The document discusses employee socialization, training, and development. It covers:
- Socialization helps new employees adapt to their new roles and organizations through a process of adjusting expectations and learning new norms.
- Training involves developing employee knowledge, skills, and attitudes to improve job performance. It can cover various topics from company policies to technical skills.
- Development focuses more on future roles and long-term skills rather than just current job requirements. It aims to create a flexible workforce prepared for future growth.
Regular training and development helps organizations by improving performance, reducing costs, increasing motivation and retention, and allowing for succession planning.
explaining the development of the organization human resources, how to organize the training, and develop the HR managerial skills as well as their capabilities (ugik sugiharto, GBS)
EDUC 210 - PERSONNEL MANAGEMENT IN EDUCATION : TRAINING & DEVELOPMENT IN ORGANIZATIONS
1. Assessing Training Needs of an Organization
2. Types of Employee Training Programs
3. New Hire Orientation: Importance of Training Design & Content
4. Methods for Training Employees: Mentoring, On-The-Job & Job Rotation
5. Designing Training and Developing Programs for Faculty and Staff
6. What Is Career Management and Development? - Definition and Purpose
7. Career Stages: Establishment, Advancement, Maintenance & Withdrawal
8. Common Methods of Employee Discipline
explaining the development of the organization human resources, how to organize the training, and develop the HR managerial skills as well as their capabilities (ugik sugiharto, GBS)
EDUC 210 - PERSONNEL MANAGEMENT IN EDUCATION : TRAINING & DEVELOPMENT IN ORGANIZATIONS
1. Assessing Training Needs of an Organization
2. Types of Employee Training Programs
3. New Hire Orientation: Importance of Training Design & Content
4. Methods for Training Employees: Mentoring, On-The-Job & Job Rotation
5. Designing Training and Developing Programs for Faculty and Staff
6. What Is Career Management and Development? - Definition and Purpose
7. Career Stages: Establishment, Advancement, Maintenance & Withdrawal
8. Common Methods of Employee Discipline
UNIT - II: TRAINING & DEVELOPMENT OF EMPLOYEES: Analyzing Training needs &
Designing the program – Implementing different training program – Implementing
Management Development Programs – Evaluating the Training Programs; PERFORMANCE
APPRAISAL: Concept of Performance, Performance Management, Performance Appraisal –
Methods of Performance Appraisal - Assessment Centre.
A planned process to modify attitude , knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization.
SUBJECT : EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
SCHOOL TERM : 3rd Semester, AY 2019-2020
PROFESSOR : Dr. Ladislao Marcelo
PhD STUDENT : Dr. Rosemarie S. Guirre
ASSIGNMENT/ACT: #1
***********************************************************
1. On evolution, what makes Personnel Management (PM), Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) different?
2. Which one will you suggest to your personnel managers as the head on an organization?
career development- definitions, characteristics, objectives, theories of career development, importance of career development, principles of career development, stages of career development, factors affecting career development,
UNIT - II: TRAINING & DEVELOPMENT OF EMPLOYEES: Analyzing Training needs &
Designing the program – Implementing different training program – Implementing
Management Development Programs – Evaluating the Training Programs; PERFORMANCE
APPRAISAL: Concept of Performance, Performance Management, Performance Appraisal –
Methods of Performance Appraisal - Assessment Centre.
A planned process to modify attitude , knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization.
SUBJECT : EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
SCHOOL TERM : 3rd Semester, AY 2019-2020
PROFESSOR : Dr. Ladislao Marcelo
PhD STUDENT : Dr. Rosemarie S. Guirre
ASSIGNMENT/ACT: #1
***********************************************************
1. On evolution, what makes Personnel Management (PM), Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) different?
2. Which one will you suggest to your personnel managers as the head on an organization?
career development- definitions, characteristics, objectives, theories of career development, importance of career development, principles of career development, stages of career development, factors affecting career development,
Establishing conclusive proof in Forensic Data AnalyticsGabriel Hopmans
In this presentation we explain the idea of working with a subject centric view in knowledge management projects for Police and in the domain of Forensic Data Analysis.
Making important facts more subject centric means that an analyst makes explicit representations of main subjects. These knowledge workers” know a lot about relevant indicators of behavior, they make a lot of assertions
and assertions about assertions,
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This work has been presented at the Topic Maps Conference in Oslo in 2008.
✓Identify the strategic value of training and
development
✓ Differentiate the types of training delivery
✓Identify the most common methods of training used
by organizations
✓ Recognize the content and resources needed to
meet training goals and objectives
TRAINING AND DEVELOPMENT, BENEFITS, APPROACH AND ITS DIFFERENT TYPESRAVENALDELAFUENTE2
What is training and development? Training and development programs typically involve educational activities that advance a worker's knowledge and instill greater motivation to enhance job performance.
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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.
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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.
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June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
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.
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The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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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.
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1.4 modern child centered education - mahatma gandhi-2.pptx
Training devolopment
1. Introduction
Socialization, training and development are all used to help new
employees adapt to their new organizations and become fully
productive.
Ideally, employees will understand and accept the behaviors
desired by the organization, and will be able to attain their own
goals by exhibiting these behaviors.
