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Employee training
&
Executive Development
Definition Training
Training is the act of increasing the knowledge and skills an employee for a doing particular job Training is job oriented, it bridges the gap between what the employee has what the job demands
Importance of Training
There are three kinds of training: Job Instruction, Retraining, and Orientation. The big sister, big brother, or buddy system is when a old hand shows a newcomer the ropes. When good training is absent there is likely to be an atmosphere of tension, crisis, and conflict because nobody
Training Needs(Components)
Gives the supervisor more time to manage, standardized performance, less absenteeism, less turnover, reduced tension, consistency, lower costs, more customers, better service. Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries and accidents, gives them a chance to advance. Gives the business a good image and more profit.
6
Organisational analysis
It involves a comprehensive analysis of organisation in terms of its objectives, resources, resource allocation and utilization, culture, environment, and so on
Task analysis
Task analysis also called job or operational analysis. This involves a detailed analysis of various components of a job, its various operations, and the conditions under which it has to be performed
Man analysis
This component is focus on man analysis as on the individual employee, his skill, abilities, knowledge and attitude. Through these , it is possible to get an indication of the training requirement of an employee.
Evaluation of Training
Its defined as any attempt made to obtain information, or say, feedback on the effects of training programmed and to adjudge the value or worth or the training in the light of that information
EXECUTIVE DEVELOPMENT
EXECUTIVE DEVELOPMENT MEANS NOT ONLY IMPROVEMENT IN JOB PERFORMANCE, BUT ALSO IMPROVEMENT IN KNOWLEDGE. IT HELPS TO UNDERSTAND CAUSE & EFECTIVE RELATIONSHIP, SYNTHESIZES FROM EXPERIENCE, VISUALIZES RELATIONSHIP OR THINKS LOGICALLY.
OBJECTIVES
i. ii. iii. iv.
Improve the performance of managers at all level. Identify the talented persons in organization. Improve the thought processes & analytical abilities. Provide opportunities to executives to fulfill their career aspiration.
Process
1) 2)
3)
4) 5) 6)
Identifying development needs Appraisal of present managerial talent Inventory of executive manpower DDP Conducting development programmes Evaluating development programme
METHODS
On-the job methods
coaching
Off-the-job methods
lecture
Job rotation
Case Studies
Understudy Assignment
Group Discussion
Committee Assignments
Transactional Games
Sensitivity Training
In-basket Exercise
EVALUATION
Attempt to obtain information (Feedback) on the effect of a training programme and to assess the value of the training in the light of that information
Evaluation Steps
Determination of development objectives Fixation of evaluation criteria Collection of relevant information analysis