Training and Excutive Development

8/6/2019 Training and Excutive Development

1/25


2/25

` JOB INSTRUCTION TRAININGJOB INSTRUCTION TRAINING:

(i) Trainee receives an overview of the job

(ii) The trainer demonstrates the job

(iii) The trainee copies & masters it as well.

(iv) Job operations are simple, easy to explain &

being demonstrated easily.


3/25

` COACHING:COACHING:

(i) Kind of daily training & feedback given toemployees by the immediate supervisor.

(ii) Supervisor explains things & answers questions


4/25

` MENTORINGMENTORING:

Helps an employee to attainpsychological maturity &

effectiveness & get integrated

within the organization

Mentors should listen and

understand, challenge and

stimulate learning, coach,build self confidence, wise counsel,

act as a role model, shares experiences.


5/25

` JOB ROTATIONJOB ROTATION:

Job rotation is to provide movement from one job to

another. It relieves boredom. It builds rapport with other individuals in

organization. Cross trained personnel offer great

amount of flexibility for organizationwhen transfer, promotions or replacementbecome inevitable.

Improves & participates job skills, opportunities tonetwork within the organization, faster promotions &

higher salaries. Increased work loads, stress anxiety, development

costs.


6/25

` APPRENTICESHIP TRAININGAPPRENTICESHIP TRAINING:

They are trainees who spend a prescribed amount

of time working with an experienced guide or

trainer.


7/25

` COMMITTEE ASSIGNMENTSCOMMITTEE ASSIGNMENTS:

1. Trainees asked to solve actualorganizational problem.

2. Trainees work together & offer solution.

3. Gives employees broadcasting experience &

can help them to understand the personalities,

issues & processes governing organizations.


8/25


9/25

` VERTIBULE TRAININGVERTIBULE TRAINING:

1. Actual work conditions are stimulated in a classroom. Materials, files & equipments those that

are used in actual job performance are also

used in training.

2. Training personnel for clerical & semi- skilled

job.


10/25

` ROLE PLAYINGROLE PLAYING:

1. Human interaction that involves realisticbehavior in imaginary solution.

2. It involves action, doing & practice.

3. Used for developing inter personnel interactions

& relations.


11/25

` LECTURE METHODLECTURE METHOD:

1. Direct method of instruction.

2. Cost & time involved are reduced.


12/25

` CONFERENCE/ DISCUSSION APPROACH:CONFERENCE/ DISCUSSION APPROACH:

1. Trainer delivers a lecture & involves the trainee

in discussion so that his doubts about the job get

clarified.

2. Uses audio visual aids like blackboards, slides,

video or audio tapes.


13/25

` PROGRAMMED INSTRUCTION:PROGRAMMED INSTRUCTION:

Subject matter to be learned is presented in aseries of carefully planned sequential units that

are arranged from simple to more complex-levels

of instruction.


14/25

` Any attempt to obtain information on the effort of

training performance and to access the value of

training in the light of that information.

` Evaluation helps in controlling & correcting the

training programmed.


15/25


16/25

` REACTIONSREACTIONS:

Trainees reaction to the overall

usefulness of the training including the

coverage of topics, method of presentation,

techniques used to clarify things, effectiveness

of program.

` LEARNING:

Quantity of content learned & time in which it is

learned & learners ability to

use or apply the content

learned.


17/25

` JOB BEHAVIOURJOB BEHAVIOUR:

Manner & extent to which thetrainee has applied his learning to

his job.

` ORGANIZATION:Measures the use of training,

learning & change in the job

behavior of the department or

organization in the form ofincreased productivity, quality,

morals, sales turnover etc.


18/25

` ULTIMATE VALUE:ULTIMATE VALUE:

Ultimate result of contribution of the trainingprogramme to the company goals, individual goals

and social goals.


19/25

` QuestionnaireQuestionnaire: Used to obtain opinions, reactions,views of trainees.

` TestsTests: Check of trainees have

learnt anything.

` StudiesStudies: Studies could becarried out directing the opinions & judgments oftrainers, superiors & peer groups about the training.

` InterviewsInterviews: To find usefulness oftraining offered.


20/25

` Human Resource FactorsHuman Resource Factors:

Evaluated on basis of employee satisfaction

` Cost Benefit AnalysisCost Benefit Analysis: Cost of

training could be compared

with its value.

` FeedbackFeedback: Training evaluation information should

be provided to the instructors, trainee and other

parties concerned

for control, correction andimportant of trainees activities.


21/25

` It is a planned, systematic and continuous process oflearning and growth by which managers develop theirconceptual and analytical abilities to manage.

` It is not a one-shot deal, but a continuous ongoing

activity.` It aims at improving the total personality.

` It aims at meeting future needs.

` It is a long term process.

`

It is proactive in nature as it focuses attention on thepresent as well as future requirements of both theindividual and the organization.


22/25


23/25


24/25

TRAINING ITEM DEVELOPMENT

Learning specific behaviors and

actions; demonstrate

techniques and processes.

Short term.

Tries to improve a specific skill

relating to a job (mostly

technical and mechanical).

Meet current requirements of a

job; aims at improving

employee performance on a

currently held job.

Performance appraisals, cost-

benefit analysis, passing tests

or certification.

Focus

Time Frame

Process

Goal

Effectivenes

s Measures

Understand & interpret knowledge;

Develop judgment; Expand capacities

for varied assignments.

Long Term.

Aims at improving the total personality

of an individual(largely analytical &

conceptual abilities).

Meet future challenges of the job and

the individual; aims at providing

learning opportunities designed to help

employees grow.

Qualified people available when

needed, promotion from within

possible, HR- based competitive

advantage.


25/25

` Helps managers to acquire knowledge, skills &

abilities required to grapple with complex changes in

environment, technology or process.` Help executives to realize their own career goals &

aspirations in a planned way.

` Become more useful, versatile & productive as they

handle various jobs of difficulty.

` Helps managers to broader their outlook.

` Special courses, projects, assignments, job rotation,

etc help managers to discharge their duties without

rubbing people the wrong way.

Documents

Training and Excutive Development