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CONTENT
Introduction
Training vs Development
Need for training and development
Benefits of Training
Training Process
...
INTRODUCTION
 Training can be introduced simply as a process of assisting
a person for enhancing his efficiency and effec...
Training vs Development
 Content- technical skills








and
knowledge,
application oriented
Purpose- specific job
...
Need for training and
development

Required Performance

GAP

NEED
Actual Performance
Benefits of Training
 To the organization
 To the individual
 To Human Relations

 T & D offer competitive advantage t...
Training Process
Types of Training
Required and
Regular

•Safety compliance
•Driving provisions
•Wage n hr rules
•Employee orientation
•Ben...
4 Levels of Training
Evaluation
1. Reaction : What is the thought of

trainee about particular program.
2. Learning : What principles, facts
and technique...
Balancing Costs and Benefits of
Training
Points which make learning &
training effective
1.

Adults need to know reasons for learning.

2.

Self direction

3.

Bri...
10 Adult Learning Principles to
Guide Effective Training Design
and Delivery
1. Experience

6. Immediacy

2. Teamwork

7. ...
References
 http://en.wikipedia.org/w/index.php?title=Spe

cial:Search&search=training+and+employee+
development&redirs=1...
Presented byZarna Pansuriya
Tekinder Kumar
Rohit Jha
Nitin Bansal
Alay Nallulwar
training and employee development
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training and employee development

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training and employee development

  1. 1. CONTENT Introduction Training vs Development Need for training and development Benefits of Training Training Process Types of Training 4 Levels of Training Evaluation Balancing Costs and Benefits of Training Points which make learning & training effective 10 Adult Learning Principles to Guide Effective Training Design and Delivery References
  2. 2. INTRODUCTION  Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee  Training and Development is the framework for helping employees to develop their personal and organizational skills, knowledge, and abilities.
  3. 3. Training vs Development  Content- technical skills     and knowledge, application oriented Purpose- specific job related, narrow perspective Duration-short term For Whommostly technical & nonmanagerial personnel By whom- trainer  Managerial & behavioral skills & knowledge & attitudes  Conceptual & GK. Learning opportunities designed to help employees grow, broad perspective.  Long term  Mostly for managerial personnel  Self motivated
  4. 4. Need for training and development Required Performance GAP NEED Actual Performance
  5. 5. Benefits of Training  To the organization  To the individual  To Human Relations  T & D offer competitive advantage to a firm  T & D should not always be the 1st resort.  If the above is achieved it negates the expenses on T & D.
  6. 6. Training Process
  7. 7. Types of Training Required and Regular •Safety compliance •Driving provisions •Wage n hr rules •Employee orientation •Benefits enrollment Developmental and Career •B trends •Strategic Thinking •Leadership •∆ mgmt •Career plng •PMS • Job/Technical Types of Training customer service • Equipment operations • Rcrd keeping needs • Telecommunications • IT sys • Product details Interpersonal and Problem-Solving •Comm •Writing skills •Team bldg •Coaching •Prob analyses •Conflict resolution
  8. 8. 4 Levels of Training Evaluation
  9. 9. 1. Reaction : What is the thought of trainee about particular program. 2. Learning : What principles, facts and techniques trainees learned. 3. Behaviour : Assessement of change in job performance. 4. Results : what is the impact of programmes on trainee.
  10. 10. Balancing Costs and Benefits of Training
  11. 11. Points which make learning & training effective 1. Adults need to know reasons for learning. 2. Self direction 3. Bring more work related exp. Into learning situation. 4. Learn from both extrinsic and intrinsic motivators.
  12. 12. 10 Adult Learning Principles to Guide Effective Training Design and Delivery 1. Experience 6. Immediacy 2. Teamwork 7. Reinforcement 3. Relevance 8. Accountability 4. Safety 9. Activity 5. Enjoyment 10. Style
  13. 13. References  http://en.wikipedia.org/w/index.php?title=Spe cial:Search&search=training+and+employee+ development&redirs=1&profile=default  Noe’S BOOK  ARTICLES : http://articles.economictimes.indiatimes.com/ 2012-05-24/news/31838944_1_trainingtjinsite-survey-employee-morale  http://articles.economictimes.indiatimes.com/ 2010-12-28/news/27584223_1_personalitydevelopment-programmers-project-managers
  14. 14. Presented byZarna Pansuriya Tekinder Kumar Rohit Jha Nitin Bansal Alay Nallulwar

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