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HRM-GROUP NO. 9

Training AND Development. THE BUSINESS SCHOOL KASHMIR UNIVERSITY. HRM-GROUP NO. 9. Introduction To Training and Development : Tahir Ahmad Wani 205. Types of Training : Fiza Mufti 206. Methods of Training- OnThe Job: Abid Reyaz Shah 256. Methods of Training-

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HRM-GROUP NO. 9

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  1. Training AND Development THE BUSINESS SCHOOL KASHMIR UNIVERSITY HRM-GROUP NO. 9

  2. Introduction To Training and Development: Tahir Ahmad Wani 205 Types of Training : Fiza Mufti 206 Methods of Training- OnThe Job: AbidReyaz Shah 256 Methods of Training- Off The Job: Mohammad Shahid 244 Contents Designing a Training Programme: MunizaKanth 257 Training Scenario In Indian Industry: Naveed Ahmad Dar 222

  3. Training It is a learning process whereby people learn the skills, attitudes, knowledge and behaviors needed to perform their job effectively. It is concerned with a particular and current job normally. • Development It is broad term. Its aim is to improve the overall personality of an individual. Training & Development

  4. Development (with different approach and techniques) is meant for executives. • The purpose of development is to develop the overall personality of the individual. • It is a continuous process. • The initiative comes from the individual. • It is a preparation for individuals' future needs, thus, proactive in nature. Training Development Training & Development • It is meant for operatives. • Its purpose is to develop some specific skills in an individual. • It is a one-short affair. • The initiative for training comes from the management. • It is concerned mostly with the individuals’ present needs, thus, reactive in nature.

  5. Optimum Utilization of Human Resources   • Development of Human Resources. • Development of skills of employees • Productivity – Training and Development helps in increasing the productivity of the employees. WHAT A TRAINING AND DEVELOPMENT PROGRAMME DOES

  6. Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. • Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness • Organization Climate –Training and Development helps building the positive perception and feeling about the organization.   • Quality– Training and Development helps in improving upon the quality of work and work-life.

  7. Image – Training and Development helps in creating a better corporate image. • Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. • Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies. • Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes.

  8. Internship Training Apprenticeship Training Refresher Training Induction Method Promotional Training Job Training TYPES OF TRAINING

  9. Student internships provide opportunities for students to gain experience in their field, • Determine if students have an interest in a particular career. • Internships provide employers with cheap or free labor for (typically) low-level tasks • Interns value to the company may be increased by the fact that they need little to no training. Internship Training

  10. Employers provide career training. • Apprentices become valued members of the work force and assets to business. • Provides technical assistance. • Schools, community colleges, and industry training centers provide classroom training. • Apprenticeship trains workers to meet industry standards for a given occupation Apprenticeship Training

  11. The purpose of refresher training is to ensure that skills among staff remain sharp • Previous learning's are retained and kept current. • Consumer self-assessment • Needs assessment • Staff assessment etc. Refresher Training

  12. The following areas may be included in induction training: • Learning about the duties of the job • Meeting new colleagues • Seeing the layout of the premises • Learning the values and aims of the business • Learning about the internal workings and policies of the business Induction Method

  13. It is essential to prepare the existing employees for their promotions and for assuming higher jobs and responsibilities. Promotional Training

  14. Two Methods of Job Training • On The Job Training. • Off The Job Training. Methods Of Job Training

  15. On-the-job Training Involves principles of learning by doing Most effective method for operative personnel Training mostly done by immediate supervisor Learner better motivated as training is not artificial Idea is to orient the trainee to immediate problems Methods of Training On-the-job Training Off-the-job Training group of sixers

  16. Coaching or/ and Counseling • Understudy • Job rotation • Vestibule training or Training centre training • Apprenticeship training • Simulation On-the-job Training Methods

  17. Coaching or/and Counseling • Job knowledge & skills imparted by supervisor • Emphasis on learning by doing, know how • Coach describes,demonstrates, why/how/what • Demonstrationwith lectures/pictures/text/discussion Understudy • Subordinate prepared to assume superior’s job • Helearns from experience and observation • Subordinate is heir-apparent Job rotation • Aims to broaden trainee’s background • Trainee rotated from job to job; to develop all-rounder ––So that learns a general background of different jobs •  Helps him to know real importance of all jobs • Employee becomes empathetic with other depts.. On-the-job Training Methods group of sixers

