Training & Development

1. Training & Development

2. Training Needs Identification • Training – the process of teaching new employees the basic skills they need to perform their job. • Development – learning that goes beyond today’s job and has more long-term focus. • Training & Development- continuous effort designed to improve employee competency and organizational performance.

3. Purpose of Training • The purpose of training and development is to make sure the employee are working towards organizational goal. • It also needs in order to improved the employees performance in the organization.

4. Step in Training & Development Process • Determining specific training & development needs • Establishing specific training & development objectives • Select the T&D method • Implement the T&D Programs • Evaluate T & D programs

5. Determining specific T & D needs • A systematic approach to addressing the needs/ goal of the organization • By analyze the: • The workers • Tasks given

6. Establishing specific T & D objectives • Purpose • Clear objectives must be formulate

7. Select the T & D methods • On the Job Training(OJT) • Apprenticeship Training • Internships • Role playing • Business games • Instructor- Led • Case study • Behavior modeling • In- Basket Training • Job rotation

8. Implement the T&D Programs • Often difficult • Feel they are too busy to engage in T & D efforts • Qualified trainers must be available • Requires high degrees of creativity

9. Evaluate T & D programs • Measure the level of customer satisfaction • Determine what participants (trainee) have learned • Behavioral change; attitude, performance • Get the feedback from the participants.

10. Training & Development methods • On the Job Training(OJT) • Apprenticeship Training • Internships • Role playing • Business games • Instructor- Led • Case study • Behavior modeling • In- Basket Training • Job rotation

11. On the Job Training(OJT) • Training a person to learn a job while working on it. • It is informal method that permits an employee to learn job task by actually performing them. • Most firm use this method because it is inexpensive, no need the classroom or program learning device.

12. The advantages & Disadvantages • Advantages • Inexpensive, employee learn when producing , no need expensive off-site facilities • Facilitates learning since trainees learn by doing & get quick feedback on their performance. • Disadvantage - Low expectations on the trainer’s part may translate into poorer trainee performance.

13. Apprenticeship Training • Combined classroom instruction with on-the-job training. • It is a structured process by which people become a skilled workers. • Traditionally used in craft jobs.

14. Internships • Training approach where university students divide time between attending classes & working for organization • Excellent means of viewing potential permanent employee at work. • Students are enabled to integrate theory with practice.

15. Role playing • T&D method where participants are required to respond to specific problems they may accouter in their jobs by acting out real-world situation. • Used to teach such skills as: • Interviewing • Grievance handling • Team problem solving communication • Performance appraisal reviews conference leadership

16. Business games • Permits participants to assume roles such as president, controller, or marketing vice president or two or more similar hypothetical organizations & complete against each other by manipulating selected factors in a particular business situation

17. Instructor- Led • Continue to be effective for many types of employee training • Convey great deal of information in relatively short time

18. Case study • T&D method in which trainees study the information provided in the case & make decisions based on it • Used in classroom with instructor who serves as facilitator

19. Behavior modeling • T&D method which permits a person to learn by copying or replicating behaviors of others to handle various situations

20. In- Basket Training • Exercise in which participant is asked to establish priorities for and then handle a number of business papers or email massage such as memoranda, reports and telephone massage that would be typically cross a manager’s desk.

21. Job rotation • Employees move from one job to another broaden experience • Helps new employees understand variety of jobs.

22. Training & Development Delivery System • Corporate universities • Colleges & universities • Community colleges • Video conferring • Simulators • Video media- video tapes, film • Online higher education

23. Corporate universities • Provide under umbrella of the organization • Focus on creating organizational changes • Proactive & strategic • Growth attributed to universities’ flexibility

24. Colleges & universities • Primary delivery system for training professional, technical & management employees • Corporate training programs often partner with colleges & universities

25. Community colleges • Publicly funded higher education establishment • Delivery vocational training & associate degree programs

26. Videoconferencing • Widely used in US • Interactive & offers flexibility & spontaneity in classroom • Used by global firms • Increase access to training, ensure consistency of instruction & reduce cost of delivering T&D

27. Simulators • Devices or programs that are located away from the job site and replicate actual jod demands • Example: training of airline pilots in a simulators

28. Online higher education • Educational opportunities including degree & training programs delivered either entirely or partially via the internet • Allows employees to attend class at lunchtime • Reduces commute to school