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8/14/2019 Final HRM Training N Development
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INTRODUCTION
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Meaning
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Definition
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Distinguish between
Training and DevelopmentNatureImportance
SkillsMethodologyFrequency
Who ImpartsRelevance
Cost InvolvedDuration
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Why is Training often Neglected? Urgency of need Training time Costs Employee turnover Short-term worker Diversity of worker Kinds of jobs (simple-complex) Not knowing exactly what you
want your people to do and
how
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Vishnu SteelsIs training provided to
everyone???
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Vishnu Steels Training Sessions conducted & theoutcome of such sessions
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Need & Importance ofTraining
Growth of organization Creates high Skill Manpower
Flexibility Emergence of Technology Efficient utilization of
resources Recruitment
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Vishnu Steels
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Objectives of Training
To enhance technical skill and thusproductivity
To enhance employee growth To improve the quality of workforce To prevent obsolescence of technical
skills and competencies To improve Health and Safety
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Vishnu Steels Discuss how training can help companies gain a
competitive advantage Explain the role of the manager in identifying
training and supporting use of training on-the- job.
Conduct a needs assessment Evaluate employees readiness for training Discuss the strengths and weaknesses of
presentation, hands-on and group training
methods Choose an appropriate evaluation design Design a cross cultural preparation programme
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The Benefits of Training Gives the supervisor more time to
manage, standardized performance, lessabsenteeism, less turnover, reducedtension, consistency, lower costs, morecustomers, better service
Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries andaccidents, gives them a chance to
advance. Gives the business a good image and moreprofit.
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Vishnu Steels Improves the skill and efficiency. Helps to Compete with changing
technology. Helps to deliver the right productwith right quality.
Helps to produce the product atminimum possible cost.
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Types of Training
Induction training
Job Training
Training for Promotion
Refresher Training
Corrective Training
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Vishnu Steels Techno Intensive
Seminars
Workshops
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Principles of Training Training should be exactly as per the Trainingneeds
Elaborate & systematic
Motivation of trainees
Theoretical & practical character
Provision of periodical tests for Evaluation
Superior in quality
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Principles of Training Longer Period Training
Training by Experts
Involvement of Trainees
Periodical updating
Provision for rewards and penalties
Convenient place
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Training Techniques Need to consider the
following beforeselecting a technique: cost effectiveness desired content appropriateness of
facilities trainee preferences &
capabilities trainer pref. & capabilities learning principles
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Training Methods
On the Job Off the Job
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On the Job Training
Training received directlyon the job
Used in teaching how to do Can use cross training to
help with absents,resignations etc.
2 employees train eachother on their jobs
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On the Job Methods Job Rotation
Coaching
Committee Assignment
Job Instruction
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Job Instruction Training
(JIT) Also called on the job training. Consists of 4 steps:
1. Prepare the learner2. Demonstrate the task3. Have the worker do the task
4. Follow through : put theworker on the job, correctingand supporting as necessary.
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Off the Job Methods
1. Class Room Methods
Lectures
Discussion
Case Study
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Off the Job Methods
2. Vestibule Training
3. Committees & Conference
4. Reading, Television & Video instructions
5. Role Playing
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Vishnu SteelsClassroom Training Skills
Be aware of appropriate body language andspeech.
Watch how you talk to employees. Coveyrespect and appreciation.
Handle problem behaviors in an effectivemanner.
Avoid time wasters. Facilitate employee participation and
discussion. Use visual aids to avoid constantlyreferring to notes .
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Vishnu Steels Off the Job
Presents less disruption to an organization Some approaches include:
Lectures Videos Vestibule training Computer based
Role playing Self study Internet based
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Training ProcessAssessment of training needs
Establishment of Training goals
Designing Training Programme
Implementation of Training Programme
Following Up & evaluation of Programme
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Assessment of Training
NeedsTraining pressure pointslegislation; lack of basic skills;poor performance; new technology;business support strategy
Person Analysis Orgnisational AnalysisIs it a training problem? Support for training?Who needs training? Sufficient resources?Are employees ready for Fit with strategic objectivestraining
Task AnalysisIdentify tasks, skills, knowledgeand behaviour
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Establishment of Training Goals
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Designing Training Programme
Conduct needs analysis Ensure employee readiness for
training Create a learning environment Ensure transfer of training
Select a training method Evaluate training programme
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Implementation of TrainingProgramme
Deciding the Location and Organizing trainingand other facilities
Scheduling the training programme
Conducting the programme
Monitoring the progress of trainees
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Following up & Evaluation
of Training Process Need of Evaluation Principles of Evaluation
Criteria for Evaluation
Techniques ofEvaluation
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Hindrances of effectivetraining
Management commitment is lacking anduneven.
Educational institutes award degree butnot experience. No help to workers displaced coz of down-sizing.
Employers & B school must develop closer
ties. Organized labour.
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Some Issues
Injury during training Injury outside training
Confidentiality or defamation Use of copyrighted material Addition in training Equal treatment during training.
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How to make training effective
Allocate major resources & time. Contribute to Competitive strategies of a
firm. Comprehensive and systematic approach. Proper Linkage.
Evaluation of training.
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Development
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Meaning
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Definition
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Objectives
Attitude Tuning
Motivation
Leadership
Communication
Paradigm Shift
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Importance Moral & Motivation of Employees
Better Human Relation
Development & Promotion
Accuracy
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Techniques On the Job
Coaching
Job rotation Understudy Delegation
Promotion & Transfers
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Off the Job
Class Room methods Lectures Discussion Case Study
Role Playing Simulation training
Audio/Visual Instructions
Sensitivity training
Business games
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Management
Development in India