  18. Vestibule Training Classroom training with equipment & machines ––Equipment identical with that used at workplace ––Attempt to duplicate real material, equipment, conds. ––Staff of vestibule are specialist/expert instructors Usually a separate training centercreated in plant Rationale: Trainee focuses onmachine, not production ––Training does not interfere with regular production ––Yet trainee to concentrate on nitty-gritty of operations  Learning conditions carefully created/controlled Merits: ––Does not disturb regular production ––Useful where special coaching is required Demerits: ––Artificial atmosphere may create adjustment problems ––Relatively expensive as duplication of material

  19. Off The Job Training This type of training is considered as an effective method of training. In this type of training, employees are taken to another location to learn a skill or acquire important knowledge

  20. Day release • Lectures • Role plays • Games • Self study • Case studies Methods

  21. Specialists can be used to instruct the employees • Concentrated training • A wider range of skills or qualifications can be obtained • It can be stressful • Employees can be more confident when starting job. Advantages

  22. More expensive • Lost working time • Employees may leave for better jobs • Trainers may not know the specific conditions of employment Disadvantages

  23. Identifying Training Needs. Getting Ready For The Job. Preparation Of The Trainee. Explaining The Job Sequence. Actual Try-out. Follow-up. Designing A Training Programme

  24. Identifying Training Needs: The first step in training programme will be to Identify training needs. A through analysis of organizational needs should be taken up. The availability of manpower resources and the deficiencies in performance should also be discussed. The analysis of organizational goals will also help in determining training needs.

  25. Getting Ready for the Job: In this step we will decide about the trainees, trainers and techniques of training. The person to be imparted training should be spotted. Is it the newcomers only or the existing persons also?

  26. Preparation of Trainee: The trainee or leaner should be put at case by explaining to him the need for present training and its utility for the work he is going to take up. If a learner is of the view that this type of training may not benefit him, then he will have a casual approach towards it. Explaining the job Sequence: The trainer should explain the sequence, step by step, of undertaking the job. Every step should be properly discussed with the trainees. The trainer should demonstrate the method of doing the job.

  27. Actual Try Out: The trainer is asked to do the job himself and repeat it a number of times. The trainer watches actual performance of the persons and points out mistakes. After rectifying wrong steps the trainer is asked to repeat the full sequence of doing the job.

  28. Follow-up: This step is undertaken to test the effectiveness of a training programme. The trainer may be put on job to see his performance.

  29. TRAINING SCENARIO IN INDIAN INDUSTRY • Training and Development in Retail-FMCG Sector • Training and Development in BPO Industry • Training and Development in Automobile Sector • Training and Development in IT/Software Development Industry • Training and Development in Telecom Sector

  30. Retail/FMCG Sector is the most booming sector in the Indian economy and is expected to reach US$ 175-200 billion by 2016. • Some of the training programs that are given in the retail sector are: • Sales Training • On-the-Job Training • Seminars/Workshop • Customer Relationship Management • Group Study • Computer-Based Training Training and Development in Retail-FMCG Sector

  31. The BPO industry is growing at an annual growth rate of 14% and crossed $310 billion by 2008. • People working in BPO sector face the problem of night shift, job stress that results in de motivation. Well designed training program with clear career path increases the job satisfaction among the young professionals Training and Development in BPO Industry

  32. The Indian automobile sector is growing at a rate of about 16% per annum and is now going to be a second fastest growing automobile market in the world. • Various companies are opening training institutes to train interested ones in this sector, like Toyota has recently opened Toyota Technical Training Institute (TTTI) near Bangalore Training and Development in Automobile Sector

  33. The Indian IT sector is growing at a very fast pace and earned a revenue of US $87 billion in 2008. • Sun has its own training department. Accenture has Internet based tool by the name of “My Learning” that offers access to its vast learning resources to its employees. Training and Development in IT/Software Development Industry

  34. Telecom is one of the fastest growing sectors in India; the sector is expected to grow over 150% by 2012. • Many top players are spending a huge amount on training and development, for example BSNL alone spends more than 100 crore on training and development of its employees through the Advanced Level Telecommunications Training Centre (ALTTC). • Bharti has also tied-up with IIT Delhi for the Bharti School of Telecommunication Technology and Management. Training and Development in Telecom Sector

  35. T B S K U

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