The Insider-Outsider Passage
Socialization
A process of adaptation to a new work role.
Adjustments must be made whenever individuals change jobs
The most profound adjustment occurs when an individual
first enters an organization.
The assumptions of employee socialization:
Socialization strongly influences employee performance and
organizational stability
Provides information on how to do the job and ensuring
organizational fit.
New members suffer from anxiety, which motivates them to
learn the values and norms of the organization.
The assumptions of employee socialization:
Socialization is influenced by subtle and less subtle
statements and behaviors exhibited by colleagues,
management, employees, clients and others.
2. Individuals adjust to new situations in remarkably similar
ways.
All new employees go through a settling-in period.
The Socialization Process
Pre arrival stage: Individuals arrive with a set of values,
attitudes and expectations which they have developed from
previous experience and the selection process.
The Socialization Process
Encounter stage: Individuals discover how well their
expectations match realities within the organization.
Where differences exist, socialization occurs to imbue or
encourage the employee with the organization’s standards.
The Socialization Process
Metamorphosis stage: Individuals have adapted to the
organization, feel accepted and know what is expected of
them.
3. The Insider-Outsider Passage
A Socialization Process
Copyright@Asasuzzaman 9
Orientation may be done by the supervisor, the HRM staff or
some combination.
Formal or informal, depending on the size of the organization.
Covers such things as:
The organization’s objectives
History
Philosophy
Procedures
Rules
HRM policies and benefits
Fellow employees
4. Orientation may be done by the supervisor, the HRM staff or
some combination.
Formal or informal, depending on the size of the organization.
Covers such things as:
The organization’s objectives
History
Philosophy
Procedures
Rules
HRM policies and benefits
Fellow employees
The CEO’s Role in Orientation
Senior management are often visible during the new employee
orientation process.
CEOs can:
Welcome employees.
Provide a vision for the company.
Introduce company culture -- what matters.
Convey that the company cares about employees.
Allay some new employee anxieties and help them to feel
good about their job choice.
HRM’s Role in Orientation
5. Coordinating Role: HRM instructs new employees when and
where to report; provides information about benefits choices.
Participant Role: HRM offers its assistance for future employee
needs (career guidance, training, etc.).
Training and Development
Generally, training involves the development or strengthening of
three main aspects: knowledge, skills and attitudes. Usually these
three aspects have to be taken together. All of them need to be
addressed, if a person is to develop himself/herself to contribute
effectively to a group or organization to which S/he belongs. So
training is about enabling people to gain knowledge, to practice
their skills and to shape their attitudes.
Definitions
Employee training
A learning experience designed to achieve a relatively permanent
change in an individual that will improve the ability to perform on the
job.
According to Rue and Byars, “Training is a learning process
that involves the acquisition of skills, concepts, rules of
attitudes to increase the performance of employees.”
From Gray Dessler’s point of view, “Training is the process
of teaching new employees or present employees the skills
that they need to perform their jobs.”
Definitions
Employee training
6. A learning experience designed to achieve a relatively permanent
change in an individual that will improve the ability to perform on the
job.
According to Rue and Byars, “Training is a learning process
that involves the acquisition of skills, concepts, rules of
attitudes to increase the performance of employees.”
From Gray Dessler’s point of view, “Training is the process
of teaching new employees or present employees the skills
that they need to perform their jobs.”
Definitions
Employee training
A learning experience designed to achieve a relatively permanent
change in an individual that will improve the ability to perform on the
job.
According to Rue and Byars, “Training is a learning process
that involves the acquisition of skills, concepts, rules of
attitudes to increase the performance of employees.”
From Gray Dessler’s point of view, “Training is the process
of teaching new employees or present employees the skills
that they need to perform their jobs.”
Employee development
Any attempt to improve managerial performance by
imparting knowledge, changing attitudes, or increasing skills.
Management development is viewed as a means of bringing
managers up to speed on fundamental management skills
7. such as the basics of finance and marketing and techniques
for supervising employees.
Future-oriented training, focusing on the personal growth
of the employee.
Training and Development
Training = Altering behavior
Development = Increasing knowledge
Learning = Permanent change in behavior
Purpose of Training and Development
Creating a pool of available and adequate replacement for
personnel who may leave or move up in the organization.
Enhancing the company’s ability to adopt and use advances in
technology.
Building a more efficient, effective and highly motivated team.
Expansion adequate human resources for expansion into new
programs
Results or Outcomes
Increased quality and quantity of work performance
Decrease accidents
Increase knowledge, skills attitudes
Decrease costs of management
Decrease absenteeism and turnover rates
8. Increase job satisfaction - production
Increase job satisfaction and morale among employees.
Increased employee motivation.
Increase efficiencies in process.
Increase capability to adopt new technologies and products.
Reduced employees turnover.
Importance of training
Benefits of Training to the Organization
1. Better performance
2. Reduced Cost of performance
3. Less supervision
4. Long term stability and flexibility
5.Good human Relation
Benefits of training to employees
1. Advancement in careers
2. Increased productivity
3. Safety
4. High Morale
5. Opportunity for Promotion
Areas of training
9. Organization provide training to their employees in the following areas:
1. Company policies and procedures
2. Specific skills
3. Human Relations
4. Problem solving
5. Managerial and supervisory skills
6. Apprentice training
Difference between training and development.
