PRESENTED TO:

Sir Khan Kashif & Razi Nizar

PRESENTED BY: WAHID JILLANI FARHAN KHAN KHATTAK

TRAINING:
Training refers to an activities design to provide learners

with knowledge and skills needed to their present job

DEVELOPMENT:

Learning that goes beyond todays job and has a more

long term focus.

 Employees skills are developed due to which output and quality

improves

Morale and team spirit among employees is also built Higher level of responsibilities for the employee More authority for the employee to self- manages and makes

decisions.

To transform the employees into intellectual capital

Trainers are often forced to deal with a wide variety of important issues, which are as under; External environmental pressures influence training practices:

Legal issues related to training practices Cross-cultural preparation

Diversity training.
School-to-work transition programs

 Employee injury during a training activity Employees or others injured outside the training session Reproducing and using copyrighted material in training classes

without permission
Excluding women, minorities, and Not accommodating trainees

with disabilities
Not ensuring equal treatment in training

 To successfully conduct business in the global market

place, employees must understand the business practices and the cultural norms of different countries.

Cross-cultural

preparation involves educating employees and their families who are to be sent to a foreign country.

Diversity training: Designed to change employee attitudes Developing skills needed to work with a diverse work force
To allow employees to contribute to organizational goals

regardless of their race, age, physical condition, sexual orientation, gender, family status, religious orientation, or cultural background. The assumption is that by increasing awareness of stereotypes and beliefs, employees will be able to avoid negative stereotypes when interacting with employees of different backgrounds.

 School-to-work transition programs -

combine classroom experiences with work experiences to prepare high school students for employment.

welfare-to-work

- Government agencies refer welfare recipients to a company-sponsored training program subsidized with money and tax credits from the government.

Developing managers with dysfunctional behaviors A combination of assessment, training, and counseling is used to help managers change dysfunctional behavior.
The Individual Counseling for Effectiveness is used

to help managers with dysfunctional behavior.

Succession planning:
Process of identifying and developing the future

leadership of the company.

Helps attract and retain managerial employees by

providing them with development opportunities to attain upper-level management as a career goal.

Joint union-management programs

provide a wide range of services designed to help employees learn skills that are directly related to their job and also develop skills that are portable that is, valuable to employers in other companies or industries.

 Awareness creation aims at promoting understanding and

acceptance.. It brings facts and issues to the attention

Training aims at developing skills and in-depth knowledge

on population topics in a structured and systematic way

The unclear distinction between training and awareness creation in training design has a diminishing effect on project effectiveness.

 An important factor in designing training programmes is the

magnitude of the demand for the skills to be developed by the training.

 A major concern observed in many training projects

relates to the selection of trainees.

Selection of trainees for long term training in specific

technical departments needs to be well selected.

 Employees provided training without the reference to their job

description

no clear guidelines to link training content to the specific tasks

that the trainees should be prepared to perform on the job.

 The lack of qualified trainers is a major problem facing

population programmes.

 The evaluations reviewed emphasised the importance of

effective and innovative training methods that are culture sensitive and appropriate to the subject matter

 Manuals, guidelines and other materials for training is the

important component in all projects.

Innovative and effective teaching methods need appropriate

teaching materials for better impact.

 In most training programmes, no follow up system was

implemented that would allow trainers to collaborate with and help the trainees in their undertakings after the training.