Employee training and mdp

.Points to be discussed in the lecture sessions.

Concept and purpose of training.

Assessing training needs and areas of training.

Understanding Training Methods.

Evaluation of the training program.

Training and Development.

Understanding the concept of Management Development . And methods.

Evaluating the effectiveness of MDP.

EMPLOYEE TRAINING AND MANAGEMENT DEVELOPMENT

TRAINING is the systematic development of the knowledge , skills and attitudes required by an individual to perform adequately a given task or job( M Armstrong)

………….Training is the act of increasing knowledge and skill of an employee for doing a particular job.

…………Objectives of training: Improving performance, updating employee skills, Avoiding Managerial Obsolescence, Promotion and succession, retaining and motivating employees, create an efficient organization.

The areas of training

Company Policies and procedures

Skill based training

Human relations training.

Problem solving training

Managerial

and

supervisor

training

How to assess training needs?Determining the organizational Goals.Prioritizing the tasks in meeting these goals.Determining the skills required by the employees.Identifying deficiencies in the skill and knowledge levels of the employees

Importance of Learning experience while training.

Motivation

Participation

Feedback.

Repetition.

Application.

.

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Time factor

cost effectiveness

Organizational Culture

Learning principles

content of the program

Appropriateness of the facilities,

employee preferences and capabilities

Factors affecting the choice of methods:

On the Job training.

METHODS OF TRAINING

Off the job training.

Job Instruction Job Rotation

Apprentice ship & coaching

Committee Assignments.

Classroom Simulation Programmed Exercises InstructionsLectures

Case Study Experiential Exercises Computer Vestibule Role

Modelling training Playing

STEPS IN THE EVALUATION OF TRAINING.

Setting Evaluation Criteria.

Assessing the Knowledge

prior to training.

Trained or developed workers.

Assessing the knowledge after training.

Transfer to the job

Follow-up Studies.

Evaluating a management Development Program.

Cost Benefit Analysis.

Gap analysis.

Kirkpatrick’s Four level : Response, Learning, Performance, Results.

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