The document outlines the training process within organizations, including the importance of identifying training needs through organizational, operational, and individual analysis. It describes various training methods, audience analysis, and the logistics of organizing a training program, such as booking facilities and collecting fees. Additionally, it emphasizes the importance of evaluation in training effectiveness, referencing the Kirkpatrick model for assessment.

1. Training on

2. INTRODUCTION

3. What is TRAINING?
• Training: It’s an action of teaching a person a particular skill.
• Why is it required in Organization?
• Training Mission and Training Objective

4. Methods of Training
• On Job Training
• Vestibule Training
• Apprenticeships
• Coaching
• Class room based Training
• Computer Based Training

5. ANALYSIS

7. The analysis phase clarifies the instructional problems and objectives, and
identifies the learning environment and learner's existing knowledge and skills.
Questions the analysis phase addresses include:
• Who are the learners and what are their characteristics?
• What is the desired new behavior?
• What types of learning constraints exist?
• What are the delivery options?

8. • It is to ensure that money, time and effort is spent on ‘true needs, rather than
needless wants’
• In order to design training programs, which satisfy both the organization and its
employees, training needs must be identified by performing 3 levels of analysis:
• Organizational
• Operational
• Individual

9. Organizational Level Analysis
• Information needed to conduct organizational analysis will be
obtained from variety of sources:
• Organizational goals and objectives
• Strategic plans
• Organizational climate indices
• Customer needs
• Observation of employee skills
• Customer complaints

10. Operational Level Analysis
• Operational analysis will provide data about the job or group of jobs and the
knowledge, skills, attitudes and abilities needed to achieve optimum
performance.
• The data for task analysis can be obtained from various sources:
• Job Description
• KSA Analysis
• Performance standards
• Job inventory questionnaire
• Review literature about the job
• Analysis

11. Individual Level Analysis
• Individual Analysis analyzes how well the individual employee is doing the job
and determine which employee is doing the job, which employee needs training
and of what kind
• The data for task analysis can be obtained from various sources:
• Performance Evaluation
• Performance Problems Observation
• Questionnaires
• Attitude surveys
• Checklist or training program charts

12. DESIGN

13. Learning Objectives
• Analysis of the audience and the content to talk about
• Delivering a presentation using proper voice modulation trying to
influence the audience
• Maintaining appropriate body language, posture, gestures and
selecting the right approach to deliver the presentation
• Effective designing of slides and proper usage of visuals and visual
aids
• Evaluating the effectiveness of the training program through tests and
events

14. Audience analysis
• How does your audience like to learn?
• What is the level of knowledge of the audience regarding
the topic?

15. Facilities
• Booking the rooms
• Arranging the laptops for the facilitators
• Making sure that projectors in proper working conditions are present
• Deciding the number of facilitators required
• Approaching the facilitators
• Arranging for Videos that will be used in the training
• Arranging for caterers

16. Expenses & Funding
Expenses
• Facilitators’ remuneration
• Promotions
• Caterers
• Certificates
Funding
• Fees. Rs. 300/-
• Sponsorship from the Institute
of Management, Christ
University.

17. DEVELPOMENT

18. Promotion
• Sending e-mails to the students
• Banners across the college
• Class announcements
• Word of mouth

19. Enrollment and Fee Collection
Enrollment
• Sending a spreadsheet across
the students with a deadline
• On spot registrations till half an
hour before the training session
starts
Fee Collection
• Will be done by the POC’s
assigned to each class which will
then be given to the MBA office
• Will be collected from the MBA
office on the day before the 1st
day of training
• On spot registrations should pay
the fee immediately

20. Designing the manuals
• Participants will be requiring the manuals
• Manuals will be designed according to the course
• Will contain the schedule as well as detailed information regarding
the agenda of the training
• Will contain information about the facilitators i.e., Name,
Qualification, Contact details
• Will contain a feedback form which can later be submitted to the
Coordinators of the training program

21. IMPLEMENTATION

22. Day 1
Content and Delivery

23. Objectives
• Audience analysis
• What to speak on?
• Introduction, Progression and conclusion of the content
• Audience connect
• Usage of voice modulation to a greater effect
• To persuade and/or influence your audience

24. Schedule
• Sessions on Content: 10:00 AM - 11:30 AM
• Break: 11:30 AM - 12:00 PM
• Sessions on Delivery of the content: 12:00 PM - 1:30 PM

25. Day 2
Body language and PPT skills

26. Objectives
• Usage of body language to emanate confidence
• Usage of facial expressions to connect with the audience
• Usage of appropriate hand gestures to “tell the story”
• Plan a presentation that accomplishes the speaker’s goals and the
audience’s needs
• Effective designing of the slide and usage of visuals effectively
• Enhance professionalism

27. Schedule
• Sessions on Body language: 10:00 AM - 11:30 AM
• Break: 11:30 AM - 12:00 PM
• Sessions on PowerPoint skills: 12:00 PM - 1:30 PM

28. Day 3
Evaluation

29. • Speech on a prior given topic
• Extempore
• PowerPoint Presentation on a prior given topic
• Distribution of certificates
• Feedback

30. Schedule
• Speech and Extempore: 10:00 AM - 11:30 AM
• Break: 11:30 AM - 12:00 PM
• PowerPoint Presentation: 12:00 PM - 1:30 PM

31. EVALUATION

32. Importance of Evaluation
• Results in evidence-based practice
• Helps us to identify the most effective & strategic interventions
(make a difference or add value)
• Leads to sustainable & enjoyable practice
• Provides accountability to School & Group leadership

33. Kirkpatrick Model of Evaluation - Overview