TRAINING & DEVELOPMENT

PRESENTED BY IJAZ NISAR

TRAINING DEFINED
TRAINING is a learning process that involves the acquisition of no!le"ge# sharpening of s ills# concepts# rules# or changing of attitu"es an" $ehaviours to enhance the perfor%ance of e%plo&ees'

DEVELOPMENT DEFINED
DEVELOPMENT, on the other han"# helps the in"ivi"ual han"le future responsi$ilities# !ith less e%phasis on present (o$ "uties'

Need and basic purposes of training

To Increase Productivity To Improve Qua ity To !e p a "ompany #u $i Its #uture Personne Needs To Improve Or%ani&ationa " imate To Improve !ea t' and (a$ety O)so escence Prevention Persona Gro*t'

The Benefits of Training

!o* Trainin% +ene$its t'e Or%anisation )ea"s to i%prove" profita$ilit& an"*or %ore positive attitu"es to!ar"s profit orientation' I%proves the (o$ no!le"ge an" s ills at all levels of the organi+ation' I%proves the %orale of the !or force' ,elps people i"entif& !ith organisational goals' ,elps create a $etter corporate i%age'

The Benefits of Training

Ai"s in organisational "evelop%ent' ,elps prepare gui"elines for !or ' Ai"s in un"erstan"ing an" carr&ing out organisational policies' Provi"es infor%ation for future nee"s in all areas of the organisation' -rgani+ation gets %ore effective "ecision %a ing an" pro$le% solving' Ai"s in "eveloping lea"ership s ills# %otivation# lo&alt&# $etter attitu"es# an" other aspects that successful !or ers an" %anagers usuall& "ispla&'

The Benefits of Training

Ai"s in increasing pro"uctivit& an"*or qualit& of !or ' ,elps eep costs "o!n in %an& areas# e'g'# pro"uction# personnel# a"%inistration# etc' Develops a sense of responsi$ilit& to the organisation for $eing co%petent an" no!le"gea$le' I%proves la$our.%anage%ent relations an" creates an appropriate cli%ate for gro!th# co%%unication'

The Benefits of Training

Re"uces outsi"e consulting costs $&
utilising co%petent internal consulting' Sti%ulates preventive %anage%ent as oppose" to putting out fires' Eli%inates su$.opti%al $ehaviour' ,elps e%plo&ees a"(ust to change' Ai"s in han"ling conflict# there$& helping to prevent stress an" tension'

Benefits to the Individual

,elps the in"ivi"ual in %a ing $etter "ecisions an" effective pro$le% solving Through training an" "evelop%ent# %otivational varia$les of recognition# achieve%ent# gro!th# responsi$ilit& an" a"vance%ent are internalise" an" operationalise"' Ai"s in encouraging an" achieving self."evelop%ent an" self.confi"ence'

Benefits to the Individual

,elps a person han"le stress# tension# frustration an" conflict' Provi"es infor%ation for i%proving lea"ership no!le"ge# co%%unication s ills# an" attitu"es' Increases (o$ satisfaction an" recognition' /oves a person to!ar"s personal goals !hile i%proving interaction s ills' Satisfies personal nee"s of the trainee'

Benefits to the Individual

Provi"es trainee an avenue for gro!th an" a sa& in his*her o!n future' Develops a sense of gro!th in learning' ,elps a person "evelop spea ing an" listening s ills0 also !riting s ills !hen e1ercises are require"' ,elps eli%inate fear in atte%pting ne! tas s'

Benefits in Intra and Intergroup Relations

I%proves co%%unication $et!een groups an" in"ivi"uals' I%proves interpersonal s ills' /a es organisation policies# rules an" regulations via$le' I%proves %orale' Buil"s cohesiveness in groups' Provi"es a goo" cli%ate for learning# gro!th# an" coor"ination, /a es the organisation a $etter place to !or '

