Training objectives- Training objective- Definition, Importance of training objective, Nut shell -Training objective must be “SMART”, Purpose of training objective, Determining the training objective, The Need of training objective, Training Objective types, Formulation of training objective, Key benefits of Training objectives, Characteristics of Good objective, Consideration for deciding objectives.
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
Objectives of training and development - Manu Melwin Joymanumelwin
There are many Objectives for a training and development program. The objectives may be from employee’s or employer's side and some of them are given below.
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
Objectives of training and development - Manu Melwin Joymanumelwin
There are many Objectives for a training and development program. The objectives may be from employee’s or employer's side and some of them are given below.
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
Designing Training Programs is important. The fourth chapter of Effective HR discusses the meaning and significance of training design. In this chapter, Training design models and the factors involved for designing a training program is discussed. Understand the motivation dynamics of trainees and the process of training design from this presentation 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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Concept and importance of training in very short and simplified form in the above slides these helps everyone
specially for management students who are pursuing bba or some management courses.
Meaning & Definition of Executive Development, Need for executive development, Methods of Executive Development, On the Job and Off the Job Methods of Executive Development.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
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.
What is training program design model?
Training program design is the process of developing new training and development courses or lessons for employees. Designing training programs can spot skill gaps that need to be filled in order to improve employee performance
Designing Training Programs is important. The fourth chapter of Effective HR discusses the meaning and significance of training design. In this chapter, Training design models and the factors involved for designing a training program is discussed. Understand the motivation dynamics of trainees and the process of training design from this presentation 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
Concept and importance of training in very short and simplified form in the above slides these helps everyone
specially for management students who are pursuing bba or some management courses.
Meaning & Definition of Executive Development, Need for executive development, Methods of Executive Development, On the Job and Off the Job Methods of Executive Development.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
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.
What is training program design model?
Training program design is the process of developing new training and development courses or lessons for employees. Designing training programs can spot skill gaps that need to be filled in order to improve employee performance
Aims
1. To consider the role of training in staff development.
2. To examine career planning in schools.
3. To outline types of performance appraisal and career counseling.
4. To examine procedures in the case of discipline and dismissal.
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.
Staff training and leadership developmentMohanraj V
Staff training and development- Meaning, benefits, Types importance, Staff Development Resources on the Web, Leadership development, Model, Path for leadership development.
Theory lesson plan-Model- For course of AGR 101 Agricultural Heritage in India, This PPT gives outlook of model lesson plan for theory classes which are handled by the teachers. By seeing this PPT the teachers also get an idea of how the class to be planned according to the time with the efficient dissemination of topic.
Theory: Meaning and elements, Importance of theory, Development of theories, Theory development process, Functions of a Theory, Evaluation of a Theory, Concepts, Abstraction, Propositions, Hypotheses
Types of theory, Developmental Theories, Grand theory, Behavioural theories, Cognitive Theories, Mini-Theories, Emergent Theories, Humanistic Theories, Personality Theories, Social Psychology Theories, Contributions of each theory, Types of theory in extension.
Acorn Recovery: Restore IT infra within minutesIP ServerOne
Introducing Acorn Recovery as a Service, a simple, fast, and secure managed disaster recovery (DRaaS) by IP ServerOne. A DR solution that helps restore your IT infra within minutes.
This presentation by Morris Kleiner (University of Minnesota), was made during the discussion “Competition and Regulation in Professions and Occupations” held at the Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found out at oe.cd/crps.
This presentation was uploaded with the author’s consent.
0x01 - Newton's Third Law: Static vs. Dynamic AbusersOWASP Beja
f you offer a service on the web, odds are that someone will abuse it. Be it an API, a SaaS, a PaaS, or even a static website, someone somewhere will try to figure out a way to use it to their own needs. In this talk we'll compare measures that are effective against static attackers and how to battle a dynamic attacker who adapts to your counter-measures.
About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
An opinionated individual with an interest in cryptography and its intersection with secure software development.
Have you ever wondered how search works while visiting an e-commerce site, internal website, or searching through other types of online resources? Look no further than this informative session on the ways that taxonomies help end-users navigate the internet! Hear from taxonomists and other information professionals who have first-hand experience creating and working with taxonomies that aid in navigation, search, and discovery across a range of disciplines.
Sharpen existing tools or get a new toolbox? Contemporary cluster initiatives...Orkestra
UIIN Conference, Madrid, 27-29 May 2024
James Wilson, Orkestra and Deusto Business School
Emily Wise, Lund University
Madeline Smith, The Glasgow School of Art
2. • Training objective- Definition
• Importance of training objective
• Nut shell -Training objective must be “SMART”
• Purpose of training objective
• Determining the training objective
• The Need of training objective
• Training Objective types
• Formulation of training objective
• Key benefits of Training objectives
• Characteristics of Good objective
• Consideration for deciding objectives
3. Training objective- Definition:
• Measurable intended end result of a training program
expressed in terms of the desired behavior or skill level,
conditions under which it has to occur, and the benchmark
against which it will be measured.
• A training objective is the specific knowledge, skills, or
attitudes that the trainees are to gain as a result of the
training activity.
4. Importance of training objective
• Training objectives-most imp parts of training program.
• While some people think of training objective as waste of valuable time.
• Resources -limited & training objectives actually lead design of training.
• Provides clear guidelines, develops training program in less time -
objectives focus specifically on needs.
• Helps in adhering to a plan.
