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TRAINING AND

DEVELPOMENT

Presented by:
Deeksha Sardana (12)
Nitin Bansal (29)
Richa Singh (35)
TRAINING
 In Simple Terms:
Imparting specific skills ,abilities
and knowledge to an employee.
employee .
 Technical definition
It is an attempt to improve Current
and future employee performance by
increasing an employees ability to
perform through learning, usually by
changing the employee·s attitude or
increasing his or her skills and
knowledge.
There is a Difference..

 Training refers to process of imparting


specific skills generally offered to
operatives

 Development refers to the learning


opportunity ties designed to help
employees grow meant for employees in
higher position

 Education is theoretical learning in


classroom.
It is common to all employees , there
grades not withstanding
Reasons for Training
 Turnover
 Change in program
 Needs of organization or personnel
 Cost effectiveness
 Employee promotion and advancement
ëow to make training
Effective
 Ensure that management commits
itself to allocate major resources and
adequate time to training
 Ensure that training contributes to
competitive strategies of the firm
 Ensure that a systematic and a
comprehensive approach to training
exists
 Make learning one of the
fundamental values of the company
METëODS OF TRAINING
 ON TëE JOB TRAINING (at the place
of work)
 OFF TëE JOB TRAINING (away from
the place of work)
 VESTIBULE TRAINING (adapted to
the environment at the place of work)
ON TëE JOB
TRAINING
It is the most effective method of training
the operative personnel as the trainee
learn by experience
experience.. The workers are
given training at the workplace by his
immediate supervisor
supervisor.. This method is
relatively cheaper and less time
consuming..
consuming
Three methods of on the job training
training:: -
± Coaching
± Understudy
± Position rotation
OFF TëE JOB
TRAINING
This method requires the worker to
undergo training for a specific
period away from the workplace.
workplace .
These are concerned with both
knowledge and skills in doing
certain jobs.
jobs . The workers are free
of tension of work when they are
learning..
learning
Three methods of Off
Off-- the-
the - Job
Job-- Training
Training:: -
È Special Lecture cum Discussion
È Conference Training
È Case Study
VESTIBULE
TRAINING
It is used to designate training in a
classroom for semi-
semi - skilled jobs.
jobs . It is
more suitable where a large number of
employees must be trained at the same
time for the same kind of work.
work . There
is well ² qualified instructions in
change of training programme.
programme . It is
suitable where it is not desired to put
the burden of training on line
supervisors and where a special
coaching is required.
required .
ë B   O


A
] r i i & l t ff rs c titi t t
fir r i rf r c fici ci s, i l s
st l , i i izi cci ts s, ti
f t r l s.
] r i i fits t r iz ti s ll st i i i l
- H tr i i fits t r iz ti :-
:-
] t l st i r r fit ilit .
]  r s t j l s ills t ll
t l ls f r iz ti .
 It helps people identify with organizational goal.
 ëelps in creating a better corporate image.
 Improves relationship between boss and
subordinates.
 ëelps in preparing the guidelines for work.
 Provides information for future needs in all areas
of the organization.
 It helps keep cost down in many areas, e.g.
production, administration etc.
 Create an appropriate climate for growth and
communication.
2 - How training benefits the individuals:
individuals:--
 It helps in encouraging and achieving self
development and self confidence.
 Helps a person to handle stress, tension and
frustration etc.
 Increases job satisfaction.
 It moves a person towards goals and improving
interactive skills.
 ëelps a person in developing the speaking and
listening skills.
 ëelps in eliminating the fear in attempting new
tasks.
Results or Outcomes

 Increased quality and quantity of


work performance
 Decrease accidents
 Increase knowledge, skills attitudes
 Decrease costs of management
 Decrease absenteeism and turnover
rates
 Increase job satisfaction - production

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