Training oncepts
A)i ity2 The ph&sical an" %ental capacit& to perfor% a tas ' Action earnin%- Training %etho" that involves giving tea%s or !or groups a pro$le%# having the% !or on solving it an" co%%itting to an action plan# an" then hol"ing the% accounta$le for carr&ing out the plan' Action p an-A !ritten "ocu%ent "etailing steps that a trainee an" his %anager !ill ta e to ensure that training transfers to the (o$

Training oncepts
Action p annin%- An e%plo&ee3s process of "eter%ining ho! he !ill achieve his short.an" long.ter% career goals' Assessment- The collecting of infor%ation an" provi"ing of fee"$ac to e%plo&ees a$out their $ehavior co%%unication st&le# or s ills' Assessment center- A process in !hich %ultiple rates or evaluators 4also no!n as assessors5 evaluate e%plo&ees# perfor%ances on a nu%$er of e1ercises'

Training oncepts
Attitude- 6o%$ination of $eliefs an" feelings that pre"ispose a person to $ehave in a certain !a&' Attitude a*areness and c'an%e pro%ramProgra% focusing on increasing e%plo&ees3 a!areness of their attitu"es to!ar" "ifferences in cultural an" ethic $ac groun"s# ph&sical characteristics 4e'g'# "isa$ilities5# an" personal characteristics that influence $ehavior to!ar"s others' +asic s.i s- S ills necessar& for e%plo&ees to perfor% their (o$s an" learn the content of training progra%s'

Training oncepts
+e'avior )ased con$ ict- 6onflict occurring !hen an e%plo&ee3s $ehavior in !or roles is not appropriate in non.!or roles' +e'avior )ased pro%ram- Progra% focusing on changing the organi+ation policies an" in"ivi"ual $ehaviors that inhi$it e%plo&ees3 personal gro!th an" pro"uctivit&' Behavior %o"eling2 A trainin% met'od in *'ic' trainees are presented *it' a mode *'o demonstrates .ey )e'aviors to rep icate and provides t'em *it' t'e opportunity to practice t'ose .ey )e'aviors

Training oncepts
+enc'mar.in%- The use of infor%ation a$out other co%panies3 training practices to help "eter%ine the appropriate t&pe# level# an" frequenc& gains fro% a training progra%' +enc'mar.s- A research instru%ent "esigne" to %easure i%portant factors in $eing a successful %anager' +ene$its- 7hat of value the co%pan& gains fro% a training progra%'

Training oncepts
+ ended earnin%- )earning involving a co%$ination of online learning# face.to. face instruction# an" other %etho"s' "areer- The pattern of !or relate" e1periences that span the course of a person3s life' "areer deve opment- The process $& !hich e%plo&ees3 progress through a series of stages# each characteri+e" $& a "ifferent set of "evelop%ental tas s# activities# an" relationships'

Training oncepts
"areer insi%'t- The "egree to !hich e%plo&ees no! a$out their interests as !ell as their s ills strengths an" !ea nesses# the a!areness of ho! these perceptions relate to their career goals'

Training oncepts
"areer mana%ement- The process through !hich e%plo&ees Beco%e a!are of their interests# values# strengths# an" !ea nesses 8et infor%ation a$out (o$ opportunities !ithin a co%pan& I"entif& career goals Esta$lish action plans to achieve career goals "areer pat'- A sequence of (o$ positions involving si%ilar t&pes of !or an" s ills that e%plo&ees %ove through in co%pan&'

Training oncepts
"ase study- A "escription of ho! e%plo&ees or an organi+ation "ealt !ith a situation' "'an%e- The a"option of a ne! i"ea or $ehavior $& a co%pan& "'an%e mana%ement- The process of ensuring that ne! interventions such as training practices are accepte" an" use" $& e%plo&ees an" %anagers'

Training oncepts
"oac'- A peer or %anager !ho !or s !ith an e%plo&ee to %otivate hi%# "evelop s ills# an" provi"e reinforce%ent an" fee"$ac ' "o%nitive a)i ity- -utco%es use" to %easure !hat no!le"ge trainees learne" in a training progra%' "ompetency- An area of personal capa$ilit& that ena$les an e%plo&ee to perfor% his (o$'