5. Training objective must be:
• Well defined, specific & precise
• Based on training needs of the trainees
• Directly related to one’s job
• Able to define a change that is measurable
• Able to identify & enlist criteria against which success can be measured or
judged
• Clearly specifying end-result
• Achievable in its stipulated time
6. Nut shell -Training objective must be “SMART”
• S= Simple
• M= Measurable
• A= Attainable
• R=Realistic
• T= Time bound
8. Determining the training objective:
• Before preparing objective we should consider
• A= Audience/ trainee(trainee’s background)
• B= Behaviour(type of change i.e. K, S, A)
• C= Condition (When and under what conditions do you expect the change
to occur?)
• D= Degree(to what extent)
9.
10. The Need of training objective:
Training objective tell trainee that what is expected out of him at the
end of the training program. Training objectives are of great significance from
a number of stakeholder perspectives.
1. Trainer
2.Trainee
3. Designer
Trainer:
Beneficial to trainer because it helps to measure progress of trainees
and make the required adjustments. Also, trainer comes in a position to
establish a relationship between objectives and particular segments of
training.
11. Trainee:
• Beneficial to trainee-it helps in reducing anxiety of the trainee up to
some extent. (unknown creates anxiety -Ve affect learning). Imp- keep
participants aware of happenings, rather than keeping it surprise.
• Increase in concentration (crucial factor to make training successful).
Obj create -image of training program in trainee’s mind-helps in gaining
attention.
• Helps inc probability that participants will successful in training.
12. Designer:
Designer aware what is to achieved in end (then buy training
package accordingly). example;
• objective of one training program -deal effectively with customers
to inc sales. (designer will design a training program)- improve the
interpersonal skills.
Evaluator:
• easy for training evaluator to measure progress of trainees because
objectives define the expected performance of trainees. (Training
objective imp to tool judge performance of participants).
13. Training Objective types:
i. Trainee reaction objectives.
These objectives describe the desired trainee (a) attitudes toward and
(b) subjective evaluations of the training
ii. Learning objectives.
The type of behavior that will demonstrate learning, conditions under
which the behavior must occur, criteria that will signify that a sufficient level
of learning has occurred.
14. iii. Transfer of training objectives.
Job behaviors that will be affected by training, the conditions under
which those behaviors must occur, and the criteria that will signify that a
sufficient transfer of learning from training to the job has occurred
iv. Organizational outcome objectives.
That will be affected by the transfer of learning to the job and the
criteria that will signify that organizational outcome objectives have been
achieved.
15. Training objectives focused on three types:
– Most basic training takes place through orientation programs.
– Problem solving (solving a specific problem instead of providing
general information about a problem area).
– Innovation (emphasis on changing mind set of workers, supervisors,
executives working at various levels).
16. Formulation of training objective:
• First obj: To prepare employees for job meant for them while on first
appointment, on transfer, or on promotion, and impart to the required skill
and knowledge.
• Second obj: To assist employees to function more effectively in their
present positions by exposing them to latest concepts, information,
techniques, developing skills that would be required in their particular
fields.
• Third obj: To build a second line of competent officers , prepare them to
occupy more responsible positions.
17. Training Objective should specify with
• The Change Intended,
• Conditions,
• Standards,
• How learners will demonstrate the extent of learning,
• Time Constraints.
18. Key benefits of Training objectives:
1. More clarity for learners
2. Creates a clear path to reaching your business’s overall learning goal
3. Helps build more focused courses
4. Saves on resources
19. Characteristics of Good objective:
• Objectives should be stated in terms of life activities outside the college/
training centre,
• Each objective should represent a change in behavior to be brought about
in the learners,
• Objectives should be clear and definite and stated in sufficient details to
serve as a basis of selection of subject matter,
• Objectives should be attainable, with the time and facilities that may be
used,
• Each objective should be relatively important and significant to the learner,
20. • Each objectives when reached, should contribute to attaining the larger
objectives or aims of the course,
• The smaller objectives should be derived from the larger objectives,
• The teacher should know when he has reached the objective it should be
possible to evaluate the attainment of the objectives,
• Each teaching objectives should definitely imply a corresponding learner’s
goal,
• Objectives should belong to a particular course, so that anyone concerned
may know what the objectives of the course are.
21. Consideration for deciding objectives:
For deciding worthwhile objectives the teacher should consider:
• The present level of the students/ trainees,
• Their ability to learn,
• Their motivation to learn,
• The amount of time to be devoted to the subject,
• The resource to be used,
• The opportunity for experience or practice by the learners,
• His proficiency in teaching.
22.
23. References :
Kalla, P. N., Purohit, A. K., Sharma, S. K., Chitra Henry, Vipin Ladhha, & Hanuman Ram.
(2008). New Dimensions of Extension Training and Management. Udaipur: Agrotech
Publishing Academy.
Kanwat, M., Chargotra, M., & Suresh kumar, P. (2011). Training Methodology in
Extension Education. Udaipur: Agrotech Publishing Academy.
Teresa Gomes Dcruze. (2012). HUMAN RESOURCE MANAGEMENT. New Delhi:
Dominant Publishers & Distributors (p) Ltd.
https://www.coursehero.com/file/p28e2op/A-Training-Objectives-After-training-needs-
analysis-is-completed-professional/
https://www.learnupon.com/blog/training-objectives/
http://www.businessdictionary.com/definition/training-objective.html
Editor's Notes
The training designer would then look for the training methods, training equipment’s, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation.