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Concept
Need of Training & Development
Evaluation
Principles of Learning
Interventions in OD
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After an employee is selected, placed and
introduced he or she must be provided with
training facilities. Training is the act of
increasing the knowledge and skill of anemployee for doing a particular job.
Training is a short-term educational process
and utilizing a systematic and organized
procedure by which employees learntechnical knowledge and skills for a definite
purpose.
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The importance of human resource
management to a large extent depends on
human resource development.
The objective of TQPM can be achieved onlythrough training because training develops
human skills and efficiency.
The need of Training and Development can be
better understood with the benefits providedby Training and Development programmes.
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Benefits from Organization point of view:
Leads to improved profitability Improves the job knowledge and skills at all levels of the organization
Improves the morale of the workforce
Helps people to identify the organizational goals
Helps to create a better corporate image
Improves the relationship between the superiors and subordinates
Aids in developing leadership skill, motivation, loyalty and better attitudes Helps costs down in many areas
Improves organizational communication
Helps to cope up with change
Aids in handling conflicts
Benefits to the individual:
Helps individual in decision making and problem solving skills
Builds self-confidence
Helps to combat with stress, tension, frustration and conflict
Increases job satisfaction
Helps in advancement, achievement and growth
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Specifically, the need for training arises due tothe following reasons:
To Match the Employee Specifications withthe Job Requirements and OrganizationalNeeds
Organizational Viability and TransformationProcess
Technological Advances
Organizational Complexity
Human Relations
Change in the Job Assignment
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Training needs are identified on the basis of:
Organizational analysis
Job analysis
Man analysis
Training needs = Job and org. requirement - Employee
specifications
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The following methods are used to assess the training needs:
Organizational requirements/weaknesses
Departmental requirements/weaknesses
Job specifications and employee specifications
Identifying specific problems
Anticipating future problems
Managements requests
Observation
Interviews
Group conferences
Questionnaire surveys
Tests or examinations
Check lists
Performance Appraisals
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The success or failure of a training programme
quite a large depends on certain principles oflearning. In order to be a training programmesuccessful a training programme should incorporatecertain principles of learning. They are:
Modeling Motivation
Reinforcement
Goal setting
Whole Vs Part Learning
Feedback
Meaningfulness of presentation
Individual Differences
Active Practice
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On-the-job Methods:
Job rotation
Coaching
Job instruction
Training through step-by-step Committee Assignments
Off-the-job Methods:
Vestibule Training
Role Playing Lecture Methods
Conference or Discussion
Programmed Instruction
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The process of training evaluation has beendefined as any attempt to obtaininformation on the effects of trainingperformance and to assess the value of
training in the light of that information.Evaluation of training takes place at five
levels:
Reactions
Learning Job behaviour
Organization
Ultimate Value
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There are three essential ingredients. They
are:
Support throughout the evaluation process.Support items are all four factors of
production.
Existence of open communication channels
Existence of sound management process
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OD is defined as a complex educational
strategy designed to increase organizational
effectiveness and wealth through planned
intervention by a consultant using theory andtechniques of applied behavioural service.
OD has emerged in response to needs-primarily
because of the inadequacy of training and
executive development programmes andsecondly due to fast pace of change itself.
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Initial Diagnosis
Data collection
Data Feedback and Confrontation
Selection and Design of Interventions Implementation of Intervention
Action Planning and Problem Solving
Team Building Intergroup Development
Evaluation and Follow-up
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OD interventions/techniques are the methods createdby OD professionals and others. Single organization orconsultant cannot use all the interventions. They usethese interventions depending upon the need orrequirement. The most important interventions are:
Survey Feedback Process Consultation
Goal Setting and Planning
Managerial Grid
Team Building
MBO Job enrichment
Redesigning Organizational Structures
Quality Circles
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