training and development by pravin durai
DESCRIPTION
This is the point wise summary of chapter 10 and chapte 11 from the book of human resouece and development by pravin durai. ITRANSCRIPT
TRAINING AND DEVELOPMENTBY:-DHRUVI,ATITHYA,JALPA,KINJAL,DHARMARAJ,YASH
What is Training??“Training refers to the methods used to give
new or present employees the skills they need to perform their job.”
—Gary Dessler
Significance of Employee Training• Enlargement of Skills and Competency• Effective Utilization of the Existing Human
Resources• Enhancement of Customer Satisfaction• Enhancing Competitive Advantage• Enrichment of Team Spirit• Ensuring Personal Growth• Enabling a Learning Culture• Establishing a Positive Organizational Climate• Encouraging Better Health and Safety Measures• Ensuring Organizational Growth and Development
Assessing Training Needs
• Performance Evaluation• Job Analysis• Attitude Survey• Advisory Panel• Ability Test Score• Feedback
Scope of Training• Knowledge• Skills Acquisition• Attitude Formation• Ethical Values• Analytical Reasoning
Steps in an Employee Training Process
Determination of the Training Needs
Development of the Training
Objectives
Selection of the Training Techniques
Identifying the Trainer
Implementing the
Training Programme
Evaluation of the
Training Programme
Feedback
Evaluation Studies
Design
Time Series Design
Pre-Test–Post-Test Control
Group Design
Effects to be Measured
Participants’
Impressions
Learning Level
Behavioural Improvements
Accomplishment of Training
and Development
Objectives
Conditions Necessary for an Effective Training Program• Top-management Support• Receptive Mindset of Trainees• Adoption of a Continuous Process• Technological Advances• Form and Timing of Training
Latest Training Technique- E-Learning
• E-learning is generally related to the planned use of networked information and communications technology in learning.
• It is known by several names such as online learning, virtual learning, network Web-based learning and distributed learning.
• It is also called just-in-time training as training is provided anytime, anywhere in the world when it is needed.
Types of E-Learning
• Online Learning • Web-based Training • Technology-based Training • Computer-based Training • Individualized self-paced e-learning online• Individualized self-paced e-learning offline• Group-based synchronous e-learning• Group-based asynchronous e-learning
Merits of E-Learning
• Substitute for Instructor-based Learning• Flexibility of Time and Place • Storage of Information • Application of Multimedia Tools • Simulated Real-Time Experience • Personalized Learning Practices • Absence of Notional Cost • Better Measurement of Effectiveness • Learning on Demand
Limitations of E-Learning• The complexities of technology make e-learning
difficult for unskilled workers.• E-learning is used more as a supplement for
conventional instructor-led training than as its substitute.
• The application of training is somewhat limited as it may not be suitable for region-specific efforts like implementing cultural changes and attitudinal changes.
• There are no adequate research findings available on the learning effectiveness of e-learning as compared to that of traditional training methods.
• The introduction of e-learning entails an initial investment and an upfront cost, which may be high.
Issues in Training• Absence of corporate commitment• Fear that trained employees will be lured by the competitors• Cost and infrastructure requirements of training make it
unaffordable • Accounting rules generally treat training as expenses • Lack of adequate financial support from the government • Low availability of employable graduates with adequate skills • Lack of university and industry cooperation on a sustained
basis
15
Training Development
Increases job skills Changes attitude
For imparting specific skills For overall development
Short term perspective Long term perspective
Job oriented in nature Career oriented in nature
Role of a trainer is important
Self development important
Training Vs. Development
15
• Management development consist of all activities by which executives, learn to improve their behavior and performance.
• It is designed to improve the effectiveness of managers in their present job and to prepare them for higher jobs in future.
• It involve all those activities and programs which have substantial influence on changing the capacity of the individual to perform his present assignment better and in so doing are likely to increase his potential for future management assignments.
Management Development
• The manager must have working knowledge of the new technology.
• Socio-cultural environment is changing at a fast speed.• The managers must have up-to-date knowledge of the
socio-cultural environment to understand the behavior of people.
• Frequent labor-management conflicts need trained managers to bring industrial peace in the organization.
• To understand and meet the needs of consumers properly
Need for management development in an organization
• To increase the overall knowledge and conceptual and decision making skill of managers
• To improve the performance of managers in their present position
• To introduce change in the organisation by developing managers into change agents or facilitators
• To provide opportunities to the managers for their career advancement
Objectives of Management Development Programmes
Process of management development in an organization
Assessing the Company's Strategic
Needs
Evaluating the Skills and
Competencies of the
Managers
Evolving Strategies for
the Development of Managers
Management Development Programs
Purposes Of Evaluation of the Development Program
Proving Controlling Improving Learning
Impediments to Effective Succession Management
• Lack of Criteria for the Identification of the Successor • Presence of Traditional Replacement Systems • Improper Diagnosis of Development Requirements • Inadequate Focus on Interpersonal Skill Requirements • Too Little Importance to Lateral Mobility • Lack of Sufficient and Timely Sharing of Feedback • Lack of Follow-up Action • Absence of Managerial Initiative and Support• Insecurity of the Boss