Forget what you were told and learn

the new things from now onwards

Raising the performance

levels

MBA student
Nurse
School teacher
Receptionist
Doctor
Soldier
Auditor

HRD Framework

Young employees
BYOD
Mobile learning
Temp staffing
Academic qualification
Flynn effect
Talent mobility
Diversity

Human Resource Development:

Concepts
Education (Acd), Training (Voc), Development (Beh)
Cognitive, Emotive, Technical
Personal, Occupational, Organizational
Observe, Analyze, Improve
Skill (Phy), Competence (Men), Talent (Imp)
Learn, Unlearn, Relearn

Objectives of Training and

Development

New Skills
Behavioral change
Talent pipeline
Employee shortage
Reward
Under performance
Change
Multiple use of talent
Talent retaining

Training and Development

TNA: Gap Identification

Now or future
Individual, task and organization
Junior, middle and senior
Cognitive, Emotive and Technical
Mode of TNA
Questionnaire, interview, focus groups, one-on-one, etc

Documentation and Reporting

TNA

Name:
Roll No.:
DOJ:
Specialization

Designation:
Specialization:

Level of knowledge (1,2,3,4,5) (How to improvise?)

Communication
Level of comfort (1,2,3,4,5) (How to improvise?)

Confidence
Level of confidence (1,2,3,4,5) (How to improvise?)

General awareness
Level of awareness (1,2,3,4,5) (How to improvise?)

Overall rating
(1,2,3,4,5) (How to improvise?)

Section:

Types of T&D
On the job training/ Off the job/ Vestibule training
In house/Consultants/Outdoor/Conference
Apprentice/Coaching/Mentoring
Job rotation/Job secondment/Job shadowing
Social learning/e-learning/m-learning
Professional bodies/Networking/Books/Certification

Evaluation

Kirkpatrick Model

Issues and Challenges

Addressing different learning curves
Addressing diverse training needs
Type of training programmes
Carrying learning to workplace
The role of organization in creating conducive climate
Measuring the ROI

Training @