1 / 20

Training and Development

Training and Development. Chapter 10. Objectives. After reading this chapter you should know: About the objectives of training How do organisations identify their training needs What are the different methods used in training employees

larissa-sherman
Download Presentation

Training and Development

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Training and Development Chapter 10

  2. Objectives • After reading this chapter you should know: • About the objectives of training • How do organisations identify their training needs • What are the different methods used in training employees • What are the administrative concerns in organising training programmes • How training effectiveness is evaluated

  3. Training vs experience • Training unlike experience can shorten the time required to reach maximum efficiency • Cost of training is less than the cost of experience • The results of experience can sometimes be accidental • The element of perpendicularity is far less compared to training

  4. Objectives of training • Induction • Updating • Preparing for Future Assignments • Competency Development

  5. Identifying Training needs • Needs are the gap between required performance and actual performance • To identify such needs, three components are to be covered (McGhee and Thayar, 1961) • Organizational Analysis • Task Analysis • Man Analysis

  6. Johnson (1967) provides following additional methods • Analysis of Equipment • Brainstorming • Problem Clinic • Stimulation

  7. Training Methods The choice of methods or a mix of methods is a function of some considerations: • The purpose of training • The nature of contents • The level of trainees • Cost factor

  8. Training Methods • Lectures • On the job training • Simulations • Experiential Methods • Programmed Instructions • e-Learning

  9. Training Administration • Training Contents • Training Programmes • Implementation of Training Plan

  10. Training Evaluation • Immediate Evaluation • Training Utility

  11. Human Resource Development (HRD) HRD is a process which consists of a series of activities conducted to design behavioural changes in a specific period. It depends on ; • Work itself • Individual’s personal and professional growth • The improved output • Organization as an open system

  12. Assumptions in HRD HRD is based on three assumptions: • When a new concept of people based on the understanding of complex and shifting needs is developed • When a new concept of power based on codetermination is accepted by management • When an organization develops a new concept of human values based on humanistic and democratic ideals

  13. Training function in India Data was collected from 17 industries • Private sector 66.675 • Public Sector 22.91% • Joint sector 4.16%

  14. Manning of training Departments • 32.65% have separate training department • Training Facilities and cost • 12.2 % have full fledged training colleges/institutions of their own • Identification of training needs • formal system of appraisal • 65.3 % for managers • 67.3% for supervisors

  15. Other mechanism for Training needs identification Mechanisms Managers Supervisors In-house Internal faculty 34.6 32.6 In-house Internal faculty 14.2 14.2 External agencies 16.3 10.2 On-the –job-training 53.0 12.2 Training abroad 20.4 12.2

  16. Induction Training • 74.4% have formal induction training for mangers • 86.1% have formal induction training for supervisors • 73.8% have formal induction training for workers

  17. In-company programmes number of training programmes organised internal faculty external faculty Both Managers 30% 47% 24.5% Supervisors 56% 32.5% 11.1% workers 72% 14.2 % 13.6%

  18. Percentage of Some of the methods used for various categories of employees Methods Managers Supervisors workers Straight Lecture 20.4 38.7 34.6 Lecture cum discussion 59.1 65.3 46.9 Role Play 24.4 26.5 12.2 Close circuit video Recording16.3 14.2 6.1 Educational Films 36.7 44.8 28.5 Case method 40.8 40.8 28.5 Simulation Exercise 16.3 18.3 24.4 Computer games 6.1 6.1 Group Exercise 36.7 36.7 18.3 Sensitivity Training 10.2 2.0 6.1 Seminars 32.6 20.4 6.1 Syndicate methods 24.4 18.3 6.1 Presentations 14.2 18.3 12.2 Location visits 16.3 26.5 22.4

  19. External Training Programmes • The training programmes to which managers were sponsored, the major chunk is in the Production

  20. Training Evaluation 57.1% ask for feedback on the effectiveness of the training The areas on which the participant’s feedback is considered: • Modify contents of the programme 67.3 • Repeat Programme 65.3 • Change duration of the programme 63.2 • Change faculty 46.9 • Drop the programme 44.8

More Related