Presented to: Presented by: Nazia Nawaz Sadia Bukhari Samia Shahid Nida Naveed Sir Waqas Ahmed...
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Transcript of Presented to: Presented by: Nazia Nawaz Sadia Bukhari Samia Shahid Nida Naveed Sir Waqas Ahmed...
![Page 1: Presented to: Presented by: Nazia Nawaz Sadia Bukhari Samia Shahid Nida Naveed Sir Waqas Ahmed Chaudhary.](https://reader035.fdocuments.us/reader035/viewer/2022062221/56649dc95503460f94abf81d/html5/thumbnails/1.jpg)
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Presented to:
Presented by:Nazia Nawaz Sadia BukhariSamia Shahid Nida Naveed
Sir Waqas Ahmed Chaudhary
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Training is expensive.
Without training it is more expensive NEHRU
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TRAINING & DEVELOPMENT“Training is a short-term
process utilizing a systematic and organizational process by
which a non-managerial person acquires technical knowledge
and skills for a definite purpose.”
“Development is a long-term education process utilizing a
systematic and organizational process by which managerial persons, get conceptual and
theoretical knowledge.”
TRAINING
DEVELOPMENT
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Optimum Utilization of Human Resources Development of Human Resources Development of skills of employees Productivity Team spirit Organization Culture Organization Climate Quality Healthy work-environment Health and Safety Morale Image Profitability
BENEFITS OF TRAINING
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TRAINING OBJECTIVES
To prepare employees for the job
To assist the employees to function more effectively
To build a second line of competent officers
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PRINCIPLE OF EFFECTIVE TRAINING PROGRAM
The objectives & scope of a training plan should be defined before its development is begun in order to provide a basis for common agreement & cooperative action.
The techniques and processes of a training program should be related directly to the needs & objectives of the organization
To be effective the training must use tested principle of learning.
Training should be conducted in the actual job environment to the maximum possible extent.
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TRAINING METHODS
Training for different categories of employees:-
Unskilled Worker
Semi-skilled Worker
Skilled Worker
Salesmen
Supervisory Staff
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CLASSIFICATION OF TRAINING METHODS
On the job training
Off the job training
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ON THE JOB TRAINING
Job Instruction Technique Job Rotation Apprenticeship Coaching
'On-the-job' training involves the employees receiving their training at the place of work
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JOB INSTRUCTION TECHNIQUE (JIT):
PLAN
PRESENT
TRIAL
FOLLOW-UP
STEPS
Job Instruction Technique (JIT) uses a approach with focus on knowledge, skills and attitudes development
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JOB ROTATION
BENEFITS
Moving an employee from job to job. The purposes of job rotation are to give employees experience with all
organizational activities as a training process.
provides the employees with opportunities
Identification of knowledge, skills,
and attitudes
determines the areas where improvement
is required
Assessment of the employees who have
the potential and caliber for filling the position
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COACHING
Coaching is one of the training methods, which is considered as a corrective method for insufficient performance.
It is one-to-one interaction It can be done on phone, meetings, through e-
mails, chat It provides an opportunity to receive feedback
from an expert It helps in identifying weaknesses and focus on
the area that needs improvement.
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Conference Seminars/ Team Discussion Case Discussion Role Playing Programmed Instruction Vestibule training or training centre training Lectures Simulation
OFF THE JOB TRAINING
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LECTURES
Formally organized talks by an instructor on specific topics. This method is useful when philosophy, concepts, attitudes,
theories, problems have to be discussed.
CASE DISCUSSION
In conference method Mutual problems are discussed & participants pool their ideas and experience in attempting to
arrive at better methods of dealing with these problems
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ROLE PLAYING:
MANAGMENET DEVELOPMENT:
Here trainees are given out a role to play as in a stages drama. No written lines or any rehearsals.
Players quickly respond to ever changing situation.
Is a systematic process of training & growth by which managerial persons gain and supply skills, knowledge, attitudes & insights to manage the work in their org effectively and efficiently?
SIMULATION
The trainee works on ‘closely duplicated real job conditions.’ This is essential when on-the-job practice is expensive, might result in serious
injury, a costly error.
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TRAINING NEEDS ANALYSIS
TRAINING DESIGN
TRAINING IMPLEMENTATION
TRAINING EVALUATION
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TRAINING DESIGN:
THE TRAINER
TRAINING CLIMATE
TRAINING TOPICS
SUPPORT FACILITIES
THE TRAINEES
TRAINING STRATEGIES
TRAINING TACTICS
CONSTRAINTS
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TRAINING IMPLEMENTATION:
The Trainer
Physical Set-up
Establishing Rapport With Participants
Reviewing The Agenda
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TRAINING EVALUATION::
Purposes of Training Evaluation
Control
Research
Feedback
Techniques of
Evaluation
Observation
Questionnaire Intervi
ew
After Training
During Trainin
g
Before Traini
ng
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TRAINING AND DEVELOPMENT IN SHELL
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HOW
THE TRAINING NEED ASSESS
Supervisors Report
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OBJECTIVE
The Shell basic aim is to enhance
the professional
skills and polish them to do well in
their respective
fields
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Training Method Used By Shell
JOB ROTATIONLECTURES
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Goal is leadership in oil market
Assign task must be completed in well manner to achieve the organizational
task.
Employees effectiveness and efficiency is require to
achieve their task
Specialize skills are needed to do the
given task
Training are require to polish the employees
skills
Employee Development
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Employee Development Methods
Team Work
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Outcomes ??
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CHALLE
NGE
S
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VIDEO
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ANY
QUESTIONS
PLEASE!!!