7/27/2019 Hrm - Training & Development1.Pptx 5th Sem
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Presented By:
Sujaya Thapa
KVC V Sem
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Acc to Decenzo & Robbins, Training is alearning experience in that it seeks a relativelypermanent change in an individual that will
improve his or her ability to perform on thejob.
Its Objectives are:
To remove performance deficiencies
To increase commitment at work
To adopt with new technologies
To improve work efficiency & productivity
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Improves Productivity Increases knowledge & skills of employees leads to
higher productivity
Less Supervision Well trained employee is self-reliant in his work.
Filling manpower needs
Employees are capable of occupying vacancies at
higher level. Quick learning
Qualified trainer help employee to acquireknowledge immediately.
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1. Establishing a need analysis
2. Developing Training Programs & Manuals
3. Deliver the Training Program
4. Evaluate the training Program
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A. On the Job Training Methods
Also known as Learning by Doing
Employees are placed in a new job & told how it is to
be performed It aims at developing skills & habits similar with
existing practice of an organization
It is appropriate for training skill oriented jobs with
small number of employees It is suitable for clerical jobs, sales etc i.e. unskilled &
semi-skilled jobs
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1. Apprenticeship It is a system of training practitioners of structured
competency based on skills.
Used for crafts, trades & in technical areas
For e.g. Mechanist, tool-maker, carpenters, jewelers,electricians
2. Internship
It provides practical & theoretical knowledge &experience to candidates.
It helps in knowing the real world situations
Participants of vocational, technical & professionalcourses go through internship training.
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3. Job Instruction Training (JIT) Preparing supervisors to train trainees
It requires skilled trainers, extensive job analysis,training schedules, prior assessment of trainees job
knowledge. This techniques include 4 stages
A. Selection of trainer & trainees
B. Explaining about different facets of the job to trainee
C. Undertaking trial performance under supervision oftrainer
D. Giving feedback by trainer to the trainee
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B. Off-the Job Training
Training program conducted outside real jobsituations
Programs could take place either in firms owntraining place away from workplace or in otherschools, colleges etc.
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1. Lecture Discusses theoretical aspects of job related
information's
2. Conference Method Participants pool their ideas & experience to meet the
solutions of the problem
3. Case Study
Its a simulation practice where trainee used theirknowledge & experience to solve realistic problems
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4. Videotapes & films It provides live work situations
5. Computer-assisted instructions
It helps to identify trainees accuracy, speed
6. Demonstrations
Demonstrator shows trainee that how to dosomething
7. Simulation & Games Technique that duplicate as possible the actual
conditions
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Management development is a systematicprocess of training & growth by whichindividuals gain & apply knowledge, skills,
insights & attitudes to manage workefficiently.
It is future oriented & more concerned witheducation.
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1. Planning involves prioritizing what area to develop and
planning how to do this
2. Doing
involves practicing practice your personal andprofessional knowledge, skills and attributes ineveryday life
3. Reviewing
involves thinking about how good you were in practiceand what you think you could improve.
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A. On the Job Methods of MD
This methods of MD are developed & conductedformally with the help of training experts
Its Merits are: Candidate learns job in actual work place
Candidate can demonstrate his potential qualitiesindependently
Its Demerits are: Its costly & time consuming
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1. Coaching
It is done by the immediate supervisor & frequentlymonitors & guide the trainee
Helps supervisor to make succession planning of aparticular employee for future need
2. Job rotation
Moving people from one job to another to broaden
their experience. It helps manager in identifying responsibilities, skills,
required to perform different jobs.
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3. Understudy assignment It helps understudy learn of total jobs of his/her
boss in short period of time.
Learning under supervision without promoting thesub-ordinates.
4. Committee Assignments
Lower & middle managers with future possibilities
are invited. Top management give opportunities to share their
ideas & suggestions for future plans
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B. Off-the Job Method of MD
This method overcomes the limitations of On-the jobmethod of MD
Its Merits are: Useful to develop self-insight in managers to take more
responsibilities
Easy transfer of knowledge & skills
Its Demerits are: Many parts of learning might not be used in real job
situation & negative behavior of could be learned
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1. Lecture/Seminar Lectures are oral communication of information to
managers by instructors which helps in developingconceptual, analytical skills.
Seminar are formal presentation of papers by experts tosmall groups.
2. Management Games
A game where team of groups compete against each otherto achieve common objective.
Trainees asked to make production, cost strategies
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3. Special Courses
Courses run by the management institutes sum upwith common level of knowledge
4. Transactional Analysis Helps manager to identify their ego & understand
their behavior
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Training programs should be periodicallyevaluated to determine its effectiveness.
Its Objectives are:
To determine ability of the participants to perform jobthey were trained
To identify specific nature of training deficiencies
To determine whether trainee require additional
training To know overall cost-benefit situation
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Reaction of the participants
Changes in participants knowledge & skills
Changes in participants attitude
Changes in job performance
Organizational performance
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Test-retest method
Studying the expectations at the beginning oftraining & reaction at the end
Pre-post performance method Participants are rated before & after training
Experimental-control group method
Control groups with no clear instructions &
experimental group with clear instructions Used to evaluate differences in knowledge, skill &
intelligence