Presentation ( Training and Developmment (1)

8/3/2019 Presentation ( Training and Developmment (1)

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Presented by :

Rahul Ojha

Nitin Singhal

Atreya Vyas


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It is a subsystem of every organization thatensures that learning and behavioral changes

takes place in a structured format.

Competent employees do not remain

competent forever, there skills deteriorate and

can become obsolete and new skills needs to

belearned.

Introduction


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Traditional ApproachMost of the organizations were holding the traditional

view that managers are born and not made. There were

also some views that training is a very costly affair and

not worth.

Modern ApproachTraining is now considered as more of retention tool than a

cost. The training system in Indian Industry has beenchanged to create a smarter workforce and yield the best

results

TRADITIONAL AND MODERN APPROACH OF TRAINING

AND DEVLOPMENT


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Individual Objectives help employees in achieving theirpersonal goals, which in turn, enhances the individualcontribution to an organization.

Organizational Objectives assist the organization with itsprimary objective by bringing individual effectiveness.

Functional Objectives maintain the departments contributionat a

level suitable to the organizations needs.

Societal Objectives ensure that an organization is ethically andsocially responsible to the needs and challenges of the society.

TRAINING AND DEVELOPMENT OBJECTIVE


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1. Assess and agree training needs

2. Create Training and Development Specification

3. Consider Learning style and personality

4. Plan Training and Evaluation

5. Design materials, methods and deliver Training.


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On the Job Training

Job Rotation

Vestibule Training

Apprenticeship Training

Classroom TrainingProgrammed Instructions


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The Development of Managersabilities can take place on the job. Thefour techniques of On The Job

Training :- Coaching

Mentoring

Job RotationJob Instruction Technique (JIT)


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Coaching is one of the training methods,which is considered as a corrective methodfor inadequate performance.

Coaching is the best training plan

It is one-to-one interaction

It can be done on phone, meetings, throughmails, chat etc.


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Mentoring is an ongoing relationshipthat is developed between a senior

and junior employee. Mentoring provides guidance andclear understanding of how theorganization goes to achieve its vision

and mission to the junior employee.


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This approach allows the manger to operate

in diverse roles and understand the differentissues that crop up.

It is the process of preparing employees at alower level to replace someone at the next

higher level.


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Job Instruction Technique (JIT)uses a strategy with focus onknowledge (factual andprocedural), skills and attitudesdevelopment.


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Vestibule Training involves the virtual

duplication of work environment in an off sitesetting.

Simulation exercises the place the trainee inan artificial environment that closely imitatesactual working conditions where the trainerdemonstrates on the same kind of machine

and using the procedures that trainee will useon the job.


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Apprenticeship is another form of On The Job

Training , is one of the of oldest forms oftraining. Apprenticeship are designed toprovide planned, practical instructions over asignificant time span. Apprenticeship is amajor approach to learn a craft.


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Skill acquisition demandsdemonstration and individual practice.

It includes : A Lecture Computer based Training Business Games Case Studies Role Playing


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The lecture is best used to create a generalunderstanding of a topic or to influence

attitudes through education about a topic.

The most common form of off-the-jobtraining is the oral presentation of

information to an audience


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Computer based training can be defined as that

any training that occurs through the use of

computer.

E- Learning new ways of delivering trainingprograms are constantly being developed in theattempts to match the high speed at which

businesses are moving. One of the new methods ofdelivering training programs is with online .


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Business games are another form of simulations that

attempt to indicate the way in an industry, company, orsubunit of company functions. Generally, they are basedon a set of relationships, rules, and principles derived

from the theory or research.

In this type of training, participants learn how to dealwith a variety of issues in a simulated businessenvironment. Trainees are provided with informationdescribing a situation and are asked to make decisionsabout what to do. (e.g., develop leadership skills,strengthen executive and upper management skills)


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Details of series of events, either real or

hypothetical, which take place in a businessenvironment.

When this method of training used,participants asked to sort through dataprovided in the case to identify the principal

issues and then propose solutions to theseissues


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The purpose of this method is to give

participants a chance to experience suchsituations in a controlled setting.

Trainees are provided with a description ofthe context usually a topic area, a general

description of a situation, a description oftheir roles, and the problem they each face.


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In this stage training is judged as good orbadon the strength of trainersperformance.

Training is ascertained through:

1. Presenting information and managing groupactivities, etc

2. Generating interest and active participationamongst trainees

3. Handling conflicts in appropriate ways.


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Focus is on solving organizationalperformance problems.

Achievement of learning objectives- theeffort is to ensure right objectives areaddressed.

Perception of worth- the approach is the corebelief environment where people are exposedto useful information and idea.


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REACTION : how delegates felt about the

training or learning experience.

LEARNING : measurement of the increase inknowledge before and after.

BEHAVIOUR : the extent of applied learningback on the job- implementation.

RESULTS : effect on the business orenvironment by the trainee.


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Thank You

Presentation ( Training and Developmment (1)

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