This document provides an overview of training principles and planning. It discusses:
- The objectives of training, which include developing training skills and knowledge of effective methods.
- Key principles like applying concepts, providing feedback, balancing compact and lengthy training, and considering individual differences.
- The components of an effective training system, including needs assessment, planning, implementation, and evaluation.
- Steps for training needs analysis like revising objectives, collecting performance data, analyzing data, and translating problems into training needs.
- Developing training plans by prioritizing needs, setting objectives, determining requirements, and designing programs.
Designing training program is a crucial part of any training organization. The main objective of training is to enhance the performance of the employee. Knowledge,skill and attitude are very much related with performance. Through identifying the needs of the clientele training design can be formulated.
In this presentation, we as students of BIMTECH had chosen our campus Mess for the department under study where TNA was conducted and certain training programs were identified for the employees. The whole process of TNA has been discussed.
Designing training program is a crucial part of any training organization. The main objective of training is to enhance the performance of the employee. Knowledge,skill and attitude are very much related with performance. Through identifying the needs of the clientele training design can be formulated.
In this presentation, we as students of BIMTECH had chosen our campus Mess for the department under study where TNA was conducted and certain training programs were identified for the employees. The whole process of TNA has been discussed.
AIS Code: 6N3325 Training Needs Identification and Design Training Needs A...Yasmina Rayeh
AIS Code: 6N3325,
Training Needs,
Identification and Design,
Training Needs Analysis (TNA) and Instructional
System Design (ISD)
Yasmina Rayeh
Fetac - train the trainer
AIS Code: 6N3325,
Training Needs,
Identification and Design
Management Training requires Assessment and Analysis which is explained in Effective HR. This presentation explains the significance of ‘needs analyses’ in training. Understand various types of training needs and the processes involved in Training Analysis, know the components of a training Needs Assessment and the methods for collecting data.
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Research in current learning theory highlights the importance of using the learning process to determine the architecture of courses – rather than the structure of the content driving the architecture. It also demonstrates that there are four main phases in the learning cycle. The four main phases are Review, Learning, Application and Adaptation
Employee Training and Development: How to Measure Effectiveness and Impact | ...BizLibrary
According the ATD State of the Industry, overall spending on employee training in U.S. organizations is $164 billion, the average cost per learning hour used is $89 and the cost per learning hour available is $1,772.
How can we make sure the investment of time and resources is making a positive business impact? How can we measure the effectiveness of our training initiatives?
www.bizlibrary.com
Training evaluation is the systematic process of collecting information and using that information to improve your training. Evaluation provides feedback to help you identify if your training achieved your intended outcomes, and helps you make decisions about future training.
AIS Code: 6N3325 Training Needs Identification and Design Training Needs A...Yasmina Rayeh
AIS Code: 6N3325,
Training Needs,
Identification and Design,
Training Needs Analysis (TNA) and Instructional
System Design (ISD)
Yasmina Rayeh
Fetac - train the trainer
AIS Code: 6N3325,
Training Needs,
Identification and Design
Management Training requires Assessment and Analysis which is explained in Effective HR. This presentation explains the significance of ‘needs analyses’ in training. Understand various types of training needs and the processes involved in Training Analysis, know the components of a training Needs Assessment and the methods for collecting data.
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
Research in current learning theory highlights the importance of using the learning process to determine the architecture of courses – rather than the structure of the content driving the architecture. It also demonstrates that there are four main phases in the learning cycle. The four main phases are Review, Learning, Application and Adaptation
Employee Training and Development: How to Measure Effectiveness and Impact | ...BizLibrary
According the ATD State of the Industry, overall spending on employee training in U.S. organizations is $164 billion, the average cost per learning hour used is $89 and the cost per learning hour available is $1,772.
