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TRAINING & DEVELOPMENT

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TRAINING & DEVELOPMENT. Dr. Anil Mehta. DEFINITION OF TRAINING

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Presentation Transcript
slide1

TRAINING

&

DEVELOPMENT

Dr. Anil Mehta

slide2

DEFINITION OF TRAINING

“A PLANNED ACTIVITY TO MODIFY ATTITUDE, KNOWLEDGE OR SKILL THROUGH LEARNING EXPERIENCE TO ACHIEVE EFFECTIVE PERFORMANCE OF AN ACTIVITY OR RANGE OF ACTIVITIES. ITS PURPOSE IN THE WORK SITUATION IS TO DEVELOP THE ABILITIES OF AN INDIVIDUAL AND TO MEET CURRENT AND FUTURE MANPOWER NEEDS OF THE ORGANIZATION”

slide3

SPECIFIC PURPOSES OF TRAINING

1. TO INCREASE THE PRODUCTIVITY

2. TO IMPROVE QUALITY

3. TO FULFILL FUTURE PERSONAL NEEDS

4. TO IMPROVE ORGANIZATIONAL CLIMATE

5. TO IMPROVE HEALTH AND SAFETY

6. TO PREVENT OBSOLESCENCE

7. TO PROVIDE OPPORTUNITY FOR PERSONAL GROWTH

slide4

TRAIN8ING VS. EDUCATION

TRAINING EDUCATION

APPLICATION ORIENTED THEORETICAL ORIENTED

JOB EXPERIENCE CLASSROOM LEARNING

SPECIFIC TASK GENERAL CONCEPTS

NARROW PERSPECTIVE BROAD PERSPECTIVE

slide5

TRAINING VS. DEVELOPMENT

TRAINING DEVELOPMENT

  • IMPARTING
  • SPECIFIC SKILLS
  • SHORT-TERM
  • PERSPECTIVE
  • JOB CENTERED
  • ROLE OF TRAINER
  • IMPORTANT
  • 1.ASSOCIATED WITH
  • OVERALL GROWTH
  • 2. LONG-TERM
  • PERSPECTIVE
  • 3. CAREER CENTERED
  • SELF- DEVELOPMENT
slide6

Identity Training Needs

Assess

Results

Plan and Design

Training

Implement Training

SYSTEMATIC APPROACH TO TRAINING

slide7

DEFINING IMMEDIATE LONG –RANGE TRAINING NEEDS

Current desired level

of performance

Reveals

Discrepancy

Immediate Training

Needs

Actual Level

of Performance

Reveals

Discrepancy

Long Range Training

Needs

Projected Desired

Level of Performance

slide8

Executive Development Needs

Job Knowledge

Decision Making Skills

Inter-personal Skills

Organization Knowledge

Executive

Development

Needs

Specific Individual Needs

Other Needs

General Knowledge

slide9

Principles of Learning

1 Trainees must be motivated to learn

2 Information must be meaningful

3 Learning must be reinforced

4 Organization of material

5 Distribution of learning period

6 Feedback of learning

slide10

METHODS OF TRAINING

1. INDUCTION OR ORIENTATION TRAINING

2. JOB TRAINING

3. APPRENTICESHIP TRAINING

4. INTERNSHIP TRAINING

5. REFRESHER TRAINING

6. TRAINING FOR PROMOTUION

slide11

METHODS OF TRAINING

  • I ON THE JOB TRAINING
  • COACHING
  • UNDER STUDY
  • POSITION ROTATION

II VESTIBULE TRAINING

slide12

III OFF-THE-JOB-TRAINING

(1) SPECIAL LECTURE-CUM DISCUSSION

(2) CONFERENCES

(3) CASE-STUDY

(4) SENSITIVITY TRAINING

(5) SPECIAL PROJECTS

(6) COMMITTEE ASSIGNMENT

slide13

EVALUATION OF TRAINING

EVALUATION OF TRAINING IS THE SYSTEMATIC COLLECTION OF DATA AND ASSESSMENT ABOUT THE TRAINING PROGRAMME SO AS TO STUDY THE EFFECTIVENESS OF TRAINING AND TO DECIDE HOW THE TRAINING RESOURCES CAN BE BEST UTILIZED TO ACHIEVE THE OBJECTIVES OF TRAINING AND THE GOALS OF THE ORGANIZATION .

slide14

STAGES OF EVALUATION

  • REACTION STAGE
  • LEARNING STAGE
  • JOB BEHAVIOR STAGE
  • ULTIMATE OUTCOME STAGE
slide15

WHEN TO EVALUATE ?

  • PRE -EVALUATION
  • CONCURRENT EVALUATION
  • POST EVALUATION
slide16

EVALUATION FOR WHOM ?

  • TRAINEE
  • TRAINER
  • COORDINATOR
  • ENTERPRISE
slide17

TECHNIQUES OF EVALUATION

  • OBSERVATION
  • QUESTIONNAIRE
  • INTERVIEW
  • MERIT RATING
  • CONTROLLED GROUP
  • PAPER-PENCIL TEST
  • JOB SAMPLE OR PERFORMANCE TEST
slide18

MAKING TRAINING EFFECTIVE

  • TRAINING SHOULD BE NEED BASED
  • TRAINING SHOULD BRING ABOUT CHANGE
  • TRAINING SHOULD BE AN ON-GOING PROCESS
  • TRAINING SHOULD BE AN INTEGRAL PART OF THE COMPANY STRATEGY
  • TRAINING REQUIRES TOP MANAGEMENT COMMITMENT
slide19

TRAINING IS FOR EVERYONE IN THE COMPANY

  • THE REAL SUCCESS OF A TRAINING HINGES ON THE CONTENTS
  • CONGRUENCY OF OBJECTIVES AMONG ALL THE CONCERNED PARTIES
  • TRAINING SHOULD BE EASILY UNDERSTOOD
  • TRAINING SHOULD INCLUDE TOOLS AND WRITTEN MATERIAL
  • TRAINING SHOULD BE GIVEN IN RIGHT DOES
slide20

TRAINER MUST BE SELECTED CAREFULLY

  • TRAINING MUST BE TAILORED TO TARGET GROUP
  • TRAINING PROGRAMME MUST BE EVALUATED
  • TRAIN8NG SHOULD REFLECT BOTH END APPROACH