Training oncepts
"ompetency mode - A %o"el i"entif&ing the co%petencies necessar& for each (o$ as !ell as the no!le"ge# s ills# $ehavior# an" personal characteristics un"erl&ing each co%petenc&' "ompetitive advanta%e- An upper han" over other fir%s in an in"ustr&' "ompetitiveness- A co%pan&3s a$ilit& to %aintain an" gain %ar et share in an in"ustr&'

Training oncepts
"omputer )ased trainin% /"+T0- An interactive training e1perience in !hich the co%puter provi"es the learning sti%ulus# the trainee %ust respon"# an" the co%puter anal&+es responses an" provi"es fee"$ac to the trainee' "ontinuous earnin%- A learning s&ste% in !hich e%plo&ees are require" to un"erstan" the entire !or s&ste% inclu"ing the relationship a%ong their (o$s# their !or units# an" the co%pan&' Also# e%plo&ees are e1pecte" to acquire ne! s ills an" no!le"ge# appl& the% on the (o$# an" share this infor%ation !ith fello! !or ers'

Training oncepts
"ost )ene$it ana ysis- The process of "eter%ining the econo%ic $enefits of a training progra% using accounting %etho"s' "ourse o)1ectives / esson o)1ectives0The e1pecte" $ehaviors# content# con"itions# an" stan"ar"s of a training course or lesson0 %ore specific than progra% o$(ectives' "ourse parameters- 8eneral infor%ation a$out a training progra% inclu"ing

Training oncepts
"riterion de$iciency- The failure to %easure training outco%es that !ere e%phasi+e" in training o$(ectives' "ross trainin%- Training %etho" in !hich tea% %e%$ers un"erstan" an" practice each other3s s ills so that %e%$ers are prepare" to step in an" ta e another %e%$er3s place shoul" he te%poraril& or per%anentl& leave the tea%' Also# %ore si%pl&# training e%plo&ees to learn the s ills of one or several a""itional (o$s'

Training oncepts
"u ture- A set of assu%ptions group %e%$ers share a$out the !orl" an" ho! it !or s as !ell as i"eals !orth striving for'

Training oncepts
Deve opment- 9or%al e"ucation# (o$ e1periences# relationships# an" assess%ents of personalit& an" a$ilities that help e%plo&ees prepare for the future' Distance earnin%- Training %etho" in !hich geographicall& "isperse" co%panies provi"e infor%ation a$out ne! pro"ucts# policies# or proce"ures as !ell as s ills training an" e1pert lectures to fiel" locations' E earnin%- Instruction an" "eliver& of training $& co%puter online through the Internet or 7e$'

Training oncepts
E%po!er%ent2 Givin% emp oyee responsi)i ity and aut'ority to ma.e decisions re%ardin% product deve opment or customer service

Training oncepts
Eva uation desi%n- Designation of !hat infor%ation is to $e collecte"# fro% !ho%# !hen# an" ho! to "eter%ine training3s effectiveness' #eed)ac.- Infor%ation e%plo&ees receive !hile the& are perfor%ing concerning ho! !ell the& are %eeting o$(ectives' 9or%ative evaluation2 Eva uation conducted to improve t'e trainin% process, 2sua y conducted )e$ore and durin% t'e trainin% process

Training oncepts
G ass cei in%- A $arrier to a"vance%ent to an organi+ation3s higher levels' Goa - 7hat a co%pan& hopes to achieve in the %e"iu%.to.long.ter% future' Goa orientation- A trainee3s goals in a learning situation, Goa settin%- An e%plo&ee3s process of "eveloping short.an" long.ter% career o$(ectives'