How can we make sure the investment of time and resources is making a positive business impact? How can we measure the effectiveness of our training initiatives?
www.bizlibrary.com
Training evaluation is the systematic process of collecting information and using that information to improve your training. Evaluation provides feedback to help you identify if your training achieved your intended outcomes, and helps you make decisions about future training.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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6. Overview of WorkshopOverview of Workshop
A train-the-trainer model will be used to assist participants to developA train-the-trainer model will be used to assist participants to develop
and/or expand their skills to conduct effective trainings that areand/or expand their skills to conduct effective trainings that are
specifically related to the fair housing training curriculum provided.specifically related to the fair housing training curriculum provided.
Workshop Overview:Workshop Overview:
7. ObjectivesObjectives
• Develop participants’ capacity to plan, organize, and conduct training.
• Introduce participants to principles and concepts of training.
• Equip participants with knowledge of effective training methods and
visual aids and skills to use them.
• Identify effective ways to monitor and evaluate training sessions.
• Help participants develop training plans.
8. Activity: Ice breaking “Lifelines”Activity: Ice breaking “Lifelines”
Every participants will introduce himself then draw a line on a piece of flip
chart paper turned sidewise. At one end is your date of birth. Along the line
you should record the important events in your life that shaped what you
have become today.
L I f e l i n e
9. Importance of TrainingImportance of Training
Training is showing increasing importance due to:
•The Rapid Environmental Changes in all Aspects.
•The Significant Changes in Manpower Characteristics.
•The Various Challenges Facing Modern Organizations.
•Global Competition.
•The Need To Have Productive, Stable and Effective Manpower.
10. Principles of TrainingPrinciples of Training
Motivation
Motivation
Learning
by
parts
Learning
by
parts
Individual
Differences
Individual
Differences
Feedback
Feedback
Principles of TrainingPrinciples of Training
Time
Time
Balance
Balance
PracticePractice
Known
to
Unknown
Known
to
Unknown
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12. 1. Trainees should be given the opportunity to apply and utilize the theoretical
concepts that are presented in the training program.
2. Feedback is helpful since it makes trainees correct their mistakes, makes
training more interesting and enables trainees to set goals for improving
their performance.
3. Effective training is based on making a balance between a compacted
training and lengthy training.
4. Moving from the known topics to the unknown and from the easier subjects
to the more difficult ones.
Principles of TrainingPrinciples of Training
13. 5. Effective training should be associated with a motivation for trainees. This
motive could be self-development, a promotion or any other motive.
6. Segmentation of training: to provide people with relevant KSAs, this should
be done by dividing the whole subject into minor parts and these small parts
should be integrated to achieve the training goals.
7. Adequate time that is convenient to the trainee and also this means
conducting training on interval basis not on continuous basis.
8. The individual differences among trainees should be observed. Since
people are not alike and each trainee is a unique human entity, certain
differences will emerge concerning physical, conceptual, mental, social and
physiological aspects.
Principles of TrainingPrinciples of Training
14. Utilize and stimulate the SensesUtilize and stimulate the Senses
• 10% of what we read
• 20% of what we hear
• 30% of what we see
• 50% of what we hear & see
• 70% of what we do
• 90% of what we teach
15. Training System ComponentsTraining System Components
1. Training Needs Assessment ( TNA).
2. Developing Plans and Designing Programs.
3. Training Implementation.
4. Training Evaluation.
18. Training Needs AnalysisTraining Needs Analysis
Defining and assessing training needs to find out
the deficiencies of knowledge, skills and attitudes
according to the organizational analysis.
Defining and assessing training needs to find out
the deficiencies of knowledge, skills and attitudes
according to the organizational analysis.
Translating needs into:
•Training needs
•Mechanisms
•Resources
•Tasks
•Time frame
Translating needs into:
•Training needs
•Mechanisms
•Resources
•Tasks
•Time frame
A detailed statement covering a specific training
need.
A detailed statement covering a specific training
need.
Training Needs
Trainin
g Plan
Training
Program
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20. What is a Training Need?What is a Training Need?
• It is a gap between the current employee’s competence level (what is) and
the desired competence level (what should be).
