this program was prepared to present the layout of a training program for one of the small industries' employees to present training program they may need and what methodology to follow to implement training strategy, as well as improving kind of knowledge and skill need in the company.
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
Training Needs Analysis (TNA) in one of the essential and basic activity of a HR Manager. Unless scientifically drawn, TNA won't bring fruits of productivity and performance improvement.
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
Training Needs Analysis (TNA) in one of the essential and basic activity of a HR Manager. Unless scientifically drawn, TNA won't bring fruits of productivity and performance improvement.
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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This presentation is an Introduction to Training and Development in Effective HR. The concepts of Human Resource Management are explained in this chapter. This involves the role, position and structure of the HRM department. The presentation has been prepared by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
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Read our latest blog at: http://welearnindia.wordpress.com
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Evaluation is a planned process which provides specific information about a selected session, program for the purpose of determining value or decision making.
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
This presentation is an Introduction to Training and Development in Effective HR. The concepts of Human Resource Management are explained in this chapter. This involves the role, position and structure of the HRM department. The presentation has been prepared by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Evaluation is a planned process which provides specific information about a selected session, program for the purpose of determining value or decision making.
I Can’t Measure the Result of My Training Efforts.
I Don’t Know What Information to Collect.
If I Cannot Calculate the ROI, the Evaluation Is Useless.
My HR Head Does not Require Evaluation, So, Why Should I Do It ?
There Are Too Many Variables Affecting the Behavior Change for Me to Evaluate the Impact of Training.
Evaluation Will Lead to Criticism.
I Don’t Need to Justify My Existence; I Have a Proven Track Record.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
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Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
2. Training employees In/out the Field
Training Provisional Workshops
Seminars
Distance Learning
Offering More than 200 Professional Certificates
Business Consultant
Research Development
ICT solutions
3.
4. What is Training Needs Assessment?
Why Training Need Assessment?
Five Steps of Training Needs Assessment
Step 1: Identify Problem and Needs
Step 2: Determine Design of Needs Assessment
Step 3: Collect Data
Step 4: Analyze Data
Step 5: Provide Feedback
5. Training Needs Assessment” (TNA) is the method of
determining if a training need exists and, if it does, what
training is required to fill the gap.
TNA seeks to identify accurately the levels of the present
situation in the target surveys, interview, observation,
secondary data and/or workshop.
The gap between the present status and desired status may
indicate problems that in turn can be translated into a
training need.
8. Planning is the first step of the training
management cycle. At the planning stage, the steps
are divided into two: i) Training Needs Assessment
(TNA) and ii) Training Planning. This manual
takes up TNA.
Training Formula
Training can reduce, if not eliminate, the gap, by
equipping the participants with knowledge and skills
and by encouraging them to build and enhance their
capabilities.
Training needs = Desired capacity – Current capacity of the participants
9. Because training is a means to ensure that organization
officials have the knowledge and right skills to be able to do
their work effectively and competently. Training may be
needed when there is a gap between the desired performance,
and the current performance, and the reason for that gap is
lack of skill or knowledge. Training may only be able to
resolve part of the problem. Thus we need to analyze the
problem and find out whether training will be able to resolve
it. If training is necessary, we also need to define the
objective of the training and how it will help the staff
member(s) become more effective. This process is called a
Training Needs Assessment shown above or Training Needs
Analysis.
10. It is important to note that, despite many reasons to conduct
training shown above, training may sometimes not be the
only solution to a problem. There are many other means that
impact on someone’s ability to do their work, and The
following are other examples.
Lack of skills or knowledge, or experience
Not having the right equipment or resource
Not being encouraged by managers and colleagues to do the
right thing
There are no standards or expectations that are set and
communicated
Bad workplace morale or conditions
11. The processes of Training Needs Assessment can be divided
into five steps: i) identify problem and needs; ii)
determine design of needs assessment; iii) collect data; iv)
analyze data; and v) provide feedback.
K
H
Identify
problem
Determine
Design of
Needy
Analysis
Collect
Data
Data
Analysis
Provide
Feedback
Determi
ne
organiza
tional
contexts
Goals
,policies,
and
objectiv
es
Determi
ne target
groups
to be
trained,
intervie
wees
method
schedul
e
Conduct
intervie
w,
adminis
ter
question
naire,
survey
Conduct
qualitati
ve and
quantita
tive
analysis,
draw
finding
conclusi
on and
re.
Make
presenta
tion to
officials
and
formulat
e policy
through
your
feedbac
k