Escolar Documentos
Profissional Documentos
Cultura Documentos
Joyce Jose
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Assessment
End Term Examination------------ 60 marks l Class Participation/Attendance--- 10 marks
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Syllabus
Introduction
Training and Development Learning Organization, Principle of Adult Learning Training Administration ( Budget, designing training calendar)
Training Process
Need Assessment Competency modeling and mapping Designing Training Module Implementation of Training, Training Methods E-learning Training evaluation, ROI
Development
Management Development Training Audit
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Lesson Objectives
Introduction to Training and Development Difference between Training and Development Role of Training Forces influencing the training Organization Characteristics that influence Training Various aspects of the Training
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Design
Process
There is nothing Training cannot do; nothing is above its reach; it can turn bad morals to good, it can destroy bad principle and create good ones, it can lift men to Angelship
-Mark Twain Tell me and I forget, teach me and I remember, involve me and I learn - Benjamin Franklin
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Introduction
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Talent Acquisition
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Training
Training is the process of identifying, assuring and developing through planned activities the knowledge, skills and abilities that employees need to help them perform their current and future responsibilities in organization to the greatest extent possible.
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Training
Training is a set of activities that provides the opportunity to acquire and improve job related skills - Schermerborn, Hunt and Osborn
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Development
Development is a process of preparing employees for future position and improve their personal skills to handle the critical situations in an organization.
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Training is the acquisition of concept theories, knowledge , skills and attitudes Development is the application of acquired knowledge, theories, skills and attitudes to the job for increasing organizational effectiveness.
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Development
Methodology Goal
Relevance
Duration
Training is of more relevance at Development is of higher junior-levels. relevance at middle and senior levels. Training courses are designed It involves a broader long-term mostly for short term. education for a long run term.
Improvement in
Customer Satisfaction
Shareholder Satisfaction
Employee Satisfaction
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TRAINING Objectives
Improve performance Enhance employee growth Facilitate overall professional development
Aim of Training
Improve the quality of the work force Enhance productivity Assist organization in succession planning Develop organization specific skills and competencies
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Importance of Training
Respond to technology changes affecting job requirements. Respond to organizational restructuring. Adapt to increased diversity of the workforce. Support career development. Fulfill employee need for growth.
Development of skills of employees Productivity of Organization Organizational Culture and Climate Quality
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o o o o o o o
Globalization Need for Leadership Attracting and Retaining Talent Customer Service and Quality Emphasis Changing Demographics and Diversity of Work Force New Technology
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Business Conditions
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Step 1
Conduct & Develop Training Need Analysis
Step 2
Design and select Training Methos
Step 3
Implement Training Methods
Step 4
Step 5
Evaluate Training
Training Results
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ADDIE Model
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Training is effective only if it helps employees reach instructional or training goals Measurable training objectives should be identified before training objectives
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HR planning allows the company to anticipate the movement of human resources in the company. HR plans can help identify where employees with certain types of skills are needed in the company. Training can be used to prepare employees for: increased responsibilities in their current job, promotions, lateral moves, transfers, and downward job opportunities that are predicted by the human resource plan.
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Types of Training
Skills Training. Retraining. Cross-Functional. Team Training Creativity Training. Literacy Training. Diversity Training. Customer Service
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