Training oncepts
Group mentorin% pro%ram- Progra% in !hich a successful senior e%plo&ee is paire" !ith a group of four to si1 less e1perience" prot:g:s to help the% un"erstan" the organi+ation# gui"e the% in anal&+ing their e1periences# an" help the% clarif& career "irections' !ands3on met'od- Training %etho" in !hich the trainee is activel& involve" in learning' ,igh.leverage training2 Trainin% t'at uses an instructiona desi%n process to ensure t'at it is e$$ective and t'at compares or )enc'mar.s t'e company4s trainin% pro%rams a%ainst ot'er companies4

Training oncepts
!i%'3potentia emp oyee- An e%plo&ee !ho% the co%pan& $elieves is capa$le of succee"ing in a higher.level %anagerial position' !uman resource mana%ement- The policies# practices# an" s&ste%s that influence e%plo&ees3 $ehavior# attitu"es# an" perfor%ance' !uman resource mana%ement /!RM0 practices- /anage%ent activities relating to invest%ents in staffing# perfor%ance %anage%ent# training# an" co%pensation an" $enefits'

Training oncepts
!uman resource p annin%- The i"entification# anal&sis# forecasting# an" planning of changes nee"e" in a co%pan&3s hu%an resources area' Inte ectua capita - 6ognitive no!le"ge# a"vance" s ills# s&ste% un"erstan"ing an" creativit&# an" self %otivate" creativit&' Inte ectua s.i s- /aster& of concepts an" rules' Internet3)ased trainin%- Training "elivere" on pu$lic or private co%puter net!or s an" "ispla&e" $& a !e$ $ro!ser' Intranet )ased trainin%- Training "elivere" using a co%pan&3s o!n co%puter net!or or server'

Training oncepts
5o)- A specific position requiring co%pletion of certain tas s' 5o) ana ysis- The process of "eveloping a "escription of the (o$ 4"uties# tas s# an" responsi$ilities5 an" the specifications 4 no!le"ge# s ills an" a$ilities5 that an e%plo&ee %ust have to perfor% it' 5o) en ar%ement- The a""ing of challenges or ne! responsi$ilities to an e%plo&ee3s current (o$'

Training oncepts
5o) e6perience- The relationship# pro$le%s# "e%an"s# tas s# an" other features that an e%plo&ee faces on the (o$' 7ey )e'avior- -ne of a set of $ehaviors that is necessar& to co%plete a tas ' I%portant part of $ehavior %o"eling training' 7no* ed%e- 9acts or proce"ures' 7hat in"ivi"uals or tea%s of e%plo&ees no! or no! ho! to "o 4hu%an an" social no!le"ge50 also a co%pan&3s rules# processes# tools# an" routines 4structure" no!le"ge5'

Training oncepts
7no* ed%e mana%ement- The process of enhancing co%pan& perfor%ance $& "esigning an" i%ple%enting tools# processes# s&ste%s# structures# an" cultures to i%prove the creating# sharing# an" use of no!le"ge' 7no* ed%e *or.ers- E%plo&ees !ho o!n the %eans of pro"ucing a pro"uct or service' These e%plo&ees have a speciali+e" $o"& of no!le"ge or e1pertise# !hich the& use to perfor% their (o$s an" contri$ute to co%pan& effectiveness'

Training oncepts
Learnin%- A relativel& per%anent change in hu%an capa$ilities that "oes not result fro% gro!th processes' Learnin% or%ani&ation- A co%pan& that has an enhance" capacit& to learn# a"apt# an" change0 an organi+ation !hose e%plo&ees continuousl& atte%pt to learn ne! things an" then appl& !hat the& have learne" to i%prove pro"uct or service qualit&'

Training oncepts
Lecture- Training %etho" in !hich the trainer co%%unicates through spo en !or"s that trainees are suppose" to learn' Mana%er support- Trainee3s %anagers' E%phasi+ing the i%portance of atten"ing training progra%s Stressing the application of training content on the (o$' Mentor- An e1perience"# pro"uctive senior e%plo&ee !ho helps "evelop a less e1perience" e%plo&ee 4a prot:g:5'

