Unit 1
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This document discusses training, including definitions, objectives, and the process of designing an effective training program. It defines training as a planned effort to facilitate employee learning of job competencies. The objectives of training are to make employees more efficient by focusing on tasks, filling gaps in expertise, and improving skills. When designing a program, organizations should determine training needs through analysis, choose an appropriate training approach, develop objectives and materials, provide the training, and evaluate the program. An effective training strategy establishes required competencies and a means to achieve them through components like employee training and leadership development. The training process involves a needs assessment, customizing the program, training delivery, and evaluation.
Unit 1
- 1. Training Choices and Dynamics UNIT-I
- 3. Definitions Training refers to a planned effort by a company to facilitate employees learning of job-related competencies. It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.
- 4. Organized activity aimed at imparting information and/or instructions to improve the recipient's performance or to help him or her attain a required level of knowledge or skill.
- 5. Objectives of Training • Object to make trainees more efficient. • Structured according to task. • Focused, specialized and result oriented. • Identify the gaps in expertise and to fill gaps to raise level of expertise. • Indispensable on threshold. • Object to improve skills, common knowledge and attitude. • Need for quality control in any Training Programme.
- 7. Evolution of Training’s Role Training Event Performance Result Learning Create & Emphasis Share Knowledge Business Need
- 8. Organizational Characteristics that Influence Training 1. Role of Employees and Managers Manage individual performance Develop employees Plan and allocate resources Coordinate interdependent groups Manage group performance Monitor the business performance Represent one’s work unit
- 9. 2. Top Management Support @A clear direction for learning @Encouragement, resources, and commitment for strategic learning @Developing new learning programs for the company @Serving as a role model for learning for the entire company and demonstrating willingness to constantly learn
- 10. 3. Integration of Business Units 4. Global Presence 5. Business Conditions 6. Other Human Resource Management Practices 7. Human Resource Planning 8. Extent of Unionization 9. Staff Involvement in Training and Development
- 11. Designing the program UNIT- II
- 12. How to Design a Training Program • Step One: Determine what training is needed. •organizational analysis, •a task analysis, •and a person analysis
- 13. Step Two: Determine what training approach to use. Seminars Programmed instruction Case studies Simulation Role-playing Apprentice
- 14. Step Three: Putting together your own training program. Training objectives the skill how training is to be conducted, and what proficiency the employee needs to attain by the end of the training process. Training materials the skill title when it is to be performed, who is to perform it what supplies are needed and where they can be found step-by-step instructions what to do with the end product
- 15. Evaluation materials evaluation procedures evaluation form for employees evaluation form for the employer response (rebuttal) form Out-of-house materials purchase order for educational services expense forms approval forms evaluation forms
- 16. • Step Four: Training employees. • Step Five: Evaluating your program.
- 17. Action Through Training Understand why managing your time is critical to achieving goals. Enthusiastically support those who demand “time control.” Become more productive and less reactive.
- 19. Training Strategy • Training and development in an organization requires implementation to achieve success. Therefore, the strategy will require vision, focus, direction and an action planning document. • A training strategy is a mechanism that establishes what competencies an organization requires in the future and a means to achieve it.
- 20. What are a Training Strategy's Components? Employee Training and Train-the- Trainer needs, Team Building and Team Development, Leadership Development, Executive Coaching, Competency Requirements and Skills Profiling, Objectives and Action Plans, Vision .
- 21. Training Process o Conducting a thorough need assessment of the organization so as to capture the details of the training requirement. o Compiling the corresponding research information to ensure that the training program hits the bulls eye. o Customizing the training program as per the client’s needs so as to deliver maximum benefit to them
- 22. Getting the course contents & methodology signed off by the clients Assessing the participants through scientific interviewing tools and preparing an in depth pre-training assessment report ( as and when required by the training program / client) Training Delivery
- 23. Measure Participants learning and feedback during training Conduct Training evaluation 2-3 months after training date ( Through interviews, projects or assignments) to measure progress and submit a detailed report to the client ( if required by client)