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Afterno On: Fro M P Ank Aj& CH and An

This document discusses the key aspects of employee training including: 1. It defines training as a process where people acquire capabilities to help achieve organizational goals. This involves learning new knowledge, skills, concepts and behaviors. 2. Several reasons for training are provided, such as the need to adapt to technological changes, new skills from job redesigns, and developing employee skills to maximize productivity and loyalty. 3. A systematic training process is outlined involving needs analysis, design, delivery, and evaluation. Various training methods are also described such as on-the-job and off-the-job approaches.

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pankaj.sahoo301957
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639 views25 pages

Afterno On: Fro M P Ank Aj& CH and An

This document discusses the key aspects of employee training including: 1. It defines training as a process where people acquire capabilities to help achieve organizational goals. This involves learning new knowledge, skills, concepts and behaviors. 2. Several reasons for training are provided, such as the need to adapt to technological changes, new skills from job redesigns, and developing employee skills to maximize productivity and loyalty. 3. A systematic training process is outlined involving needs analysis, design, delivery, and evaluation. Various training methods are also described such as on-the-job and off-the-job approaches.

Uploaded by

pankaj.sahoo301957
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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GooD

Afterno
oN
Fr

 o m
Pa
nk
aj
&
Ch
an
d
I NI
TRA
N G
CONTENT
 1.NATURE OF TRAINING
2.IMPORTANCE OF TRAINING

3.PLAINING FOR TRAINING

4.TRAINING PROCESS

 i.TRAINING NEED ANALYSIS


 ii.TRAINING DESIGN
 iii.TRAINING DELIVERY
 > METHOD OF TRAINING
 > CHOOSING THE TRAINING
 iv.TRAINING EVALUATION
5.BENEFITS OF TRAINING

6.COST OF TRAINING


 A process whereby
people acquire
capabilities to aid
in the achievement
of organizational
goals.
NATURE OF TRAINING
vTraining increase Organization
Competitiveness
ü Training makes organizations more competitive
ü Training helps retain valuable employees

vPerformance Consulting
ü A process in which a trainer and the organizational client
work together to determine what needs to be done to
improve results

vLearning process
ü Acquisition of knowledge
ü Sharpening of skills
ü Clear concepts
ü Changing of attitudes and behaviors
IMPORTANCE OF TRAINING
Rapid technological changes
Re - design of work brings need for new
skills
Mergers and acquisitions
Globalization of business
Optimum Utilization of Human Resources
Development of skills of employees
Job Quality
Loyalty
Productivity
DEVELOPING TRAINING PLAN
 A good training plan deals with
the following questions:
 Isthere really a need for the
training?
 Who needs to be trained?
 Who will do the training?
 What form will the training take?
 How will the training be
evaluated?
SYSTEMATIC TRAINING
PROCESS

TRAINING DESIGN “How will the
training be given?”
q PLAN TRAINING CONTENTS
§ AREA OF TRAINING
§ TRAINER
§ TRAINEES
§

q PRE - TEST TRAINEES


 Ability to learn
 Motivation to learn

 Self-efficacy

TRAINING METHODS
STAGES OF On the Job
training
OFF -THE JOB TRAINING
 Non-technology Methods
– Lectures
– Role Playing
– Behavior Modeling
– Sensitivity Training
– Case Studies
 Conference Training
 Incident Method
–
– Outdoor Experiential Training (OET)
OFF-THE JOB TRAINING[CONT..]

 Technolog y-Based Methods


◦ Audiovisual Training
◦ Simulation Training
 Virtual Reality (VR)
Business Games
◦ Programmed Instruction
Linear programs
Branching programs
◦ Computer-Assisted Instruction (CAI)
EVALUATION OF TRAINING PROGRAM
 Training Evaluation Criteria
 reaction
 learning
 behavior

 organizational results

 Design of Training Evaluation Models


 Cost of Training Evaluation
Four Levels of Training Evaluation
Evaluation Designs
Post-Measure

Pre-/Post- Evaluation
Measure Design

Pre-/Post-
Measure with a
Control Group The issue and value of random
assignment.

Addresses the “prove it” issue.


Some Typical Costs and Benefits of Training
BENEFITS OF TRAINING
 Individual employee
– Increased employee marketability
– Increased employee employability
security
 Organization
– Improved bottom line, efficiency and
profitability
– Increased flexibility in employees
who can assume different and
varied responsibilities
– Reduced layers of management
COST OF TRAINING
 Many types of Cost:
– Trainer
– Materials
– Time away from work
– Item development
– Administrative costs
 Is it worth the wait?
Roles and Competencies of
Trainers
Role of the Trainer
 Good outline for the trainer
1.Training Method
 What will it take to teach this skill?
2.Involve the Trainee
3.True Feedback
4.Encourage Self-Efficacy
5.Adapt to prior knowledge's
 Knowledge of
 Skills
 Subjects
 Different methods

TRAINING ADMINSTRATION
 Communicating courses and programs to
employees
 Enrolling employees in courses and programs
 Preparing and processing any pre-training
materials such as readings or tests
 Preparing materials that will be used in
instruction
 Arranging for the training facility and room
 Testing equipment that will be used in
instruction
 Having backup equipment should equipment
fail
 Providing support during instruction
 Distributing evaluation materials
 Facilitating communications between trainer
and trainees during and after training
QU ERY
ANY
AN K
TH
U

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