Soni Training

8/7/2019 Soni Training

1/17

Training and Training needAssessment

Presented By:

Soni Tyagi

Prachi Mathur

Laxmi Rathi

Gayatri Dahiya


2/17

Meaning and Definition

Training is the act of increasing the

knowledge and skills of an employee

for doing a particular job. It is a short term educational process.

It is systematic process of

transferring technical know-how to

employees.


3/17

Definition

Acc. to Deal S. Beach- It can be defined

as a organized procedure by which peoplelearn knowledge and skill for a definitepurpose.

In the words of Terry Leap and Crino-

Training is a creation of an environmentwhere employees may acquire or learnspecific job-related behaviors, knowledge,skills,abilities and attitudes.


4/17

Features of Training

Training is the act of increasing the

knowledge and skill of an employee for doinga particular job.

It is a learning process and experience.

In the widest sense, training is an aid to self

development.

Training is a continuous process.


5/17

Continues

Concentrates on individual employees,

changing what employees know, how theywork, their attitudes toward their work or their

interactions with their co-workers or

supervisors.

It is an essential part of the managementdevelopment.


6/17

Training Methods

Training methods are usually classified by the location

of instructions. Training are of two type:-1. On the job training is provided when the workers

are taught relevant knowledge, skills and abilities

at the actual workplace.

2. Off the job training on the other hand, requires

that trainees learn at a location other than the real

workplace.


7/17


8/17

Continues.

3. Apprentice Training: It is designed for impartingtechnical skill.

Apprentice training may continue for3 to 5 years. The worker is usually absorbed by the concern

industry after training period is over.

4. Coaching: Here the employee is trained on the jobby his immediate superior. This method presumes

that a worker will learn by helping another worker todo his job.


9/17

Off The Job Training Methods

1. Vestibule training: This training is conducted

away from the actual work floor. Here the working environment is artificial but it is

just like the actual conditions.

2. Classroom Lectures: Lecture is a means of

telling trainees something.

This involves speaking or presenting information to

large number of training usually from prepared

notes in a classroom.


10/17

Continue

3. Role Playing: It is a training method under whichparticipants assume certain roles and enact themspontaneously under classroom conditions.

This training involves action, doing and practice.

4. Case Method: This method aims to developanalytical abilities.

Here the trainee attempts to find and analyze theproblem, evaluate alternative course of action anddecide what course of action would be mostsatisfactory.


11/17

Continue

5. Management Games: This method is useful

for developing leadership skills and forfostering cooperation and teamwork.

Under this method trainees are divided intoteam representing the management ofcompetition companys.

A major problem with games is that they canbe very expensive to develop andimplementing.


12/17

Training Need Assessment

Meaning:

This involves finding answers to questionssuch as:

Whether training is needed?

If yes, where is it needed? Which Training is needed etc.


13/17

Continues.

Training need can be identified through the

following types of analysis:

1. Organizational analysis: It involves a study of the

entire organization in terms of its objectives, its

resources, the utilization of these resources, in

order to achieve stated objectives and its

interaction pattern with environment.


14/17

Continue.

2. Task or role analysis: This is a detailed

examination of a job, its components, itsvarious operation and conditions under which

it has to be performed.

The focus here is on the roles played by an

individual and the training needed to performsuch roles.


15/17

Continue.

3. Person Analysis: Here the focus is on the individual

in a given job. Firstly, Here we try to find out whether the

performance is satisfactory and training is required.

Second, The employee is capable of being trained

and the specific areas in which training is needed.

Finally, Whether poor performance on the job need

to be replaced by those who can do the job.


16/17

Summary

Training is a planned programme designed

to improve performance and to bring aboutmeasurable changes in knowledge, skills,attitude and social behaviour of employees.

Training makes employees versatile, mobile,flexible and useful to the organization.

Development is future-oriented training,focusing on the personal growth of theemployees.


17/17

Thank

Documents

Soni Training