participation
3. Coaching
14. B) Off-the job training method:
1. Lectures 2. Group Discussion method
3. Case Study 4. Incident Process method
5. Simulate 6. Role Plays
7. Business Game 8. Conference method
9. Sensitivity Training 10. Vestibule Training method
15. PROCESS OF TRAINING AND
DEVELOPMENT:
1. Problem Identification:
2. Designing the need analysis:
3. Data collection:
4. Data analysis:
5. Providing feedback:
6. Developing action plan: