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Training & Development
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Different types of inputs for T & D
1. Skills / 0%g%# ,otor skills# learning to operate,a hine $ e
!ipment# Interpersonal skills listening# pers!ading# empathy et
%3
. !ducation" Development / e%g%# Theoreti al
on epts# knowledge abo!t b!siness environment#management prin
iples & te hni !es# et %#. !t$ics / i% 0thi s orrespond to the
basi h!manneeds% )ll of !s want others to be ethi al in personal
&
b!siness dealings% ii3% 0thi s & 4al!es reateredibility with
p!bli % )n orgn%# per eived to beethi al# will be respe ted by
p!bli % iii3 0thi al ,gmt%has higher redibility with employees%
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Different types of inputs for T & D
#. !t$ics 6 ontd%/ iv3 0thi al attit!des help ,gmt%
make better de isions in the interest of p!bli #employees &
for itself# - in long term% v3 ) resear h paper presented in
alifornia ,anagement +eviewshows that ompanies# having on ern for
ethi al
pra ti es also tend to show high growth & profits%
vi37ometimes# 8ovt% & 9aw fail to prote t the so iety# b!t0thi
s an% 0mployees" interest is better prote ted byethi ally ons io!s
,gmt%# than by a plethora of 9abo!r) ts%
%. Attitudinal c$anges '. Decision making & pro(lem solving
skills ). *ompany Policies & Procedures
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elp team members know ea hother To tea h leadership styles0ffe
tive listening & talkingTo test ability to plan ahead0?er ises
for ollaborative efforts
To tea h pl!rality of views+ole play with predeterminedobje
tives
Tec$ni ues Description
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Important Te hni !es of Training6 ontd
7hadowing
A!tward-bo!nd training9ateral thinking
9earning by wat hing &working !nder a senior )dvent!re
sports for team
Thinking randomly toome !p with new ideas
Tec$ni ues Descriptions
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The Training *ro ess
1. +rganisational +(-ectives & Strategies / o%"s b!siness
9evel of !ality of o%"s
prod! t$ servi e o%"s f!t!re plans$ strategies 3
. Assessment of training needs 0met$ods*ersonnel$ skills
inventories *)7
Arganisational limate s!rvey Eork sampling
0?it interview Interview# !estionnaire
!stomer s!rvey data )ttit!de s!rvey et %
Te hnologi al hanges
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The Training *ro ess6 ontd%
#. Training & Development goals / tangible#meas!rable6 0asy
where skills- training is involved#e%g%# :C words$min% typing speed
after training%=ehavio!ral obje tives like attit!dinal hanges an
bemore diffi !lt to state%
%. Designing Trg. & Dev. Programme /Trainees Trainers
,ethods$ te hni !es/ on-the-job$off-the-job# level of training as
per the level of
parti ipants# *rin iples of learning/ parti ipant-motivation# re
ognition of individ!al differen es inability# pra ti e opport!nity#
reinfor ement# feedba k to
parti ipants# s hed!les of learning# meaningf!lness ofmaterial#
transfer of learning to the job%
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The Training *ro ess6 ontd%'. 2mplementation of Training
Programme /de iding lo ation# ond! ting programme# monitoringthe
progress of parti ipants3). !valuation of Training Programme
03irkpatrick4s
model /
3irkpatrick4s %,level frame5ork of evaluation
9evel 1/ +ea tions FTrainee-7atisfa tion
9evel 2/9earning F a !isition of knowledge# skill et %
9evel / =ehavio!r F =etter work behavio!r
9evel ./ +es!lts F =!siness res!lts a hieved bytrainees%
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6arriers for effective training
9a k of ,gmt% ommitment $low b!dget for Trg%9arge s ale poa hing
of trained employees
Inade !ate tie-!p between =-s hools & Ind!stry9a k of 9abo!r
!nion"s ommitment$sin erity totrain fellow workers
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,aking Training & Dev% 0ffe tive
,gmt% ommitment$ ade !ate b!dget allo ation%onsider 9earning as
one of the G!ndamental 4al!e &*hilosophy for the Argn%0ns!re
mat hing organisational & individ!al training
needs%,otivational needs for training=etter system to eval!ate
Trg% *rogramme%
