Successfully reported this slideshow.

Training & development


Published on

Published in: Business, Technology
  • Be the first to comment

Training & development

  2. 2. TOPICS • Training & development • Training the Employees • Types of Training • Techniques of Trainings
  3. 3. T&D As Defined By Noe (2008)  Training > It is important to note that training focuses on improving an employee’s skill level  Development > The basic aim of training and development programs is to help the organization Source: Noe, R. A. (2008). Employee Training & Development, 4th ed., New York: McGraw-Hill Irwin.
  4. 4. TRAINING & DEVELOPMENT Training & Development is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills.
  5. 5. IMPORTANCE OF TRAINING • Maintains qualified products / services. • Achieves high service standards. • Provides information for new comers. • Refreshes memory of old employees. • Achieves learning about new things; technology, products / service delivery.
  6. 6. IMPORTANCE OF TRAINING • Reduces mistakes - minimizing costs. • Opportunity for staff to feedback / suggest improvements. • Improves communication & relationships - better teamwork.
  7. 7. TRAINING & DEVELOPMENT  Human Resource Development – Major HRM function consisting not only of T&D, but also individual career planning and development activities and performance appraisal  Training and Development – Heart of a continuous effort designed to improve employee competency and organizational performance
  9. 9. FIVE STEPS OF EMPLOYEE DEVELOPING • Forming. • Storming. • Norming. • Performing. • Adjourning.
  10. 10. T&D Methods To Train Employees  Classroom Programs  Mentoring  Coaching  Role Playing  Simulations  Distance Learning and Video conferencing  E-learning  On-the-Job Training  Job Rotation  Internships
  11. 11. TYPES OF TRAINING Induction or Orientation Training Job Training Safety Training Promotional Training Refresher Training Remedial Training Internship Training
  12. 12. INTRODUCTION/ORIENTATION • Introducing a new employee to the organization and its procedures, rules and regulations. • It is short and informative • Given immediately after recruitment
  13. 13. USE OF HANDBOOK Employee Handbook: • A document that describes an organization’s conditions for employment • Policies regarding employees • Administrative procedures
  14. 14. JOB TRAINING • To increase the knowledge and skills of an employee for improving performance on the job. It may include Informing about machine and its handling Process of production Methods to be used
  15. 15. SAFETY TRAINING • Training provided to minimize accidents and damage to the machinery
  16. 16. PROMOTIONAL TRAINING • Employees with potential are selected and are given training before their promotion.
  17. 17. REFRESHER TRAINING Also called Retraining Purpose is to acquaint the existing employees with the latest methods of performing their jobs and improve their efficiency further i.e. to avoid personnel obsolescence
  18. 18. REMEDIAL TRAINING • To overcome the shortcomings in the behavior and performance of old employees
  19. 19. INTERNSHIP TRAINING • Under this educational or vocational institutes enter in an arrangement with an industrial enterprise for providing practical knowledge to its students
  20. 20. TRAINING AT INFOSYS • Infosys Technologies Limited, one of India’s biggest IT & software companies provided IT services, solutions and consultation globally and employed over 49,000 employees worldwide
  21. 21. The Global Business Foundation School: Infosys training programme • The American Society for Training and Development (ASTD) has rated Infosys Technologies Ltd as the world's best in employee training and development.
  22. 22. SIEMENS TRAINING PROGRAMME • In keeping with this dynamic development, the educational activities of Siemens Aktienge-sellschaft- a universal electro- technical enterprise with general offices in Munich
  23. 23. METHODS OF TRAINING ON THE JOB TRAINING The development of a manager’s abilities can take place on the job. The four techniques for on-the job development are: COACHING MENTORING JOB ROTATION JOB INSTRUCTION TECHNIQUE (JIT)
  24. 24. COACHING • Coaching is one of the training methods, which is considered as a corrective method for inadequate performance. • A coach is the best training plan for the CEO’s because
  25. 25. MENTORING • Mentoring is an ongoing relationship that is developed between a senior and junior employee.
  26. 26. JOB ROTATION • This approach allows the manger to operate in diverse roles and understand the different issues that crop up.