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Introduction
Need for organizations to build and sustain competencies that would provide them with competitive advantage.
Growth oriented organizations value training as a response to changing environment Continues learning process in human development
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Training and development Training Vs. education Purpose of training Transfer of learning
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Acquiring knowledge Change in attitudes Helping to put theory into practice Helps to evaluate abilities, competencies
Improves performance
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Aids in new entrants attaining role clarity Promotions Prevents skill obsolescence Improves quality and productivity Meet organizational objectives Improves organizational climate Prevent accidents To support personal growth and development
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Intention to learn from the participant Reinforcement provided to the learner Active participation of the trainee Providing opportunities for practice
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Employee Training
What deficiencies, if any, does job holder have in terms of skills, knowledge, abilities, and behaviours? What are the Is there strategic a goals of need for the training organizatio ? n? What tasks must be completed to achieve goals?
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Phase I Needs assessment Phase II Design & delivery of T&D Phase III - Evaluation
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II Design & delivery of T&D Motivation Participation Feedback Organisation Repetition Application Training delivery On-the-job training (OJT) Away-from-the-job training A T&D plan & implementation
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Phase III Evaluation Levels of evaluation: How did participants react? What did participants learn? How did participants behaviour change? What organisational goals were affected? Applying evaluation strategies
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Job instruction training Training by supervisors Coaching on the job/Simulation Apprenticeship Job rotation
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Programmed T
group/Sensitivity training
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Evaluation of training
Criteria
Objectives
obtained
Methods
Questionnaires,
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E-learning Informal
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Benefits of E-learning
Learning
effectiveness
Collaborative Personalized
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Weakness of E-learning
Shift Data Data Net
Less
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Technological Customer
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Emerging issues
Training
allocated to training is
inadequate
Mismatch Benefits
realized
Supporting Top
contextual systems needs to be provided in organizations management needs to support the philosophy of training in spirit
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Areas of EDP
Decision
Interpersonal Job
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design
Knowledge Reward
Individual
Application Meeting
design
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Methods of EDP
(On-the-job Technique)
Coaching
Job rotation Special projects Committee assignments Under study Multiple Management
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Methods of EDP
The Case Method Incident method In-Basket Method Simulation Conferences Lectures Business games Case study Role play
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Evaluation
Evaluation of EDP is important for the following reasons: Improving the quality of training and development process Improving the efficiency and competency of trainers Make improvements in the system to make it more responsive Aligning the training objectives to organizational objectives Evaluating the ROI on account of training and development Changing the perception of the management as to regard training as an investment
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