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KK Power Point

The document discusses training and development in an organization, noting that training focuses on improving current employee skills while development prepares employees for future roles. It explains the importance of training and development for increasing productivity, quality, and profitability. Key aspects covered include analyzing training needs, developing objectives and methods, implementing programs, and evaluating their effectiveness.

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132 views22 pages

KK Power Point

The document discusses training and development in an organization, noting that training focuses on improving current employee skills while development prepares employees for future roles. It explains the importance of training and development for increasing productivity, quality, and profitability. Key aspects covered include analyzing training needs, developing objectives and methods, implementing programs, and evaluating their effectiveness.

Uploaded by

hazimamys
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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FACULTY OF MANAGEMENT AND MUAMALAT

MS32-5B
HUMAN RESOURCE MANAGEMENT

LECTURER:
SIR PANJI HIDAYAT BIN MAZHISHAM

PREPARED BY:
• MUHAMMAD MUZAKKIR BIN LOKMAN(1632063)
• MOHD NUR HAZIQ BIN MOHD NOR(1632053)
• WAN MOHD HARIZ IQBAL BIN WAN MOHD HASABDULLAH(1632044)
Training and Development
Is a subsystem of an organization which emphasize on the
improvement of the performance of individuals and groups.
Educational process involves sharpening of skills, concepts,
changing of attitudes and gaining more knowledge to enhance
the performance of employees.
Efficient training helps their skills and knowledge development,
which eventually helps the company improve.
Development in an organizational thing that strive to build the
capacity to achieve a new desired state that benefits the
organization or community and the world around them
Relation between training and
development
Training Development
Is meant for operatives Is meant for executives
To develop additional skills To develop the total personality
Short term process Continuous process
To meet the present need of an To meet the future need of an
employee employee
Initiative is taken by the Initiative is taken by the
management individuals
Importance of training and
development
 Development of skills
 To increase the productivity
 To provide the zeal of team spirit
 For improvement of organization culture
 To improve quality and safety
 To increase the profitability
 Improve the morals and corporate image
Need for training and
development
 When management thinks that there is a need to
improve the performances of employees
 To train the specific job responsibility
 To test the new methodology for increasing the
productivity
Advantages of training and
development
 Helps employees develop new skills and increase their
knowledge
 Improves efficiency and productivity of the individuals
as well as the teams
 Proper training and development can remove bottle-
necks in operations
 New and improved job positions can be created to
make the organization leaner
 Keeps employees motivated and refreshes their goals,
ambitions, and contribution levels
Training and development process
 Determine the need of training and development for
individuals or teams
 Establish specific objectives and goals which need to be
achieve
 Select the method of training
 Conduct and implement the programs for employees
 Evaluate the output and performance post the training
and development seasons
 Keep monitoring and evaluating the performance to
see if more training is required
Introduction of analysis

• Training Need Analysis is particularly vital in today's changing workplace as


new technologies and flexible working practices are becoming widespread,
leading to corresponding changes in the skills and abilities needed
Importance of Need Analysis

• Training Need Analysis involves systematic planning, analysis and


coordination across the organisation, to ensure that organisational priorities
are taken into account, that duplication of effort is avoided and economies
of scale are achieved
Concept of Needs Analysis

• training needs analysis is to close the gap between the actual and desired
situations by determining discrepancies in outcomes, placing them in order
of priority and selecting the most important for closure or reduction
Approaces Needs Analysis

• Introduction of new technology


• Introduction of new government standards
• Absence or lack of motivation
The Steps to Conduct a Training Needs
Analysis

• Identify competencies that relate to specific jobs or role


• Identify competencies held by individuals for specific jobs or role
• Compare competencies currently held by individuals
• Outline the training requirement in sufficients detail
Example of Analysis

• Organisation Analysis
• Operational Analysis
• Person Analysis
Definition of Accessment
• The action of assessing someone or something
• Judgement, evaluation, rating

• determining if a training need exists and, if it does, what training is


required to fill the gap.
• TNA seeks to identify accurately the levels of the present situation in the
target surveys, interview, observation, secondary data and/or workshop.
Importance
• It is the entire basis of training
• To evaluate the behaviour of someone
• Can improve the skill
• Can know what the suitable training for someone
• Adding information and acknowledgement
Concept
• Impact assessment:
it is the evaluation of whether and to what extend a training program causes changes in the
desired direction among a target population.
• Utility assessment:
it is the study of effectiveness (impact) or efficiency (cost-to-benefit ratios or cost
effectiveness) of the program.
• Monitoring:
it is the assessment of what extend a training program is undertaken consistent with its design
and of its implementation plan; and to what extend the program is directed at the appropriate
target population.
• Evaluation design
it is the collections of descriptive and judgmental information to determine the
effectiveness of a training program.
• Strategy:
it is a plan outlining how a specific objective or a series of objectives will be
achieved. Strategy shows what is to be done—how, by whom and when.
Approaches
•

• Surveys
Surveys are probably the most common methodology of needs assessment. A wellcrafted survey can
allow you to collect a variety of information about perceived training needs from a large volume of
people. The drawback—the responses are only as good as the questions you ask.

• Interviews
One-on-one conversations and focus groups can be great ways to find out about training needs. While
these can provide personal and in-depth data about training needs, they also take time to collect and
summarize the information, especially with larger groups.
•
• Tests
Standardized, validated tests can be an excellent resource for objective information
about individuals’ knowledge and skills. However, if predeveloped tests are not available,
test construction can take a lot of time and resources.

• Observation
Watching people engage in the real work in their real environment can provide valuable
insights about performance and performance issues. However, every minute spent observing
others is a lost minute that could have been spent with other training and
development activities.

• Work Product Review


Evaluating finished work product of others, reviewing performance documents, and even
collecting information directly from customers can provide good information about training
needs. However, these are just a “snapshot” in time, missing information about the context
of the work and events surrounding individual performance.
Advantages
• Can identify competence, capalablity and potential
• Build credibility for development process
• Can identify the solution and opinion to solve the problem
• Can evaluate the current performance between people, strategy, behavioural
and processes
Factors
• Lack of soft skill and knowledge
• Unmotivate
• Confusing in life
• Lack of opinion and view
• Confidence and braveness
Example

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