• The desired (ideal) level - the current level = the training need
21. Levels of Training NeedsLevels of Training Needs
AssessmentAssessment
TNA is carried out on three levels:
1.The organizational level.
2.The task level.
3.The individual.
22. How Training Needs Assessment isHow Training Needs Assessment is
carried out?carried out?
TNA is carried out according to the following steps:
1.Revising the objectives to be achieved and relevant activities during a future
period.
2.Collecting data about performance.
3.Data analysis.
4.Abstracting performance problems ( problems that can be solved by training).
5.Translating those problems into training needs.
23. First: Revising Future Objectives and RelatedFirst: Revising Future Objectives and Related
ActivitiesActivities
This is the first and logical step to start with in order to revise the main objectives of
the organization and its divisions during the coming period (e.g. 2020 or 3 years).
Analysis also considers the main activities required to attain the objectives. Here we carry
out the organizational and task analysis.
24. Second: Collecting Data about PerformanceSecond: Collecting Data about Performance
IndicatorsIndicators
Data is collected about : current performance levels, costs of activities and
problems associated with each sector or activity. Data is collected using a number
of methods including:
•Observation
•Reporting
•Personnel records
•Performance appraisal
•Job description cards
•Interviews
•Questionnaires ( addressed for managers and employees).
25. Third: Data AnalysisThird: Data Analysis
• Having secured the provision of data from various sources using the previous
methods, data collected is subjected to processing and interpretation via manual or
electronic data processing techniques. The purpose is to abstract meaningful
indications about performance problems.
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27. Fourth: Classifying Performance ProblemsFourth: Classifying Performance Problems
Once we have reached a list of performance problems, we start classifying these
problems into:
•Problems that cannot be tackled by training. These are the problems that need
certain methods of intervention rather than training. Examples of these problems include:
Structural problems, moral problems, resources problem...
•Problems that can be addressed by training. These are the problem that caused
mainly by deficiencies in knowledge, skills and attitudes and thus training is the effective
method to handle these problems and fill the gap of what is and what should be.
28. Fifth: Translating those KSA PerformanceFifth: Translating those KSA Performance
ProblemsProblems
In this last step, performance problems that can be solved via training are translated into
training needs:
•Quantitatively: The numbers of people need to be trained.
•Qualitatively: this refers to the KSA needed (by each individual).
29. Developing Training PlansDeveloping Training Plans
Training Plan: is a statement of the organization’s vision, objectives and the mechanisms
of achieving these objectives.
(1) Motivation (2) Resources
(3) Job Redesign (4) Training
High
Low
High
To explain the TN as a successful method of intervention to handle performance problems
related to the KSA deficiencies, the following figure is inserted to show the cases of
performance deficiencies and the adequate method to deal with each case:
30. Steps Of The Training Plan ProcessSteps Of The Training Plan Process
Revising previous training plans
Investigating & identifying the
resources and factors affecting training
Setting up priorities taking in account
certain consideration
Translating Training needs into
training objectives
Determining the requirements
and mechanisms relevant to the
accomplishment of the plan
The design of training programs
Developing the plan document
31. Revising the Previous Training PlansRevising the Previous Training Plans
• The aim of such a revision is to get certain guidelines and useful indicators
so as to identify the new aspects to be addressed in the light of the
emerging needs and variables.
• Help exclude some irrelevant and obsolete programs. Additionally, we can
reach certain new priorities according to the actual implementation of the
last year training plan.
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Editor's Notes
We can understand from the previous discussion that there are four main training stages: training needs assessment, Planning of training (objectives & programs), implementation and training evaluation.
A successful training should be based on a training needs analysis. In the absence of this TNA, it is difficult to conduct other training activities efficiently. This to say in the absence of TNA, setting up training plans, designing programs and implementation are likely to be done improperly. This emphasizes the concept of : Make sure and do not Assume. In practice we have seen the failure of many training programs because no proper attention has been given to TNA; it has been assumed that these are the training needs without making sure that they are real needs.