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training and employee development

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zarna pansuriya
zarna pansuriya

This document discusses training and development. It defines training as assisting employees to enhance their efficiency and effectiveness through gaining knowledge and skills. Training focuses on technical skills, is short term, and aims to fulfill specific job requirements. Development focuses on managerial skills and providing learning opportunities for career growth. Training needs arise when there is a gap between required and actual performance. Benefits of training include competitive advantage and improved human relations. The training process involves various types of training and a four level evaluation approach. Costs must be balanced with benefits, and effective training utilizes adult learning principles like experience, relevance, and style.

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training and employee development
CONTENT Introduction Training vs Development Need for training and development Benefits of Training Training Process Types of Training 4 Levels of Training Evaluation Balancing Costs and Benefits of Training Points which make learning & training effective 10 Adult Learning Principles to Guide Effective Training Design and Delivery References
INTRODUCTION Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee Training and Development is the framework for helping employees to develop their personal and organizational skills, knowledge, and abilities.
Training vs Development Content- technical skills and knowledge, application oriented Purpose- specific job related, narrow perspective Duration-short term For Whommostly technical & nonmanagerial personnel By whom- trainer Managerial & behavioral skills & knowledge & attitudes Conceptual & GK. Learning opportunities designed to help employees grow, broad perspective. Long term Mostly for managerial personnel Self motivated
Need for training and development Required Performance GAP NEED Actual Performance
Benefits of Training To the organization To the individual To Human Relations T & D offer competitive advantage to a firm T & D should not always be the 1st resort. If the above is achieved it negates the expenses on T & D.
Training Process
Types of Training Required and Regular Safety compliance Driving provisions Wage n hr rules Employee orientation Benefits enrollment Developmental and Career B trends Strategic Thinking Leadership ≒ mgmt Career plng PMS Job/Technical Types of Training customer service Equipment operations Rcrd keeping needs Telecommunications IT sys Product details Interpersonal and Problem-Solving Comm Writing skills Team bldg Coaching Prob analyses Conflict resolution
4 Levels of Training Evaluation
1. Reaction : What is the thought of trainee about particular program. 2. Learning : What principles, facts and techniques trainees learned. 3. Behaviour : Assessement of change in job performance. 4. Results : what is the impact of programmes on trainee.
Balancing Costs and Benefits of Training
Points which make learning & training effective 1. Adults need to know reasons for learning. 2. Self direction 3. Bring more work related exp. Into learning situation. 4. Learn from both extrinsic and intrinsic motivators.
10 Adult Learning Principles to Guide Effective Training Design and Delivery 1. Experience 6. Immediacy 2. Teamwork 7. Reinforcement 3. Relevance 8. Accountability 4. Safety 9. Activity 5. Enjoyment 10. Style
References http://en.wikipedia.org/w/index.php?title=Spe cial:Search&search=training+and+employee+ development&redirs=1&profile=default NoeS BOOK ARTICLES : http://articles.economictimes.indiatimes.com/ 2012-05-24/news/31838944_1_trainingtjinsite-survey-employee-morale http://articles.economictimes.indiatimes.com/ 2010-12-28/news/27584223_1_personalitydevelopment-programmers-project-managers
Presented byZarna Pansuriya Tekinder Kumar Rohit Jha Nitin Bansal Alay Nallulwar

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training and employee development

  • 2. CONTENT Introduction Training vs Development Need for training and development Benefits of Training Training Process Types of Training 4 Levels of Training Evaluation Balancing Costs and Benefits of Training Points which make learning & training effective 10 Adult Learning Principles to Guide Effective Training Design and Delivery References
  • 3. INTRODUCTION Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee Training and Development is the framework for helping employees to develop their personal and organizational skills, knowledge, and abilities.
  • 4. Training vs Development Content- technical skills and knowledge, application oriented Purpose- specific job related, narrow perspective Duration-short term For Whommostly technical & nonmanagerial personnel By whom- trainer Managerial & behavioral skills & knowledge & attitudes Conceptual & GK. Learning opportunities designed to help employees grow, broad perspective. Long term Mostly for managerial personnel Self motivated
  • 5. Need for training and development Required Performance GAP NEED Actual Performance
  • 6. Benefits of Training To the organization To the individual To Human Relations T & D offer competitive advantage to a firm T & D should not always be the 1st resort. If the above is achieved it negates the expenses on T & D.
  • 8. Types of Training Required and Regular Safety compliance Driving provisions Wage n hr rules Employee orientation Benefits enrollment Developmental and Career B trends Strategic Thinking Leadership ≒ mgmt Career plng PMS Job/Technical Types of Training customer service Equipment operations Rcrd keeping needs Telecommunications IT sys Product details Interpersonal and Problem-Solving Comm Writing skills Team bldg Coaching Prob analyses Conflict resolution
  • 9. 4 Levels of Training Evaluation
  • 10. 1. Reaction : What is the thought of trainee about particular program. 2. Learning : What principles, facts and techniques trainees learned. 3. Behaviour : Assessement of change in job performance. 4. Results : what is the impact of programmes on trainee.
  • 11. Balancing Costs and Benefits of Training
  • 12. Points which make learning & training effective 1. Adults need to know reasons for learning. 2. Self direction 3. Bring more work related exp. Into learning situation. 4. Learn from both extrinsic and intrinsic motivators.
  • 13. 10 Adult Learning Principles to Guide Effective Training Design and Delivery 1. Experience 6. Immediacy 2. Teamwork 7. Reinforcement 3. Relevance 8. Accountability 4. Safety 9. Activity 5. Enjoyment 10. Style
  • 14. References http://en.wikipedia.org/w/index.php?title=Spe cial:Search&search=training+and+employee+ development&redirs=1&profile=default NoeS BOOK ARTICLES : http://articles.economictimes.indiatimes.com/ 2012-05-24/news/31838944_1_trainingtjinsite-survey-employee-morale http://articles.economictimes.indiatimes.com/ 2010-12-28/news/27584223_1_personalitydevelopment-programmers-project-managers
  • 15. Presented byZarna Pansuriya Tekinder Kumar Rohit Jha Nitin Bansal Alay Nallulwar