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Training and development

Group members
Kajal Jain

Vrushali Jain
Dipika Nahar Rohit Sachdeva

Zishan Siddiqui

09 11 24 27 37

Definitions
According to Edwin Flippo , training is the act

of increasing the knowledge and skill of an employee for doing a particular job.
Goldstein describes the training process as the

systematic acquisition of attitudes , concepts, knowledge, roles or skills that result in improved performance at work.

Importance of training
Higher productivity and profits Optimal use of resources Job satisfaction Safety

Reduces stress
Career development.

Needs and Objectives


1. 2. 3. 4. 5.

JOB TRAINING OF NEW EMPLOYEES MANAGEMENT DEVELOPMENT PERSONAL DEVELOPMENT TECHNOLOGICAL & SCIENTIFIC I N F O R M AT I O N UPGRADING CURRENT JOBS

Steps in the Training Process


1. Organizational objectives 2. Assessment of Training needs 3. Establishment of Training goals 4. Devising training program 5. Implementation of training program 6. Evaluation of results

Advantages of Training
1. Leads to improved profitability and/or more positive attitudes toward profits orientation.
2. Improves the job knowledge and skills at all levels of the organization. 3. Improves the morale of the workforce.

4. Helps people identify with organizational goals.


5. Helps create a better corporate image. 6. Fasters authentically, openness and trust. 7. Improves the relationship between boss and subordinate. 8. Aids in organizational development. 9. Learns from the trainee. 10. Helps prepare guidelines for work.

Disadvantages of training

1. Can be a financial drain on resources; expensive development and testing, expensive to operate? 2. Often takes people away from their job for varying periods of time; 3. Equips staff to leave for a better job 4. Bad habits passed on 5. Narrow experience

Employee Training
Definition: Training is the systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job. It is the act of increasing knowledge and skill of an employee for doing a particular job.

Purpose of Training
To increase productivity

To improve quality
To improve organizational climate To improve health and safety

Obsolescence prevention
Preparing for promotion and succession Retaining and motivating employees

Management Development
All learning experiences result in

upgrading of skills and knowledge needed in current and future managerial positions Requires managers personal commitment Manager must take responsibility for own development

Management Development (Continued)


Reasons to conduct management training

outside company Reasons for keeping management training inside the company

Issues in Employee Training


1.

Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs.

2. Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks. 3. Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers. 4. Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity

Issues in Employee Training Conti.

5. Ethics: Today's society has increasing expectations about corporate social responsibility. Also, today's diverse workforce brings a wide variety of values and morals to the workplace.

6. Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can people to get along in the workplace.
7. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc. 8. Safety: Safety training is critical where working with heavy equipment, hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.

EVALUATION OF
TRAINING & DEVELOPMENT

Purpose Of Training Evaluation

Four Levels of Evaluation


Kirkpatrick
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During program evaluation Level One Reaction Level Two Learning Post program evaluation Level Three Behavior Level Four Results

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Reaction Level
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A customer satisfaction measure Were the participants pleased with the program Perception if they learned anything Likelihood of applying the content Effectiveness of particular strategies Effectiveness of the packaging of the course

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Examples of Level One


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Your Opinion, Please

In a word, how would you describe this workshop? Intent

Solicit feedback about the course. Can also assess whether respondents transposed the numeric scales.

2007 Fall Extension Conference

Example of Level One


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How much did you know about this subject before taking this

workshop?
Nothing 1

Some 3

A lot 5

How much do you know about this subject after participating in this

workshop?
Nothing 1

Some 3

A lot 5

Intent - The question does not assess actual learning, it assesses

perceived learning.

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Learning Level
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What did the participants learn in the program? The extent to which participants change attitudes, increase knowledge, and/or increase skill. What exactly did the participant learn and not learn? Pretest Posttest

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Learning Level
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Requires developing specific

learning objectives to be evaluated. Learning measures should be objective and quantifiable.

Paper pencil tests, performance on skills tests, simulations, role-plays, case study, etc.

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Level Two Examples


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Develop a written exam based on the desired learning

objectives. Use the exam as a pretest Provide participants with a worksheet/activity sheet that will allow for tracking during the session. Emphasize and repeat key learning points during the session. Use the pretest exam as a posttest exam. Compute the posttest-pretest gain on the exam.

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Behavior Level
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How the training affects performance. The extent to which change in behavior

occurred. Was the learning transferred from the classroom to the real world. Transfer Transfer - Transfer

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Level Three Examples


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Observation

Survey or Interview Participant and/or others


Performance benchmarks Before and after Control group Evidence or Portfolio

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Survey or Patterned Interview


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1. Explain purpose of the survey/interview. 2. Review program objectives and content. 3. Ask the program participant to what extent performance was improved as a result of the program. __ Large extent __ Some extent __ Not at all If Large extent or Some extent, ask to please explain. 4. If Not at all, indicate why not: ___ Program content wasnt practical ___ No opportunity to use what I learned ___ My supervisor prevented or discouraged me to change ___ Other higher priorities ___ Other reason (please explain) 5. Ask, In the future, to what extent do you plan to change your behavior? ___ Large extent ___ Some extent ___ Not at all Ask to please explain:
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Results Level
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Impact of education and training on the organization

or community. The final results that occurred as a result of training. The ROI for training.

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Examples of Level Four


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How did the training save costs Did work output increase Was there a change in the quality of work Did the social condition improve Did the individual create an impact on the

community Is there evidence that the organization or community has changed.


2007 Fall Extension Conference

Training and Development in IDBI Bank


Impact

1 Survival of organization. 2 Helps in achieving goals. 3 Target market. 4 Shaping the employees to fight out the challenges.

IDBI BANK
IDBI has always focused on leveraging quality human capital and allowing employees to develop new ideas. It believes in providing excellent employee training and opportunities for employee growth. In addition, it supports human resources operations with efficient and effective IT systems that lets personnel spend time on banking instead of on paperwork.

Methods used by IDBI Bank


Transparency coerces Success Efforts Leverage quality human capital Potency Training The opportunities to play their strengths Develop their strengths Confiscating Opportunities To develop new ideas Turning to be an Employer of Choice Part of big projects

SUGGESSTIONS
IDBI Banks expansion will make it the most trusted

financial conglomerate taking the care of both industrial development as well as the common man. This will lead to attracting a lot of prospective customers. As the Bank has divided itself into six verticals each serving different purposes, it will help create a revolutionary change in the whole of the economy. Expansion extensive marketing and advertising campaigns, training program

CONCLUSION
1)To integrate all personal activities with each other and strategically with organizational objectives serves the organizational interest 2)Its an Investment rather than a cost to the organization. 3)The utilization of all other resources directly depends on efficient utilization of human resources. As jobs have become more complex in the banking sector, the importance of employee training has increased. 4)In a rapidly changing society, employee training is not only an activity that is desirable but also an activity that an organization must commit resources to, if it is to maintain avaiable and knowledgeable workforce. 5)Owing to the changing banking environment, HR department should care for appropriate response in equipping people who have to perform in the new environment. 6)In this study, when effectiveness of training increases it directly has a positive influence on growth & result of the banks. So training is really effective in all the banks that are taken for this study.

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