Training oncepts
Metaco%nition- A learning strateg& !here$& trainees "irect their attention to their o!n learning process' Mission- A co%pan&3s long.ter% reason for e1isting' Mode in%- ,aving e%plo&ees !ho have %astere" the "esire" learning outco%es "e%onstrate the% for trainees' Motivation to earn- A trainee3s "esire to learn the content of a training progra%'

Training oncepts
Motor s.i s- 6oor"ination of ph&sical %ove%ents' Mu timedia trainin%- Training that co%$ines au"iovisual training %etho"s !ith co%puter $ase" training' Near trans$er- A trainee3s a$ilit& to appl& learne" capa$ilities e1actl& to the !or situation' Need- A "eficienc& that a person is e1periencing at an& point in ti%es' Needs assessment- The process use" to "eter%ine if training is necessar&' The first step in the instru%ental s&ste% "esign %o"el'

Training oncepts
Norms- Accepte" stan"ar"s of $ehavior for !or group %e%$ers' O)1ective- The purpose an" e1pecte" outco%e of training activities' O)so escence- A re"uction in an e%plo&ee3s co%petence resulting fro% a lac of no!le"ge of ne! !or processes# techniques# an" technologies that have "evelope" since he co%plete" his e"ucation' On3t'e31o) trainin% /O5T0- Training in !hich ne! or ine1perience" e%plo&ees learn through first o$serving peers or %anagers perfor%ing the (o$ an" then tr&ing to i%itate their $ehavior'

Training oncepts
Opportunity to per$orm- The chance to use learne" capa$ilities' Or%ani&ation deve opment- A planne"# s&ste%atic change process that uses $ehavioral sciences no!le"ge an" techniques to i%prove a co%pan&3s effectiveness $& i%proving relationships an" increasing learning an" pro$le%s solving capa$ilities' Or%ani&ationa ana ysis- Training anal&sis involving "eter%ining the appropriateness of training# consi"ering the conte1t in !hich training !ill occur'

Training oncepts
Or%ani&ationa socia i&ation- The process of transfor%ing ne! e%plo&ees into effective co%pan& %e%$ers' Its phases are anticipator& sociali+ation# encounter# an" settling in' Or%ani&in%- A learning strateg& that requires the learner to fin" si%ilarities an" the%es in the training %aterials' Outsourcin%- The use of e1ternal supplies to provi"e training services' Perception- The a$ilit& to organi+e a %essage fro% the environ%ent so that it can $e processe" an" acte" upon'

Training oncepts
Per$ormance appraisa - The process of %easuring an e%plo&ee3s perfor%ance' Person ana ysisTraining anal&sis involving Deter%ining !hether perfor%ance "eficiencies result fro% lac of no!le"ge# s ill# or a$ilit& or else fro% a %otivational or !or ."esign pro$le%' I"entif&ing !ho nee"s training# Deter%ining e%plo&ees3 rea"iness for training

Training oncepts
Person c'aracteristics- An e%plo&ee3s no!le"ge# s ill# a$ilit&# $ehavior# or attitu"e' Practice- An e%plo&ee3s "e%onstration of a learne" capa$ilit&0 the ph&sical or %ental rehearsal of a tas # no!le"ge# or s ill to achieve proficienc& in perfor%ing the tas or s ill or "e%onstrating the no!le"ge' Pretest8posttest- An evaluation "esign in !hich $oth pretraining an" post training outco%es %easures are collecte"' Pretrainin% measure- A $aseline %easure of outco%es'

Training oncepts
Pro%ram desi%n- The organi+ation an" coor"ination of the training progra%' Pro%ram O)1ectives- Broa" su%%ar& state%ents of a progra%3s purpose' Psyc'o o%ica success- A feeling of pri"e an" acco%plish%ent that co%es fro% achieving life goals' Reaction outcomes- A trainee3s perceptions of a training progra%# inclu"ing perceptions of the facilities# trainers# an" content' Reada)i ity- 7ritten %aterials3 level of "ifficult&'

