Group No.

Shameena Purvi Tanvi Sanjeev Lisha Tanveer Deepak Sanhita Winston

- 302 - 305 - 306 - 317 - 320 - 322 - 326 - 346 - 350

What is training and Development

Definition:
The field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational

Objective:
Potential Training & development objectives relate to opportunities for acquisition of skills and knowledge.

Why need to set Objective?

Designer

Evaluator

Beneficiary of training

Trainee

Trainer

Training, Coaching & Development Are they same ?

Training - Teaching New Skills Coaching - Collaborative process Development - Perfecting Existing Skills Training is the acquisition of knowledge, skills and competencies as a result of teaching, Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work Development teaches how to become more productive and effective at work and at the company. In other words, training provides the skill and development maximizes it. Coaching, when referring to getting coached by a professional coach, is a teaching or training process in which an individual gets support while learning to achieve a specific personal or professional result or goal.

Principles of Adult Learning Theory:

Learning Styles
The Seven Learning Styles

Visual (spatial):You prefer using pictures, images, and spatial understanding. Aural (auditory-musical): You prefer using sound and music. Verbal (linguistic): You prefer using words, both in speech and writing. Physical (kinesthetic): You prefer using your body, hands and sense of touch. Logical (mathematical): You prefer using logic, reasoning and systems. Social (interpersonal): You prefer to learn in groups or with other people. Solitary (intrapersonal): You prefer to work alone and use selfstudy.

Importance of Training

Optimum Utilization of Human Resources - helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources - provides an opportunity and broad structure for the development of human resources' technical and behavioral skills in an organization. Development of skills of employees - expands the horizons of human intellect and an overall personality of the employees. Productivity increases the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit - inculcates the sense of team work, team spirit, and interteam collaboration, thus creating the zeal to learn. Organization Culture creates a training culture within the organization by developing and improving the organizational health culture and effectiveness.

Cont..

Organization Climate - builds positive perception and feeling about the organization. Quality improves upon the quality of work and work-life. Healthy work-environment - helps to build good employee, relationship so that individual goals aligns with organizational goal. Morale - improves the morale of the work force. Image - helps in creating a better corporate image in the minds of internal as well as external customers. Profitability - leads to improved profitability and more positive attitudes towards profit orientation. Organizational development - improves decision making and problem solving & thus helps in understanding and carrying out organizational policies

Role of Training

Reduced Training Time : Training is Training by seeing. An employee is put under actual work situations and given training. This reduces the Training time. Improved Performance : Training can improve the present performance as well as future performance of an employee. Attitude Formation : Employees may have different perceptions about their job and their organization. They must be molded towards positive goals, thereby achieving the goals of the organization. Aid in Solving Problems : Through training an employee can be taught about the problem solving abilities. Fill Manpower Needs : A growing organization may need experienced manpower for future purposes. Such manpower could be created

Cont

Benefits to Employees : Out of training an employee can learn new things, earn more, gets job security and promotion. Greater Delegation of authority : Training can help an organization to delegate and decentralize power to the juniors. Creation of a Reserve of Qualified Staff : Every year employees retire from services and many may go out of a company. To replace such talents, trained staff can be kept as a reserve. Improved Selection for Promotion : When promotion takes place, employees with training can be favored for such promotion. Minimum Delay in Staffing new Positions : When new positions are created in an organization, that place would be filled without any delay through trained employees.

Types of Training

Types

Induction

On the Job

Off the Job

Induction Training
It involves introducing a new employee to its work environment. Usually, it includes Introduction to colleagues Explaining the firms activities Procedures followed in the organization Explaining the organizational structure Place of working etc

On the Job training

A worker gets training by watching a more experienced worker doing the job. It is common for unskilled and semi-skilled jobs. Thus the worker gets trained while he is performing his regular duties. Demonstration / Instruction Coaching

Off the Job training

This is when a worker goes away from the place of work to attend a special course. The training can be in the form of a seminar, workshop or a college course. Off the job training is usually conducted for managerial level employees.
Day Release Distance learning Block release courses Sandwich courses Sponsored courses

Process of T&D

Training an Investment or expenditure

Everyday sense most forms of expenditure incurred by an organisation could be viewed in this way: accounting is an investment in future financial security; customer service is an investment in customer loyalty; marketing is an investment in future sales growth; research and development is an investment in new products; ... which means that Training and development is not really that much further along the path in securing funding than all these other departments. Training can be seen by senior management as an investment. managers might have a few questions: What sort of return can we expect on this investment? How long will it take for this return to occur? How confident can we be about this return? Would other measures (hiring and firing, mergers and acquisitions, new incentives and disincentives, better working conditions, improved tools and equipment) yield better returns in terms of performance improvement? Would we get a better return if we just left the money in the bank (assuming we can find one that's safe enough)?

Return on Investment

This is understandable, as appearances are against the skill training industry when it comes to return on investment (ROI). Costs are made for a nice location, the pricing model is unclear (in company prices suddenly drop by 40%) and the raving evaluations at the end of the training hardly match the tangible results at the office. It seems to make sense therefore, that many training providers lower their prices and shorten the trainings duration. Or: they lower the costs. But a training should be an investment and an investment has a return. The task is now up to training companies to undisputedly prove this return. Because when an employee is able to clearly improve his sales skills (his improvement should be visible) for a sum of $ 500, a

People development and Retention

For employers, training allows them to locate a wider range of people with the kind of outlook that matches the company mission statement Training is investment in people development and retention Important Aspects of Training New Employee orientation Ensure employee loyalty technological innovations, employee retention strategies, Cheap training will result in cheap work: quality employees require quality training programs, which means spending a bit more money. Excellent training programs emphasize a correlation between personal development and official evaluations, allowing an employee to discern that career growth and success means evolving their expertise with training. The need for organizations to constantly develop their employees' ability to keep up with the pace of change will guarantee your training brings a return on your investment

Training Evaluation. WHY?

Cont..

Company wants to determine about the time, money, and effort they have devoted for training their employees, does that actually made a difference. Effectiveness of Training programme. To identify the programs strengths and weaknesses. To identify which trainees benefited most or least from the program. To compare the costs and benefits of training versus non-training investments.

Kirkpatricks Four-Level Framework of Evaluation Criteria

Level Criteria 1 Reactions Focus Trainee satisfaction

Learning

Acquisition of knowledge, skills, attitudes, behavior Improvement of behavior on the job

Behavior

Results

Business results achieved by trainees

VIDEO Training.An Investment or Cost ??

http://www.youtube.com/watch?v=2rSgyp7Fdy c&feature=BFa&list=ULqu9qxnePzbI