Professional Documents
Culture Documents
TRAINING
A learning experience in that it seeks a relatively permanent change in an individual that will improve his/ her ability to perform on the job. It involves changing of
Skills
Attitude
Knowledge
TRAINING
Training refers to a planned effort by a company to facilitate employees learning of job-related competencies. The goal of training is for employees to
master the knowledge, skill, and behaviors emphasized in training programs, and apply them to their day-to-day activities
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.
Skills
T&D
Increases
job skills- specific skills Short term perspective Job centered The role of a trainer is very important
shapes attitude overall growth Long term perspective Career Centered Internally motivated for self development
It
TYPES OF TRAINING
On the job:
Apprentice Job rotation Committee assign Vestibule Role playing Lecture Case discussion Programmed inst
DEVELOPMENT PROGRAMS
Decision making:
Interpersonal:
Organisational:
In basket Business games Case studies TA Role play Sensitivity Behaviour Position rotation Multiple mgmt
for leadership Increased value placed on knowledge Attracting and winning talent Quality emphasis Changing demographics and diversity of the work force New technology High-performance model of work systems
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
WHY T & D?
Moulds employees attitude Helps them achieve better co-operation Creates greater loyalty to the orgn Reduces wastage and spoilage Reduces constant supervision Improves quality