l4. training & development. ppt Flashcards
continuous process in an organization to achieve its organizational goals by improving the skills and knowledge of the employees
training and development
systematic procedure for transferring technical know-how to the employees so as to increase their knowledge and skills for doing particular jobs
training
usually involves teaching operational or technical employees how to do their jobs more effectively and/or efficiently
training
process of teaching new employees the basic skills to perform their jobs
training
process of preparing employees for future position and improve their personal skills to handle the critical situations in an org
development
efforts made to improve employee’s ability to handle a variety of assignment
development
generally aimed at helping managers better understand and solve problems, make decisions, and capitalize on opportunities
development
considered a HR function
development
difference between training and development
development is broader in scope and focuses on individual’s gaining new capabilities useful for both present and future jobs
need and basic purpose of training
- to increase productivity
- to improve quality
- to help a company fulfill its future personnel needs
- to improve organizational climate
- obsolescence prevention
- personal growth
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responsibilities for training are generally assigned to the ?
hr function
they must be sure that productivity can be increased through training and that productivity gains are possible with existing resources
managers
areas of training
- company policies and procedures
- skill-based training
- human relations training
- problem-solving training
- managerial and supervisory training
methods of training
- case study method
2/ role playing method - lecture method
- incident analysis method
- audio-visual
training is given on 4 basic grounds
- new candidates who join an organization
- refresh and enhance their knowledge
- implementation of updates and amendments
- promotion and career growth
training process
- training needs analysis
- develop training objectives
- design and selecct training methods
- implement training
- evaluate training
- measure training results
first step in training wherein what required training is determined
training needs analysis
diagnostic phase of setting training objectives
training needs anlysis
in training needs analysis, the manager must carefully assess the company’s ??
- strategy
- resources available for training
- general philosophy regarding training and development
techniques for identifying needs
- task analysis
- performance analysis
analysis of the job’s requirements to determine the training required
task analysis
tabular structure that consolidates info regarding the job’s required tasks and skills which are helpful in determining training requirements
task analysis record form
verifies performance deficiency and determine whether that deficiency should be rectified through training or some other means
performance analysis
technique for identifying needs to distinguish between can’t do and won’t do problems, their specific causes and solutions
performance analysis
description of performance you want learners to be able to exhibit before you consider them competent
training objectives
types of training objectives
- knowledge
- skill
- attitude
type of training objective that impart cognitive information and details to trainees
knowledge
type of training objective that develop behavior changes in how jobs and task requirement are performed
skill
type of training objective that create interest in and awareness of the importance of training
attitude
the success of training should be measured in terms of
objectives set
design and select training methods
work-based programs
instructional-based programs
tie the training and development activities directly to the performance of the task
work-based programs
type of work-based programs
- on-the-job training
- apprenticeship
- vestibule training
- systematic job rotation and transfer
having employees learn their job while they are actually performing it
on the job training
a combination of ojt and classroom instruction
apprenticeship
approach training and development from a teaching and learning perspective
instructional-based programs
instructional-based programs sample
- lecture or discussion approach
- computer associated instruction
- programmed instruction
trainer presents the material to those attending the program in a descriptive fashion
lecture or discussion approach
trainee sits at a personal computer and operates software that has been developed specifically to impart certain information to the individual
computer associated instruction
the material to be learned is prepared in a manual or training booklet, which the individual studies at his or her pace
programmed instruction
work-simulation situation in which the job is performed under a condition that closely simulates the real work environment
vestibule training
systematically rotating or transferring the employee from one job to another
systematic job rotation and transfer
methods of evaluation
- questionnaires
- tests or examinations
- projects
- structured exercises and case studies
- tutor reports
- interviews of trainees
- observation of courses and training
- participation and discussion
common way of eliciting trainee response programs
questionnaires
common on formal courses which provide a certificate e.g. diploma in word processing skills although end-of-course tests can be provided after short courses to check the progress of trainees
tests or examinations
initially seen as learning methods but they can also be provide valuable information to instructors
projects
opportunities to apply learned skills and techniques under the observation of tutors and evaluators
structured exercises and case studies
important to have the opinions of those who deliver the training. this gives a valuable assessment from a diff perspective
tutor reports
post course or instruction period. these can be informal or formal, individual or group or by telephone
interview of trainees
devising training strategies in the training dept is very useful and information from these observations can be compared with trainee responses
observation of courses and training
needs people who are adept at intercepting responses as this can be highly subjective
participation and discussion
3 basic categories of performance information and its measurement
- trait-based
- behavior-based
- results-based
assessment systems assesses or identifies the abilities or a subjective character trait of employee such as attitude, initiative, or creativity
trait-based
systems measures the extent to which an employee engages in specific, relatively well defined behaviors while at the job, which leads to success
behavior-based
systems measures the bottom line associated with an employees work and his/her accomplishments
results-based
