04 training n development 1

8/4/2019 04 Training n Development 1

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By : Mohit

SadhotraPRN: 080

Presentation on Training andDevelopment


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Tell me and I forget, teachTell me and I forget, teach

me and I remember, involveme and I remember, involve

me and I learn-me and I learn-

Benjamin FranklinBenjamin Franklin

- Benjamin Franklin

Tell me and I forget, teachTell me and I forget, teach

me and I remember, involveme and I remember, involve

me and I learn-me and I learn-Benjamin FranklinBenjamin Franklin

- Benjamin Franklin

The training these days is just

so high tech but still inefficient!


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WHY TRAINING ?

The sharing of information throughtraining is our most valuable tool todevelop our most valuable assetour

employees.

Training to benefit organisation

Training to benefit employeesTraining to benefit the industry

Provide a good return on

investment?


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THEN WHY IS TRAINING OFTENNEGLECTED?

Urgency of need

Training time

Costs

Short-term worker

Kinds of jobs (simple-complex)

Not knowing exactly whatyou want your people to doand how


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TRAININGS SHOULD AIM AT

EMPOWERING THE EMPLOYEES

INCREASING PRODUCTIVITY

MAKING THE PROCESSES

MORE EFFICENT ANDEFFECTIVE so as toENSUREULTIMATE CUSTOMERSATISFACTION

IMPROVE THE OVERALLPERFORMANCE OF THE

ORGANISATION


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ORGANIZATION ANALYSIS.

Training implications of organizational strategy?

How does the training fit with future plans &

goals?

Where in the organization is training needed?

How are various units performing againstexpectations?

Which units should be trained first?

Can the organization afford this training?

Which training should have priority? Will this training adversely affect untrained people

or units?

Is this training consistent with the organizations

culture?


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PERSON ANALYSIS

Which employees must

receive training?

What are their current

level of knowledge and

skill?

Does an entire work

group need training?

Is there a prerequisite

level of knowledge andskill that the trainees

must possess?

Do trainees possess

wide range of skills


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TASK ANALYSIS

How hard is the

task?

Can it be learned on-

the-job or should itbe taught off-the-

job?

What signals the

need to perform the

task?

Exactly what are the

steps in performingthe ob?


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l i h i i


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Planning the TrainingProgram

Objectives of theProgram

Choice of the trainingmethods

a) ClassroomInstruction

b) Audiovisual Training

c) On-the-job Training

d) Simulations

e) Team Training


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4 Levels ofEvaluation

Did the trainees like theprogram, the trainers, thefacilities?

Did they think it wasuseful?

What improvements canthey suggest?

Questionnaire

To what extent the trainees have greater

knowledge or skill after the training than theydid before?

Are trainees behaving differently on the jobafter the training? Are they using skills and knowledge they

learned in training?

Is the organization or unit better because oftraining?

Performance data fromSuperior, Peer, Client,

Subordinates

Accidents, Quality,Productivity, Turnover,Morale, Costs, Profits

Level 1

Reaction

Level 4

Result

Level 3

Behavior

Level 2

Learning

Written test,

Performance test andGraded simulations

HOW?


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04 training n development 1

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