RTI, Jammu1 Employee Training and Career Development Presentation by: RTI, Jammu

RTI, Jammu 1

Employee Training and Career Development

Presentation by:

RTI, Jammu

RTI, Jammu 2

Session Overview

Why is training important?

What is the purpose of training?

What are principles of training?

What are different methods for training employees

How to determine training needs?

How to verify effectiveness of training

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Learning Objective

By the end of the session, the learner will be able to state the need for employee training as also the different methods of training individuals. In addition he will be able to state the various stages of career development.

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Basic Concepts

Training is a learning experience It seeks a relatively permanent change in an individual that will improve his ability to perform on the job. Training can involve the changing of skills, knowledge, attitudes, or social behaviour.

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Basic purposes of training

To increase productivity

To improve quality

To help an organization fulfill its future personnel needs

To improve Organizational climate

To improve Health and Safety

Obsolescence prevention

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Principles of training

A training programme should be prepared with due thought and care and it should serve the purposes of the organization as well as the needs of the employees.

Trainees tend to be most responsive to training programmes when they feel the need to learn.

Learning is more effective when there is reinforcement in the form of rewards and punishments.

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Training and learning

Training is an organized procedure by which people learn knowledge and acquire the skills they need for a definite purpose. . Training is rooted in the learning process; and learning is that human process by which skills, knowledge, habits and attitudes are acquired and utilized in such a way that behaviour is modified. Training causes learning, a process that takes place within the trainee.

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Theories of learning

Two major theories:1. Cognitive view2. Environmental perspective

Social-learning theory- a blend of both.This theory acknowledges that we can learn by observing what happens to other people .

Role of models

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Role of Models

Attention process;

Retention process;

Motor reproduction process;

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Principles of learning

Learning is enhanced when the learner is motivated.

Learning requires feedback

Reinforcement increases the likelihood that a learned behaviour will be repeated

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Principles of learning

Practice increases a learner’s performance

Learning begins rapidly, then plateaus.

Learning must be transferable to the job.

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How to determine training needs?

Management to answer following four questions:

(1)   What are the organization’s goals? (2)   What tasks must be completed to

achieve these goals? (3)   What behaviors are necessary for

each job incumbent to complete his assigned tasks?

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How to determine training needs?

(4)   What deficiencies, if any, do incumbents have in the skills, knowledge, or attitudes required to perform the necessary behaviors?

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Training methods

On the job

Off the job

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On-the job training

Learning by doing

Most common method “Apprenticeship programme”

Drawbacks:

1. Low productivity

2.Errors made by trainees while learning

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Off the job training

Class room lectures

Films

Simulation exercises

a)Case studies

b)Experimental exercises

c)Complex computer modeling

d)Vestibule training

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How to evaluate effectiveness of training?

Test-retest method

Pre-post performance method

Experimental control method

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Methods for developing managers

On the job developmentCoaching

Under-study assignments

Job rotation

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Methods for developing managers

Off the job developmentFormal lecture courses

Simulation exercises

Simulated decision games

Role play

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Career Development

Career can be defined as a sequence of positions occupied by a person during the course of a lifetime. Concept as relevant to unskilled workers as it is to engineers or doctors. The word career does not imply advancement, success or failure. An organization must have an effective career development programme so that its effectiveness in managing its human resources increases

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Effective career development programme

Assures that needed talent will be available.

Improves the organisation’s ability to attract and retain high talented personnel.

Reduces employee frustration

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Career stages

Exploration

Establishment

Mid-career

Late-career

Decline

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What should organizations do for effective career development ?

Challenging initial jobs

Dissemination of career option information

Career counseling

Continuing education and training

Periodic job changes

Sabbaticals

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What should individuals do for their career development?

Engage in self assessment by adopting following three-step approach:

1.    1. Identify and organize your skills, interests, work-related needs, and values.

2.    2.  Convert these inventories into general career fields and specific job goals.3.Test these possibilities against the realities of the organization