Training and development of employees

Training and development of employees

• 1.
  Training and developingemployees
• 2.
  Orienting and onboardingnew employees • Make sure the new employee has the basic information to function effectively • Help the new employee understand the organization in a broad sense • Make the new employee feel welcome at home and part of the team. • Start the person on becoming socialized into the firm’s culture, values, and ways of doing things
• 3.
  Over view ofthe training process. • Training process is a process of teaching employees the basic skills they need to do their job. • Know your Employment law. • Training and strategy. • Training and performance. • Conducting theTraining needs analysis. • Developing the Program.
• 4.
  EnsureTransfer or Learningto the Job • Prior to training: Get trainee and supervisor input in designing the program, institute a training attendance policy and encourage employees to participate • During training: i. Provide trainees with training experience and conditions that resemble the actual work environment. ii. Goal setting • After training: Reinforce what is learnt by appraising and rewarding employees for using new skills
• 5.
  Developing the Program •Assemble program’s training content and materials I. Create own training content II. Select online/offline content • Design/choose specific instructional methods( lectures, cases, web based, etc.)
• 6.
  Cloud BasedTraining • Softwareprograms and services placed on vendors’ remote servers from which these programs and services are delivered to employees’ digital devices. • Typically includes a course library, assessments, quizzes, reports and dashboards, gamification elements, message and notification systems • Improves convenience and facilitates collaboration • Cost effective
• 7.
  Implementing theTraining Program •On-the-jobTraining Coaching/ Understudy method Job rotation Special assignments Peer-to-peer development • ApprenticeshipTraining Combination of formal learning and long-term on-the-job training, under tutelage of a master craftsperson
• 8.
  • InformalTraining  Learnthrough informal means • Job InstructionTraining Step-by-step training List steps and key points in a job instruction training sheet
• 9.
  Implementing theTraining Program•Lectures • Programmed Learning • Behavior Modeling • Audiovisual-BasedTraining • VestibuleTraining • Electronic Performance Support Systems (EPSS) • Videoconferencing • Computer-BasedTraining (CBT) • Simulated Learning and Gaming • Lifelong and LiteracyTrainingTechniques • TeamTraining
• 10.
  Implementing management development programs •Improve Managerial Performance • Assessing the company’s strategic needs • Appraising manager’s current performance • Developing the managers and future managers • Part of the Succession Planning Process • 9- Box Grid Matrix for candidate assessment • PotentialVs Performance
• 11.
  Implementing management developmentprograms On-The-JobTraining Off-The-JobTraining • Coaching/understudy approach • Job rotation • Action Learning •Case studies •Computerized management games •Outside seminars •University programs •Role-playing •Corporate universities •Executive coaches •SHRM learning system
• 12.
  Managing organization changeprograms Managing Organizational Change Programs • Lewin’s Change Process • Using Organizational Development Evaluating theTraining Effort • Designing the Study • Training effects to Measure