Training oncepts
Readiness $or trainin%- The con"ition of E%plo&ees having the personal characteristics necessar& to learn progra% content an" appl& it on the (o$ an" The !or environ%ent facilitation learning an" not interfering !ith perfor%ance' Reengineering2 A comp ete revie* and redesi%n
o$ critica processes to ma.e t'em more e$$icient and a) e to de iver 'i%'er 9ua ity, (tructure8 Process*Innovation Re.Structuring * Re.inventing ;S%all*Better*Different

Training oncepts
Re'earsa - A learning strateg& focusing on learning through repetition 4%e%ori+ation5' (e $3Mana%ement- Person3s atte%pt to control certain aspects of his "ecision. %a ing an" $ehavior' (imu ation- A training %etho" that represents a real life situation# !ith trainees3 "ecisions resulting in outco%es that %irror !hat !oul" happen if the& !ere on the (o$'

Training oncepts
(.i - 6o%petenc& in perfor%ing a tas ' (.i 3)ased outcomes- -utco%es use" to assess the level of technical or %otor s ills or $ehavior0 inclu"e s ill acquisition or learning an" on.the.(o$ use of s ills' (ocia earnin% t'eory2 Theor& e%phasi+ing that people learn $& o$serving other persons 4%o"els5 !ho the& $elieve are cre"i$le an" no!le"gea$le' (ocia support- 9ee"$ac an" reinforce%ent fro% %anagers an" peers' (ocia i&ation- Sharing tacit no!le"ge $& sharing e1periences'

Training oncepts
(ta.e'o ders- The parties !ith an interest in a co%pan&3s success 4inclu"e sharehol"ers# e%plo&ees# custo%ers# an" the co%%unit&5' (u)1ect matter e6pert /(ME0- Person !ho is no!le"gea$le of Training issue# <no!le"ge# s ills# an" a$ilities require" for tas perfor%ance# Necessar& equip%ent# an" 6on"itions un"er !hich tas s have to $e perfor%e" (ummative eva uation- Evaluation of the e1tent that trainees have change" as .a result of participating in a training progra%'

Training oncepts
(ync'ronous communication6o%%unication in !hich trainers# e1perts# an" learners interact !ith each other live an" in real ti%e in the sa%e !a& as the& !oul" in face to face classroo% instruction' Team eader trainin%- Training that a tea% %anager or facilitator receives' Team trainin%- Training %etho" that involves coor"inating the perfor%ances of in"ivi"uals !ho !or together to achieve a co%%on goal'

Training oncepts
Trainee c'aracteristics- The a$ilities an" %otivation that affect learning' Trainin%- A co%pan&3s planne" effort to facilitate e%plo&ees3 learning of (o$.relate" co%petencies' Trainin% administration- 6oor"ination of activities $efore# "uring# an" after a training progra%' Trainin% conte6t- The ph&sical# intellectual# an" e%otional environ%ent in !hich training occurs' Trainin% desi%n- 6haracteristics of the learning# an" ena$ling environ%ent'

Training oncepts
Trainin% desi%n process- A s&ste%atic approach to "evelop%ent training progra%s' Its si1 steps inclu"e con"ucting nee"s assess%ent# ensuring e%plo&ees3 rea"iness for training# creating a learning environ%ent# ensuring transfer of training# selecting training %etho"s# an" evaluating training progra%s' Trainin% e$$ectiveness- Benefits that a co%pan& an" its trainees receive fro% training'

Training oncepts
Trainin% eva uation- The process of collecting the outco%es nee"e" to "eter%ine if training has $een effective' Trainin% outcomes /"riteria0- /easures that a co%pan& an" its trainer use to evaluate training progra%s' Trainin% site- The place !here training is con"ucte"' Trans$er o$ trainin%- Trainees3 appl&ing learne" capa$ilities gaine" in training to their (o$s' :or. environment- -n.the.(o$ factors that influence transfer of training'