TRAINING

Presented by-

Prashant kumar

A planned process to modify Attitude, knowledge or skill behavior through learning experience to achieve performance in an activity or range of activities

Training is the act of increasing the knowledge and skill of an employee for performing a particular job

OBJECTIVES OF TRAINING

To train the employees in the companies’ culture and ethosTo prepare them for present and future requirementTo increase quality and quantity of the productTo prevent obsolescencePromotionRapid technological changeTransfer

To reduce supervision wastage and accidents

To develop inter-personal relations

SCOPE OF TRAINING

Increase productivity

Reduce wastage

Enhance competency of the work force

Increase in moral of employee

Facilitate employee retention

Faster customer service

Increased quality

NATURE OF TRAINING

Training focuses on technical, mechanical oriented operationsTraining is concerned with specific job skill and behaviorTraining is mainly for non-managerTraining focuses on current jobTraining focuses on short-term gainsThe training is job-oriented process and is vocational in natureTraining is usually imposed

DEVELOPMENTThe development provides knowledge and understanding to individual so as to enable them function more effectively in organization through problem-solving,inter-personal relations and decision-making

NATURE OF DEVELOPMENT

Development focuses on theoretical skill and conceptual ideas

Development is concerned with related enhancement of general knowledge and understanding of non-technical organizational functions

The development is for managers and executives

Development prepares for future job

Development focuses on long-term accurals

Development is continuous on-going process

Development may result in personal growth and development of overall personality

In development motivation is intrinsic

Evaluation of development is not possible

LEARNING

A relative permanent change in knowledge or skill produced by experience

LEARNING PRINCIPLES

Modeling

Motivation

Reinforcement

Feedback

Spaced practice

Whole learning

Active practice

TRAINING NEEDS ASSESSMENT

ORGATIONAL ANALYSIS

TASK ANALYSIS

PERSON ANALYSIS

ORGATIONAL ANALYSIS

Analysis of objectives

Resource utilization analysis

Environmental scanning

Organizational climate analysis

TASK ANALYSIS

Performance standards required of employees

Performing the job

Methods to be used

How the learned those methods

Effectiveness of using that method

PERSON ANALYSIS

Performance appraisal data

Work sampling

Interviews

Questionnaires

Tests

Attitude surveys

TYPES OF TRAINING

Skills training

-- explain the job

-- relate the training to the goal

-- use of resource effectively

-- encourage them to learn while work

-- feedback

Refresher training

Cross functional training

Team training

Creativity training-- breaking away-- generate new

ideas-- delaying

judgment

Diversity training

Literacy training

THANK YOU