Presentation On

Employee training &

Executive Development

Created By:- Amit P. Bhoma M.B.A 1yr Mob no, 09923337662

Definition Training

“Training is the act of increasing the knowledge and skills an employee for a doing particular job”

“ Training is job oriented, it bridges the gap between what the employee has what the job demands ”

Need for training i. The ever widening gap between planning,

implementation and completion of projects.

ii. Increasing qualitative demands for managers and workmen.

iii. Need for both individuals and organisation to grow at rapid pace.

iv. To meet challenges posed by the global competition.

v. To enable employees to move from one job to another .

Importance of Training

There are three kinds of training: Job Instruction, Retraining, and Orientation.

The big sister, big brother, or buddy system is when a old hand shows a newcomer the ropes.

When good training is absent there is likely to be an atmosphere of tension, crisis, and conflict because nobody knows what to do.

Training Needs(Components)

Organisation analysis

Task analysis

Man analysis

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Gives the supervisor more time to manage, standardized performance, less absenteeism, less turnover, reduced tension, consistency, lower costs, more customers, better service.

Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries and accidents, gives them a chance to advance.

Gives the business a good image and more profit.

The Benefits of Training

Organisational analysis

It involves a comprehensive analysis of organisation in terms of its objectives, resources, resource allocation and utilization, culture, environment, and so on…

Task analysis

Task analysis also called job or

operational analysis. This involves a

detailed analysis of various components

of a job, its various operations, and the

conditions under which it has to be performed

Man analysis

This component is focus on man analysis as on the individual employee, his skill, abilities, knowledge and attitude.

Through these , it is possible to get an indication of the training requirement of an employee.

Evaluation of Training

Its defined as any attempt made to obtain information, or say, feedback on the effects of training programmed and to adjudge the value or worth or the training in the light of that information

EXECUTIVE DEVELOPMENT

“EXECUTIVE DEVELOPMENT MEANS NOT ONLY IMPROVEMENT IN JOB PERFORMANCE, BUT ALSO IMPROVEMENT IN KNOWLEDGE.”

IT HELPS TO UNDERSTAND CAUSE & EFECTIVE RELATIONSHIP, SYNTHESIZES FROM EXPERIENCE, VISUALIZES RELATIONSHIP OR THINKS LOGICALLY.

OBJECTIVES

i. Improve the performance of managers at all level.

ii. Identify the persons in organization.

iii. Improve the thought processes & analytical abilities.

iv. Provide opportunities to executives to fulfill their career aspiration.

v. Provide opportunities to executives to fulfill their career aspiration.

Process

1) Identifying development needs2) Appraisal of present managerial

talent3) Inventory of executive

manpower4) DDP5) Conducting development

programmes6) Evaluating development

programme

METHODS

On-the –job methods

coaching

Job rotation

Understudy Assignment

Committee Assignments

EVALUATION

“ Attempt to obtain information (Feedback) on the effect of a training programme and to assess the value of the training in the light of that information”

Evaluation Steps

Fixation of evaluation criteria

analysis