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Developing Performance
Key Challenges for Organization <ul><li>Compete </li></ul><ul><li>Improve quality </li></ul><ul><li>Improve customer servi...
Human Resource Development <ul><li>Human Resource Development is the framework for helping employees develop their persona...
Training vs Development <ul><li>Planned process </li></ul><ul><li>Facilitating learning </li></ul><ul><li>Job related abil...
Types of Training <ul><li>Threshold/ Orientation training </li></ul><ul><li>Continuing or Refresher training </li></ul><ul...
System Model of Training Process Diagnosis Development Delivery Evaluation Identify  Needs Derive Instructional  Objective...
Analyzing Training Needs <ul><li>Determine required training </li></ul><ul><ul><li>New employees  </li></ul></ul><ul><ul><...
Data Source for Analysis <ul><li>Organization </li></ul><ul><ul><li>Organizational goals </li></ul></ul><ul><ul><li>Manpow...
Data Source for Analysis <ul><li>Task </li></ul><ul><ul><li>Job Description </li></ul></ul><ul><ul><li>Job Specification <...
Data Source for Analysis <ul><li>Performance </li></ul><ul><ul><li>Performance data </li></ul></ul><ul><ul><li>Work sampli...
Evaluation <ul><li>Two Issues: </li></ul><ul><ul><li>Evaluation Design </li></ul></ul><ul><ul><li>Measurement </li></ul></...
Commonly used Training <ul><li>On-the-job training </li></ul><ul><li>Apprenticeship training </li></ul><ul><li>Job instruc...
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Developing Performance=16

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Developing Performance=16

  1. 1. Developing Performance
  2. 2. Key Challenges for Organization <ul><li>Compete </li></ul><ul><li>Improve quality </li></ul><ul><li>Improve customer service </li></ul><ul><li>Cost reduction </li></ul><ul><li>Enhance productivity </li></ul><ul><li>Adaptation to technology </li></ul><ul><li> Role of Training and Development?? </li></ul>
  3. 3. Human Resource Development <ul><li>Human Resource Development is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. </li></ul><ul><li>Involves 2 things </li></ul><ul><ul><li>Training </li></ul></ul><ul><ul><li>Development </li></ul></ul>
  4. 4. Training vs Development <ul><li>Planned process </li></ul><ul><li>Facilitating learning </li></ul><ul><li>Job related abilities </li></ul><ul><li>Performance improve </li></ul><ul><li>Currently held job </li></ul><ul><li>Application driven </li></ul><ul><li>Immediately useful </li></ul><ul><li>Short term periodic process </li></ul><ul><li>Planned learning opportunities </li></ul><ul><li>Help person to grow and enhance </li></ul><ul><li>Future responsibilities and performance </li></ul><ul><li>Individual, job and career enhancement </li></ul><ul><li>Long term ongoing process </li></ul>
  5. 5. Types of Training <ul><li>Threshold/ Orientation training </li></ul><ul><li>Continuing or Refresher training </li></ul><ul><li>Remedial training </li></ul><ul><li>Upgrading training </li></ul><ul><li>Retraining </li></ul><ul><li>Cross training/ upscaling training </li></ul><ul><li>Re-entry training </li></ul>
  6. 6. System Model of Training Process Diagnosis Development Delivery Evaluation Identify Needs Derive Instructional Objectives Design a Learning Environment Develop Material & Models Conduct Training Develop Criteria Conduct Evaluation
  7. 7. Analyzing Training Needs <ul><li>Determine required training </li></ul><ul><ul><li>New employees </li></ul></ul><ul><ul><li>Current employees </li></ul></ul><ul><li>Organization Analysis </li></ul><ul><li>Job/ Task Analysis </li></ul><ul><li>Individual Performance Analysis </li></ul>
  8. 8. Data Source for Analysis <ul><li>Organization </li></ul><ul><ul><li>Organizational goals </li></ul></ul><ul><ul><li>Manpower inventories </li></ul></ul><ul><ul><li>Skills inventories </li></ul></ul><ul><ul><li>Changes in Systems </li></ul></ul><ul><ul><li>Exit Interviews </li></ul></ul>
  9. 9. Data Source for Analysis <ul><li>Task </li></ul><ul><ul><li>Job Description </li></ul></ul><ul><ul><li>Job Specification </li></ul></ul><ul><ul><li>Performance Standards </li></ul></ul><ul><ul><li>Work Sampling (Analysis of operating problems) </li></ul></ul><ul><ul><li>Asking questions about the job </li></ul></ul><ul><ul><li>Training committee </li></ul></ul>
  10. 10. Data Source for Analysis <ul><li>Performance </li></ul><ul><ul><li>Performance data </li></ul></ul><ul><ul><li>Work sampling </li></ul></ul><ul><ul><li>Interviews </li></ul></ul><ul><ul><li>Questionnaire </li></ul></ul><ul><ul><li>Tests (KASOC: Knowledge, Ability, Skill and Other Characteristics) </li></ul></ul><ul><ul><li>Diaries </li></ul></ul><ul><ul><li>Devised situations (role play) </li></ul></ul><ul><ul><li>Assessment centers </li></ul></ul>
  11. 11. Evaluation <ul><li>Two Issues: </li></ul><ul><ul><li>Evaluation Design </li></ul></ul><ul><ul><li>Measurement </li></ul></ul><ul><li>Measure 4 outcomes of the study: </li></ul><ul><ul><li>Reaction </li></ul></ul><ul><ul><li>Learning </li></ul></ul><ul><ul><li>Behavior </li></ul></ul><ul><ul><li>Results </li></ul></ul>
  12. 12. Commonly used Training <ul><li>On-the-job training </li></ul><ul><li>Apprenticeship training </li></ul><ul><li>Job instruction training </li></ul><ul><li>Performance coaching </li></ul><ul><li>Performance feedback </li></ul><ul><li>Programmed learning </li></ul><ul><li>Action Learning </li></ul><ul><li>Mentoring </li></ul><ul><li>Simulated training </li></ul><ul><li>Job rotation </li></ul>

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