Professional Documents
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Training
Skills Attitude Knowledge
Definition :Acc. to Michael Armstrong the systematic development of knowledge, skills and attitudes required by an individual to perform adequately a given task of job.
Acc. to Dale S. Beach, Training is the act of increasing knowledge and skills of an employee for doing a particular job.
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Standard Performance
Comparison
Actual Performance
are given training. This training familiarize them with the organizational mission, vision, rules and regulations and the working conditions.
knowledge.
given to cope up with those changes. For instance, purchasing a new equipment, changes in technique of production, computer implementation . The employees are trained about use of new equipment's and work methods.
given so that employees are prepared to share the responsibilities of the higher level job.
Objectives of Training
1. Improving Employee Performance:- Training helps in bridging the gap between the actual and the expected performance of the employee by enhancing their knowledge and skills. Updating Employee Skills:- Training updates enable employee to update their skills and helps integrate the technological changes successfully into organizational systems and processes.
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Avoiding Managerial Obsolescence:- Rapid changes in the technological, legal, and social environment have an impact on the way managers perform their jobs and those who do not adapt to these changes become obsolete and ineffective.
Preparing for Promotion and Managerial Succession:- Training helps an employee acquire the skills to assume greater responsibilities. Retaining and Motivating Employees:- One way to motivate and retain employee is through a systematic program of career planning and development. Creating an Efficient and Effective Organization:- A manage who has well trained and well equipped employee needs to spend less time supervising them.
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BENEFITS OF TRAINING
Improving Employee Performance Updating Employee Skills Avoiding Managerial Obsolescence Creating an Efficient and Effective Organization Improves morale of employees Less supervision
Fewer accidents Preparing for Promotion and Managerial Succession Chances of promotion. Retaining and Motivating Increased productivity Employee
Areas of Training
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Company Policies and Procedures:- An employee should acquaint himself with the organizations rules, practices, processes and procedures, apart from the organizational policies and procedures. Skill-based Training:- Employees should be provided training to match the skill requirement of the jobs they perform. Human Relations Training:-In an org, employees interact with their peers, supervisors, subordinates, suppliers, and also with external agents like government agencies, or legal bodies. Problem Solving Training:-
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Managerial and Supervisory Training:- All employees in an org. perform managerial and supervisory functions such as Planning, organizing, directing, controlling, and decision-making. Thus training in these areas is necessary for each employee.
WHY T & D
No one is a perfect fit at the time of hiring and some training & development must take place. Planned development programs will return values to the organization in terms of : increased productivity reduced costs Morale Flexibility to adapt to changing requirements and Molds employees attitude
Helps them achieve better co-operation Creates greater loyalty to the organization Reduces wastage and spoilage Reduces constant supervision
Improves quality
Methods of Training
On-the Job Training
Trainee
Case Study Method Role Playing Method Lecture Method Incident Analysis Method
ON-THE-JOB METHODS
COACHING &MENTORING Coaching is a one-on-one relationship between trainees and supervisors which offers workers continued guidance and feedback on how well they are handling their jobs. Mentoring is a particular form of coaching used by experienced executives to groom junior employees. JOB ROTATION: The trainee is periodically rotated from job to job instead of sticking to one job so that he acquires a general background of different jobs. Job rotation is used by many organizations to develop all round workers. APPRENTICESHIP TRAINING Apprentices are trainees who spend a prescribed amount of time working with an experienced guide, coach or trainer.it is a kind of on the job training that usually combines job training with class room instruction in trade schools, colleges or universities. COMMITTEE ASSIGNMENTS Trainees are asked to solve an actual organizational problem. The trainees have to work together and offer solution to the problem.
DEVELOPMENT
DEVELOPMENT
Development relates to the development and growth of the employees in an organization through a systematic process. It helps in the developments of the intellectual, managerial, and people management skills of managers.
It trains managers to understand and analyze different situations, and to arrive at and implement the correct solutions.
Management development relates to the development and growth of the employees in an organization through a systematic process. It helps in the developments of the intellectual, managerial, and people management skills of managers. It trains managers to understand and analyze different situations, and to arrive at and implement the correct solutions.
DEVELOPMENT
More future oriented and more concerned with education than is training. Management Development activities attempt to instill sound reasoning processes to enhance ones ability to understand and interpret knowledge. It focuses on the personal growth & on: Analytical Conceptual Human
Skills
DEVELOPMENT PROGRAMS
Decision making: In basket Business games Case studies Interpersonal: TA Role play Organizational:
Simulation Exercises
A. Case study:- Case studies which are prepared based on the actual experiences of organizations, help the candidates the real problems faced by managers in organizations. B. Business Games:- The trainees are divided into different groups or teams. They play the roles of competing firms in a simulated market. C. Role Playing:- Participants enact roles to solve problems that are common in real-life situations. D. Incident Method:- This method aims to develop the intellectual ability, practical judgment and social awareness of the employee. Each employee is given a written incident which he analyzes, identifies the problems and the probable causes and suggests solution. E. In-basket Method:- This method simulates the important aspects of a managers job. Candidate is given documents similar to the items normally found in a managers in-basket, such as memos , letters, and reports.
Sensitivity Training
Changing individual behavior through unstructured group interaction. A. Transactional Analysis:- This is a theory of personality and provides an approach for defining and analyzing the interaction between people. The basic theory is that and individuals personality comprises of three ego states, namely- the parent, the child, and the adult ego states. These states are not concerned with age; instead, they reflect different aspects of the human ego. Conferences:-A meeting of people to discuss a topic of common interest is referred to as a conference. Lectures:- A lecture is the simplest technique of presenting and explaining a series of facts, principles and concepts.
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