TRAINING AND DEVELOPMENT. INTRODUCTION Some employees may have previous knowledge of jobs while...
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Transcript of TRAINING AND DEVELOPMENT. INTRODUCTION Some employees may have previous knowledge of jobs while...
INTRODUCTION
• Some employees may have previous knowledge of jobs while others may entirely be new.
• Large organisations may not recruit already trained persons.
• Separate training departments are required to prepare workers for undertaking the jobs.
• It improves the performance of employees on present jobs and prepares them for taking up new assignments in future
TRAINING
Training is an organised procedure for increasing the knowledge and skill of people for a specific purpose
The trainees acquire new skill, technical knowledge, problem-solving ability etc.
Gives an awareness of rules & procedures to guide their behaviour
“Training is the systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job.”
-Michael Armstrong
TRAINING•Organised procedure•Specific purpose•Skill, technical knowledge, problem solving etc.•Semi skilled and skilled perons like mechanics and operators
DEVELOPMENT
•Long term educational process•General purpose•Managerial personnel•Conceptual & thereotical knowledge
EDUCATION
•Study of a particular syllabus•Acquired before joining service•Social, intellectual and physical development
NEED AND IMPORTANCE OF TRAINING
Increased productivity higher employee morale less supervisionLess wastageEasy adaptabilityReduced turnover and absenteeismEmployee development
OBJECTIVES OF TRAINING
DEVELOP CAPABILITIES OF EMPLOYEESIMPROVING LEVELS OF PERFORMANCE AWARENESS ABOUT WORK PREPARING EMPLOYEES FROM WITHIN BRING EFFICIENCY INTRODUCING LATEST TECHNIQUES
TYPES OF TRAINING1. ORIENTATION OR INDUCTION TRAINING
2. ON THE JOB TRAINING
3. OFF THE JOB TRAINING
4. REFRESHER TRAINING
5. VESTIBULE TRAINING
6. APPRENTICESHIP TRAINING
7. ELECTRONIC TRAINING
8. INTERNSHIP TRAINING
ON THE JOB TRAINING METHODSCOACHING
SPECIAL ASSIGNMENTS
UNDER STUDY
ON THE JOB
OFF THE JOB TRAINING
LECTURE OR CLASS ROOM/ DISCUSSION
THE CONFERENCE METHOD
PROGRAMMED INSTRUCTIONS
SEMINAR OR TEAM DISCUSSION
CASE STUDIES
STEPS IN TRAINING PROGRAMME
• INDENTIFYING TRAINING NEEDS• GETTING READY FOR THE JOB• PREPRATION OF THE TRAINEE• EXPLAINING THE JOB SEQUENCE• ACTUAL TRY OUT• FOLLOW UP
TRAINING Vs DEVELOPMENT
1. Training means learning skills & knowledge for doing a particular job. It increases job skills.
2. The term training is generally used to denote imparting specific skills among operative workers & employees.
3. It is concerned with maintaining and improving current job performance. Thus it has a short term perspective.
4. It is job centered in nature.5. The role of trainer or supervisor
is very important in training.
1. Development means the growth of an employee in all respects. It shapes attitudes.
2. The term development is associated with the overall growth of the executives.
3. It seeks to develop competence and skills for future performance. Thus it has a long term perspective.
4. It is career centered.5. All development is self development.
The executive has to be internally motivated for self development.
EXECUTIVE DEVELOPMENT
• Human resource development is a process of improving and developing an employee in accordance with his aspirations and potentialities on the one hand and the company’s requirement on the other.
• OBJECTIVES OF EXECUTIVE DEVELOPMENT
METHODS OF EXECUTIVE DEVELOPMENT
ON THE JOB METHODS
COACHING METHOD
JOB ROTATION
PARTICIPATION IN
DELEBERATIONS
OFF THE JOB METHODS
OFF THE JOB METHODS
ROLE PLAYING
CASE STUDY
MANAGEMENT GAMES
IN-BASKET
SYNDICATE
CONFERENCE
SENSITIVITY OR T-GROUP
MADE BY:SANDEEP
ASSIST. PROF. IN GCCBA-42
