training
DESCRIPTION
TRANSCRIPT
![Page 1: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/1.jpg)
Training
Training is the act of increasing the knowledge and skills of an employee for performing a particular job.
It is an attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning usually by changing the employee’s attitude or increasing his or her skills and knowledge.
![Page 2: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/2.jpg)
The need for training and development is determined by employee’s performance deficiency,computed as follows:-
Training and Development need = Std Performance - Actual
Performance.
![Page 3: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/3.jpg)
Purpose of training:- To increase the knowledge and
skills for doing a particular job. To bridge the gap between job
needs and employee skills, knowledge and behaviours.
To perform the tasks given to employees in efficient manner i.e without any wastage.
![Page 4: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/4.jpg)
Contd… To prepare existing employees for
higher level jobs.(promotion) To keep updated with the new
technologies/latest developments in job operations.
To gain acceptance from peers. To make employee mobile and
versatile.
![Page 5: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/5.jpg)
Types of training:-
Skills training Refresher training Cross- functional training Team training Creativity training Diversity training Literacy training.
![Page 6: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/6.jpg)
Skills training:-
Training in basic skills such as writing, computing, speaking, listening, problem solving, working as a part of team, leading others.
Such training can be given through lectures, on the job, coaching etc.
Before employing these methods manager should
![Page 7: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/7.jpg)
Before employing these methods manager should explain:-
How training will help in their jobs. Relate the trianing to trainee’s
goals Respect participant responses Encourage trainees to learn by
doing Give feedback on progress.
![Page 8: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/8.jpg)
Refresher training:-
Thje reason for taking such training is the rapid changes in technology.
Such training can be given by short term courses to make its employees up to date with latest developments through consultants who specailise in a particular area.
![Page 9: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/9.jpg)
Cross-functional:-
Such training is given to perform in operations in areas other than their assigned jobs.it includes:-
Job rotation Exchange personnel for a certain
period.
![Page 10: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/10.jpg)
Team training:-
Content tasks specifies the team goals
Group processes reflect the way member function as a team
![Page 11: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/11.jpg)
Creativity training:-
Breaking away Generate new ideas Delaying judgement
![Page 12: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/12.jpg)
Diversity training:-
It considers all diverse dimensions in the workplace like race, gender, age, disabilities, education, ideas and backgrounds while designing a training programme.
![Page 13: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/13.jpg)
Literacy training:-
Such training focus on the basic skills required to perform a job adequately.
To improve the literacy levels of employees with weak reading, writing and arithematic skills by providing them tutorials, home assignments, readind and writing exercises, simple mathematical tests.
![Page 14: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/14.jpg)
Systematic approach to training-
1. Assessment
2. Implementation
3.Evaluation
Determine training needs
Identify training objectives
Select training methods
Conduct training
Compare training outcomes against criteria.
![Page 15: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/15.jpg)
Training need assessment:-
Organisational analysis:- Analysis of objectives Resource utilisation analysis Environmental scanning Organisational climate analysis
Task or role analysis Person analysis
![Page 16: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/16.jpg)
Identifying training objectives:-
Objective
Innovative:-
• Anticipating problems
•Team building
Problem solving
•Training clerks• Training
supervisors
Regular• Orientation
•Recurring trainingof interviewers
•Refresher courses
![Page 17: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/17.jpg)
Training methods:- (On-Job methods)
Job Instruction Training Coaching Mentoring Job rotation Apprenticeship training Committee assignments
![Page 18: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/18.jpg)
Off the Job methods:- Vestibule training-(for clerical and semi
skilled jobs) Role playing Lecture method Conference/discussion approach-
(lecture as well as discussion) Programmed instruction-(series of
planned sequential units arranged from simple to complex levels)
![Page 19: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/19.jpg)
JIT:
Four steps followed in JIT methods are: Trainee recieves an overview of the
job, its purpose and its desired outcomes.
Trainer demonstrates the job Employee is permitted to copy
traines’s way. Employee does the job independently
without supervision.
![Page 20: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/20.jpg)
Coaching: The supervisor explains things and
answer questions. He throws light on why things are done
the way they are He offers a model for trainees to copy Conducts lots of decision making
meetings with trainees Procedures are agreed upon and trainee
is given enough authority to make divisions.
![Page 21: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/21.jpg)
Mentoring:
It is a relationship in which a senior person convey the technical, interpersonal and political skills.
A mentor is a teacher, counsellor, supporter, facilitator in the realisation of the young person has about the kind of life he wants as an adult.
![Page 22: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/22.jpg)
Mentoring…
Its like guru-shishya relationship where the guru would do everything to develop the personality of the shishya offering emotional support and guidance.
![Page 23: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/23.jpg)
Job rotation
It means the movement of trainee from one job to another.
It provides the trainee with greater understanding of different functional areas as well as better sense of their own career objectives and interests.also it help to build up rapport with wide range of individuals.
![Page 24: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/24.jpg)
Apprenticeship training:
Such training demand high level of participation from the trainee.
Trainees spend a prescribed time amount of the time working with an experienced guide, coach or trainer.
![Page 25: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/25.jpg)
Committee assignments:
In such programme, talented employees are assigned to important committees to work with them which will give these employees a broadening experience and can help them to understand the personalities and processes governing the organisations.
In such training the trainees are asked to solve an actual organisational problem and trainees have to work together and offer solutions to the problem.
![Page 26: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/26.jpg)
Evaluation of training programme:-
Reactions Learning Job behaviour Organisation Ultimate value
![Page 27: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/27.jpg)
Methods of evaluation:-
Questionnaires Tests Interviews Studies Human resource factors Cost benefit analysis Feedback
![Page 28: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/28.jpg)
Executive development
It is process of learning through which managers develop their conceptual and analytical abilities to manage.
It is concerned with improving the performance of managers by giving them stimulating opportunities for growth and development.
![Page 29: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/29.jpg)
Benefits:- It helps the manager to require KSAs
required to successfully tackle with complex changes in environment and technologies.
It make the executives to realise their own career goals and aspirations in a planned way.
Executives can better perform their work.also they become more useful,versatile and productive.
![Page 30: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/30.jpg)
Contd…
It helps managers to broader their outlook.
It help the managers to have a feel of how to discharge their duties without rubbing people.
![Page 31: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/31.jpg)
Common practices in EDP:-
The practices done to develop their decision making skills
In-basket Business games Case studies
![Page 32: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/32.jpg)
Interpersonal skills:-
Role playing Sensitivity training Behaviour modelling
![Page 33: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/33.jpg)
Job knowledge skills:
On-the-job experiences Coaching Understudy
![Page 34: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/34.jpg)
Organisational knowledge:-
Job rotation Multiple management
![Page 35: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/35.jpg)
General knowledge:-
Special courses Special meetings Specific readings
![Page 36: Training](https://reader036.vdocuments.us/reader036/viewer/2022062616/54b350f34a7959aa2b8b4592/html5/thumbnails/36.jpg)
Specific individual needs:-
Special projects Committee assignments.