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DEVELOPMENT
UNIT 1
CONTENT UNIT 1
1. The Training Context :Nature and Scope of Training,
2. Training Challenges,
3. Forces Influencing Working and Learning,
4. Role of Training in Organizations,
5. Systematic Approach to Training,
6. Learning : Theories and Process
7. Strategic Training
8. Models of Training- Faculty, Customer, Matrix, Corporate University and
9. Business Embedded Model,
10.Snapshots of Training Practices: Training Facts and Figures, Training Investment
11.Leaders etc.
Case Study on Skills Enhancement Need.
Detailed Discussion on GE Training & Learning Programme.
TRAINING CONCEPT
CONCEPT
Training is continuous & perennial activity
Training in the backdrop
Stone Age Basic Need
Metal Age
Use of metals
Monoarchial Era- Gurukul form of Residential
training
Management Thinkers-Frank,Gilberth
invented better method of doing things
which concretised the need of training.
CONCEPT
Only Change is permananet Alvin Tofler
Training helps in rapid individual & social
adjustment as demanded by change.
To facilitate employees to realise their
potential to the maximum possible
extent,the organization has to provide
them new skills for discharging their
functions effectively & efficiently
CONCPET
Training is an intentional act ,to guide
individuals learning with a view to bring about
desired change in their behavior
Unguided learning proved to be costly,slow.Trial
& error learning can be fuitless in sophisticated
field like engineering,medicine.
Training assits the individulas in choosing
utilising and evaluating their experiences.
TRAINING CONTEXT
Training and Development Pg.No. 1-7 -Dr P Janakiram
CONCEPT
Employee training and development
activities are key tools corporations can
utilize to gain the proper combination of skills
and motivation needed to be competitive.
These tools help organizations be flexible and
adapt to changing environments.
When the terms training and development
are used, they represent three different types
of activities: 1) Orientation, 2) Training, and
3) Development.
CONCEPT
Training refers to a planned effort by a
company to facilitate employees
learning of job-related competencies.
The goal of training is for employees to
master the knowledge, skill, and behaviors
emphasized in training programs, and
apply them to their day-to-day activities
DIFFERENCE
Training is short term, task oriented and
targeted on achieving a change of attitude,
skills and knowledge in a specific area. It is
usually job related.Specific Skill learning
practice based & job oriented.
Education is a lifetime investment. It tends to
be initiated by a person in the area of his/her
interest.wider in scope & general in purpose.
Development is a long term investment in
human resources.
Quality:
High quality products and services are
necessary just to stay in business
Example: ISO 9000
CONCEPT
KSAs: Knowledge, Skill, & Attitude
Knowledge the facts people learn &
learn
CONCEPT
KSAs: Knowledge, Skill, & Attitude
Skill - the capacities needed to perform a set
of tasks that are developed as a result
of training & experience
Compilation- when a person just learns a
specific skill
CONCEPT
KSAs: Knowledge, Skill, & Attitude
Attitude employees belief &
opinion
that support or
inhibit behavior
Attitude directly affects
Motivation
Competencies
A broad grouping of knowledge,
skills, & attitudes that enable a
person to be successful at a number
of similar tasks
- KSAs are the foundation of
competencies
- Example: Carpenter
Training as a Subsystem
within the Organizational
System
TRAININGS ORGANIZATIONAL
ENVIRONMENT
Mission
Finances
Strategy
Resources
Structure
People
Policies
Products
Procedures
Technology
TRAINING SUBSYSTEM
INPUT
Organizational Needs
Employee Needs
Budget
Equipment
Staff
PROCESS
OUTPUT
Analysis
Design
Development
Implementation
Evaluation
Knowledge
Skills
Attitudes
Motivation
Job Performance
STEPS OF TRAINING
PROCESS
1.
2.
3.
4.
5.
6.
7.
8.
9.