EMPLOYEE TRAINING AND DEVELOPMENT

TRAINING & DEVELOPMENT

THEORETICAL ASPECT PRACTICAL ASPECT

CONTOUR
Introduction Terms: Training, Development, Education Basic Purpose Importance Responsibility for Training Principles of Learning

ABOVE ALL ARE THEORETICAL ASPECT

LEARNING
I am quite competent I am self sufficient I am rich No body can beat me in knowledge. Mother Teresa, Ritual System, Employment, Dabbawala case for coding & decoding, entrepreneur, Dharabi (Asias largest slum)

PRACTICAL ASPECT
STEPS IN TRAINING PROGRAMME TRAINING METHODS CRITICAL ASSESSMENT OF TRAINING

STEPS IN TRAINING PROGRAMME

IDENTIFYING TRAINING NEEDS DEVELOPING TRAINING PROGRAMME CONDUCTING TRAINING PROGRAMME EVALUATING TRAINING PROGRAMME

INTRODUCTION
well trained and experienced people necessary to raise the skill levels inadequate job performance, job redesign maintain a viable and knowledgeable work force

TERMS
Training: process of learning a sequence of programmed behaviour. It is a process for changing the skill, knowledge, attitude, behaviour to perform the current/future job effectively. Short term process Systematic and organized procedure

Development

It is a process to identify the potentiality of the employee and to provide training for improvement. Long term process Managerial personnel conceptual and theoretical knowledge Education: It is the understanding and intervention of knowledge. It develops a rational and logical mind. It develops the capacities of analysis, synthesis and objectivity. (outside organization)

Training Vs Development
Non-managerial Managerial personnel Technical Theoretical & conceptual Specific job related General Knowledge Short-term Long-term

Basic Purpose
To improve productivity To enhance quality To help company fulfill its future HR needs To improve organizational climate To improve health and safety Obsolescence prevention Personal growth To improve morale Training is the corner stone of sound management

Identification Of potential T R A I N I N G

Ability & Interest

Individual, Group

Organizational development

Customer benefit

TRAINING AND DEVELOPMENT

Group development

Individual development

D E V E L O P M E N T

Outcome

Change is marked

Current job, future activities in an effective way

Importance
Customer satisfaction Less supervision

ORGANIZATION DEVELOPMENT

Business diversification

Cost effective

Less conflict

Departmental outcome

GROUP DEVELOPMENT

Better Human Relations skill

Improves effectiveness

Overall personality

More bargaining/ negotiation skill

INDIVIDUAL DEVELOPMENT

Improves efficiency

Better career options

RESPONSIBILITY FOR TRAINING

Top management-- frames training policy HR Department---> plans instructional programmes Supervisor---------implement & apply Employee--------- feedback, revision, suggestion e.g. SBI Training College, ASCI, Probation training etc.

PRINCIPLES OF LEARNING
Attention Retention Motor reproduction Reinforcement Early learning more success Active process not passive (10%remember by read 20% by hear, 30% by see, 50% see & hear, 70% say, 90% doing )

STEPS IN TRAINING PROGRAMME

1. IDENTIFYING TRAINING NEEDS 2. DESIGNING THE PROGRAMME

3. PREPARATION OF THE LEARNER

4. APPLICATION OF THE TRAINING TECHNIQUE

5. PERFORMANCE TRY-OUT

6. EVALUATION

Identification of training needs

Task Description Analysis how often task performed quality and quantity standards working conditions skills required

Continuous..
Identifying specific problems Anticipating future problems Management requests Interviewing employees Observing employees on the job Performance appraisal Questionnaires Checklist Morale and attitude surveys - Key task analysis - Problem centered analysis - Comprehensive analysis

Training policy Training courses Support material Training for different employees

EXAMPLES OF TRAINING AREAS

TRAINING FOR SOFT SKILLS IN TELEPHONE ETIQUETTE CALL CENTRES AVIATION INDUSTRY ARMY WING/ DEFENCE SERVICE TEACHERS TRAINING SELLS TRAINING PRIVATE SERVICE PHYSICIANS TRAINING GRADUATE ENGINEER TRAINING

HOW TO CONDUCT TRAINING PROGRAMME?

PERSON PLACE TECHNIQUE TOOL TIME SUITABILITITY