Training of School Personnel

Administration

PERSONNEL ADMINISTRATION

“Human Resource Management”

- is the coordination and regulation of employees in acompany.

Organizing Recruiting

and Hiring Training Assessing workers

With a good HR team doingtheir jobs well, a company/ organization will often be

ultimately more efficient and competitive, generating additional revenue.

If you think training is expensive, try

IGNORANCE!

TRAINING

WHAT IS TRAINING?- is the act ofincreasing the knowledge and skill of an employee for performing a particular job

TRAINING IS SPLIT INTO 2 CATEGORIES:

Provided by the company

Utilizing existing internal resources and tools

INTERNAL paid for by the company but provided off site through a 3rd party training firm

Utilized when skills are not already present in the organization

EXTERNAL

TRAINING aims to:

Develop the knowledge,

skills, and attitude necessary for effective performance of the work.

..to MAINTAIN..to UPGRADE

..to UPDATE

SKILLS

PROFESSIONAL DEVELOPMENT

Maintain• Good performance• Right attitude• Passion in teaching

Upgrade• Teaching strategies• Assessment tools• Classroom

management• Instructional materials

Update• Curriculum• Educational issues,

policies and programs

PROFESSIONA

L DEVELOPMEN

T

“The great end in life is not knowledgebut ACTION.”

- Thomas Henry Huxley

PERSONNEL TRAINING

It describes the education that employees must go through in order to learn how to perform their jobs correctly and to improve their practices.

NATURE OF TRAINING

Training usually involves teaching operational or technical employees how to do their jobs more effectively and/ or efficiently.

Responsibilities for training are generally assigned to the HR function.

In general, training is intended to help the organization.

Managers must be sure that productivity can be increased through training and that productivity gains are possible with existing resources.

Reasons of

Training

New Program

Cost Control

Employee Promotion

Turn- over

POINTS TO BE CONSIDERED ON TRAINING:

Trainees should feel the need to learn, they are more responsive

Learning is effective when reinforcement in the form of reward/ punishment is present

Trainees need to be given feedback and guided into further action steps.

There must be some means by which trainees practice and repeat behaviors on-the-job which they learn in training.

The training material should be made as simple and easy-to-understand as possible.

TRAINING PROCESS

OBJECTIVES/ STRATEGIES

ASSESS TRAINING NEEDS

SET TRAINING GOALS

DESIGN TRAINING

IMPLEMENT TRAINING

EVALUATE TRAINING

“THE LADDER OF SUCCESS IS BEST CLIMBED BY STEPPING ON THE RUNGS OF OPPORTUNITY.”

TRAINING OBJECTIVES

It provides the clear guidelines and develops the training program in less time because objectives focus specifically on NEEDS

It tells the trainee what is expected

TRAINING STAKEHOLDERS:

TRAINER TRAINEE DESIGNER EVALUATOR

TRAINING METHOD

It is an educational approach for turning knowledge into learning.

It is based on the needs of the organization, trainee, and task being performed.

It should suit the audience content, business organization, and the learning objectives.

METHODS OF TRAINING

COGNITIVE METHODS1. lectures2. demonstrations3. discussions4. CBT (Computer Based- Training)

BEHAVIORAL METHODSGAMES AND

SIMULATIONS

- business games- role plays- in-basket

technique- case studies

TYPES OF TRAINING INDUCTION TRAINING SKILLS TRAINING REFRESHER TRAINING CROSS FUNCTIONAL TRAINING TEAM TRAINING TRAINING CREATIVITY TRAINING DIVERSITY TRAINING LITERACY TRAINING

TRAINING NEEDS ASSESSMENT

A needs assessment is the process of identifying performance requirements

and the "gap" between what performance is required and what presently exists.

To identify performance requirements and the knowledge, skills, and abilities needed by an organization’s workforce to achieve the requirements.

3 LEVELS OF TNA• ORGANIZATIONAL

ASSESSMENT• OCCUPATIONAL

ASSESSMENT• INDIVIDUAL

ASSESSMENT

ORGANIZATIONAL ASSESSMENT

evaluates the level of organizational performance

• What is the problem?• Is it a training problem?

OCCUPATIONAL ASSESSMENT

examines the skills, knowledge, and abilities required for affected

occupational groups

- What skills and knowledge should be included in the training program?

INDIVIDUAL ASSESSMENT

analyzes how well an individual employee is doing a job and determines the individual's

capacity to do new or different work

 - Who needs to be trained?

“DATA GATHERING is cornerstone of any needs

assessment project.It can be time consuming.”

DATA COLLECTION METHODS:

• Interviews• Surveys/ Questionnaires• Focus groups• Observation• Existing data

Components Of

Training

Training policy

Top mng.t’s support

and mngt

Diff. methods

of training and

courses

Venue and the

duration of the

trainingTraining

materials such as posters, pictures,

charts, slides etc.

Training procedure

and feedback

Willing trainees

Trained & professio-

nal trainers

T R A I I GN NE

L

RN

TRAINING PURPOSES

• Increase productivity• Reduce wastage• Enhance competency of the

work force• Increase in moral employee• Facilitate employee

retention• Faster costumer service• Increase quality

Are you still up?

MODELS OF TRAINING

Training is a transforming process that requires some input and it turn

it produce output in the form of knowledge, skills and attitudes.

SYSTEM MODEL INSTRUCTIONAL SYSTEM

DEVELOPMENT MODEL TRANSITIONAL MODEL

SYSTEM MODEL

INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL

ISD is concerned with the training need on the job performance.

This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved.

TRANSITIONAL MODEL

SYSTEMATIC APPROACH

• ASSESSMENT - determine training needs

- identify training objectives

• IMPLEMENTATION - select training methods

- conduct training• EVALUATION - compare training

outcomesagainst criteria

TRAINING EVALUATIONTraining has to serve the purpose for which it is intended. It has to be EFFECTIVE. The outcomes of the TRAINING needs to be measured based on the following four contexts:

1. REACTION - trainee’s reaction to the training, trainer, methodology , etc.

2. LEARNING - Did the trainee learn?3. BEHAVIOR - Has the trainee’s behavior

change because of the training?

4. RESULTS - Is he showing the changed behavior newer, better

results?

WHY TRAINING FAILS?1. Top management is unclear

about what they need and they lack vision.

2. The trainee is disinterested.3. The trainee is unclear or

incompetent.4. The training module does not

address the training gap.5. The training gap itself is not

understood.6. Budgetary constraints make

companies undercut on quality and focus on training.

 

“If you want to teach people a new way of thinking, don't

bother trying to teach them. Instead, give them a tool, the use of which will lead to new

ways of thinking.” 

― Richard Buckminster Fuller

"Know this, my beloved brothers. Every man must be swift about hearing, slow about speaking, slow about

wrath;James 1:19

Thank you forlistening,God bless

you!=)