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- Prof. K B Akhilesh
Definition
Training, at its best, is a
set of processes aimed at
continuously improving
employee performance,
the performance of the
organization and the
professionalism of the
T&D function.
SOME MISCONCEPTIONS
Job
experience is a supplement
for supervised training
Training is about content, method
and trainer
Trainee satisfaction is a proof of
good training
Effective T & D is the
responsibility of T & D
department alone
Corporate
uneven
Training
Lack
as investment-a rhetoric????
of coordination between
businesses and schools
Why Training???
Knowledge
Competitive Edge
Changing nature of labor market
(Theory X and Y)
Task masters to Motivators
Skill Variety
Team work- The new business
units
Succession
Skill Categories
Technical
Interpersonal
Conceptual
Training
OD
vs. Development
vs. T & D
Learning
Evolving
and contingent
Organizational
strategy
Analysis -
Pre-training Environment
Top
Management
Resources
Is
Supervisor
focused
Why
Is it the teacher??
Is it something about Johnny??
Is it the particular subject??
Jane:
Workplace Settings
Why was the project not completed
on time??
Was it the teams fault??
Was it the fault of someone
particular in the team??
Was there a problem of resources??
Was there a lack of clarity about
deadline??
Was it the lack of abilities??
2.
Individual ChAracteristics
Generation
Gaps
Motivation
Level
of job involvement
Locus
of control
Hiring
Experienced
employees set
ways of doing things
Need
for innovation
the needs
Design
Evaluate
Effectiveness
Training needs
Performance
Job
Appraisals
Analysis
Organizational
HR
Survey
Analysis
Training (OJT)
Induction/orientation
Coaching
Mentoring/shadowing
Apprenticeship
Job rotation
Training positions
training
Classroom instruction
Study/Education
Case Studies
Role Play
Simulation
Games
Programmed instruction
Internal training courses
VALIDITY/JUSTIFICATION
People
VALIDITY/JUSTIFICATION
People
VALIDITY/JUSTIFICATION
People
only strategic
advantage???
The Resource based model
RARE- difficult to attain (diamonds are rare but
VALIDITY/JUSTIFICATION
Induction,
orientation
i. Indoctrination (internalized
control)
ii. Retention
iii. Satisfaction
a mediocre manager who
stays is infinitely preferable
to outstanding managers
who merely come and go
Henri Fayol
VALIDITY/JUSTIFICATION
Flexibility
Short
Self
of workforce
Case: NMUK
VALIDITY/JUSTIFICATION
Quality
Improved
quality is a competitive
advantage
Japanese Management
Quality department
Quality systems like ISO 9000
Net
result-Improved customer
satisfaction
VALIDITY/JUSTIFICATION
New
ideas
Team
work
Supervisory attitudes
Culture
Publication
of T&D activities
Organization Image
High quality applicants
Net result-Improved customer
satisfaction
TYPICAL BARRIERS
No
return on investment
Operational constraints
Other priorities for spending
accidents
Shorter processing time
Reduced scrape and wastage
Reduced re work
Reduced overtime/stoppage time
SECURING SENIOR
MANAGEMENT SUPPORT
Small
successes---build a gradual
momentum
Publicize success stories
internally
External publicity
Benchmarking
Networking line & top team
Develop schedules & time frames