1. Training aims to improve current skills and behavior whereas
development aims to increase abilities in relation to some future
positions or jobs usually at managerial level.
2. In training, the focus is solely on the current job; in development, the
focus is both on the current job and jobs that employees will hold in the
future.
3. The scope of training is on individual employees, while the scope of
development is on the entire work group or organization..
4. Training is job-specific and addresses particular performance and
deficits or problems, while development is concerned with the work
force’s skills and versatility.
3. The scope of training is on individual employees, while the scope of
development is on the entire work group or organization..
10. 4. Training is job-specific and addresses particular performance and
deficits or problems, while development is concerned with the work
force’s skills and versatility.
5. Training tends to focus on immediate organizational needs, while
development tends to focus on long-term requirements.
6. Training strongly influences present performance levels, while
development pays off in terms of more capable and flexible human
resources in the long run.
What is training needs assessment
(TNA)?
A need is not a want or a desire. It is a gap between “what is” and
“what ought to be”.
Needs assessment is used for identifying gaps and to provide
information for a decision on whether the gaps could be addressed
through training. The assessment is part of a planning process
focusing on identifying and solving performance problems. These
performance problems may be related to knowledge, skills and
attitudes.
11. Why should we conduct a training needs assessment?
The primary purpose of the training needs assessment is to ensure
that there is a need for training and to identify the nature of what a
training programme should contain.
A training needs assessment provides the information needed for
developing a training plan that is based on the learning needs of the
participants. It increases the relevance of the training and the
commitment of the learners, as they are involved in the preparation
of the training design that reflects their expressed needs.
12. Thus, it helps to foster a rapport between the facilitators and the
participants. The facilitators can acquire basic knowledge of the
strengths and limitations of the participants and the learners can
become partners in analyzing their own learning needs.
To determine whether training is needed
To determine causes of poor performance
To determine content and scope of training
To determine desired training outcomes
To provide a basis of measurement
To gain management support
Steps in the Needs Assessment Process
Step One: Identify Problem Needs
Determine organizational context
Perform gap analysis
Set objectives
Step Two: Determine Design of Needs Analysis
Establish method selection criteria
Assess advantages and disadvantages for methods
Step Three: Collect Data
Conduct interviews
Administer questionnaires and surveys
Review documents
13. Observe people at work
Step Four: Analyze Data
Conduct qualitative analysis
or Conduct Quantitative Analysis?
Determine solutions/recommendations
Step Five: Provide Feedback
Write report and make oral presentation
Determine next step – Training needed?
Step Six: Develop Action Plan
Once this formal needs assessment process is completed the
information is used as the basis for training design, development
and evaluation. However you must continue to assess the attitudes,
knowledge and skill level of participants prior to each session.
Different audiences may have different needs. This can be done
both through a basic questionnaire sent just prior to a specific
training event and also during the welcome time of each session.
On-the-job training methods
Job Rotation
Apprenticeships or Coaching
Action learning
Off-the-job training methods
Classroom lectures
Company school
14. Video-conferencing
Role playing
Case study.
Behavior Modeling
On-the-job training methods
Job rotation: involves moving employees to various positions in the
organization to expand their skills, knowledge and abilities.
It means moving management trainees from department to
department to broaden their understanding of all parts of the business.
The trainee may spend several months in each department. This helps
not only broaden his experience but also discover the jobs he prefers. He
learns the business by actually doing it, whether it involves sales,
production, finance or some other function.
Apprenticeship training: Apprenticeship training is a system in
which an employee is given instruction by more experienced
employee or employees in all the practical and theoretical aspects
of the work required in a skilled occupation craft or trade.
15. Off-the-job training methods
Class room training: Class room training is the most familiar off-
the –training method. It is a lecturing method of training useful for
quickly imparting information to large groups with little or no
knowledge of the subject.
Video presentation: Television, films and slides presentation are
similar to lectures and are very useful to train the new incumbents.
Company School: Many big companies have their own schools
for managers. (Motorola, McDonald’s) Company schools educate
both current and potential managers in the corporate culture,
management philosophy and skills and methods of doing business.
16. Case study: A business school teaching method in which students
do in-depth analysis of real life companies. It presents a trainee
with a written description of an organizational problem. The
person analysis the case in private, diagnoses the problem, and
presents his findings and solution in a discussion with others
trainees.
Role playing: Participants adopt the role of a particular manager
placed in a specific situation. For instance, a manager who has to
give a negative performance review to an employees. The aim is to
create a realistic situation and then have the trainees assume the
parts or roles of specific persons in that situation
Behavior Modeling: It involves showing trainees the right model
way of doing something, letting each person practice the right way
to do it, and then providing feedback regarding each trainee’s
performance. In this technique of training, the trainees are first
shown good management techniques are first shown good
management techniques in a film, are then asked to play roles in a
simulated situation, and are then given feedback and praise by their
supervisor.