Hrm - Training & Development1.Pptx 5th Sem

7/27/2019 Hrm - Training & Development1.Pptx 5th Sem

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Presented By:

Sujaya Thapa

KVC V Sem


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Acc to Decenzo & Robbins, Training is alearning experience in that it seeks a relativelypermanent change in an individual that will

improve his or her ability to perform on thejob.

Its Objectives are:

To remove performance deficiencies

To increase commitment at work

To adopt with new technologies

To improve work efficiency & productivity


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Improves Productivity Increases knowledge & skills of employees leads to

higher productivity

Less Supervision Well trained employee is self-reliant in his work.

Filling manpower needs

Employees are capable of occupying vacancies at

higher level. Quick learning

Qualified trainer help employee to acquireknowledge immediately.


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1. Establishing a need analysis

2. Developing Training Programs & Manuals

3. Deliver the Training Program

4. Evaluate the training Program


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A. On the Job Training Methods

Also known as Learning by Doing

Employees are placed in a new job & told how it is to

be performed It aims at developing skills & habits similar with

existing practice of an organization

It is appropriate for training skill oriented jobs with

small number of employees It is suitable for clerical jobs, sales etc i.e. unskilled &

semi-skilled jobs


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1. Apprenticeship It is a system of training practitioners of structured

competency based on skills.

Used for crafts, trades & in technical areas

For e.g. Mechanist, tool-maker, carpenters, jewelers,electricians

2. Internship

It provides practical & theoretical knowledge &experience to candidates.

It helps in knowing the real world situations

Participants of vocational, technical & professionalcourses go through internship training.


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3. Job Instruction Training (JIT) Preparing supervisors to train trainees

It requires skilled trainers, extensive job analysis,training schedules, prior assessment of trainees job

knowledge. This techniques include 4 stages

A. Selection of trainer & trainees

B. Explaining about different facets of the job to trainee

C. Undertaking trial performance under supervision oftrainer

D. Giving feedback by trainer to the trainee


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B. Off-the Job Training

Training program conducted outside real jobsituations

Programs could take place either in firms owntraining place away from workplace or in otherschools, colleges etc.


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1. Lecture Discusses theoretical aspects of job related

information's

2. Conference Method Participants pool their ideas & experience to meet the

solutions of the problem

3. Case Study

Its a simulation practice where trainee used theirknowledge & experience to solve realistic problems


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4. Videotapes & films It provides live work situations

5. Computer-assisted instructions

It helps to identify trainees accuracy, speed

6. Demonstrations

Demonstrator shows trainee that how to dosomething

7. Simulation & Games Technique that duplicate as possible the actual

conditions


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Management development is a systematicprocess of training & growth by whichindividuals gain & apply knowledge, skills,

insights & attitudes to manage workefficiently.

It is future oriented & more concerned witheducation.


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1. Planning involves prioritizing what area to develop and

planning how to do this

2. Doing

involves practicing practice your personal andprofessional knowledge, skills and attributes ineveryday life

3. Reviewing

involves thinking about how good you were in practiceand what you think you could improve.


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A. On the Job Methods of MD

This methods of MD are developed & conductedformally with the help of training experts

Its Merits are: Candidate learns job in actual work place

Candidate can demonstrate his potential qualitiesindependently

Its Demerits are: Its costly & time consuming


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1. Coaching

It is done by the immediate supervisor & frequentlymonitors & guide the trainee

Helps supervisor to make succession planning of aparticular employee for future need

2. Job rotation

Moving people from one job to another to broaden

their experience. It helps manager in identifying responsibilities, skills,

required to perform different jobs.


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3. Understudy assignment It helps understudy learn of total jobs of his/her

boss in short period of time.

Learning under supervision without promoting thesub-ordinates.

4. Committee Assignments

Lower & middle managers with future possibilities

are invited. Top management give opportunities to share their

ideas & suggestions for future plans


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B. Off-the Job Method of MD

This method overcomes the limitations of On-the jobmethod of MD

Its Merits are: Useful to develop self-insight in managers to take more

responsibilities

Easy transfer of knowledge & skills

Its Demerits are: Many parts of learning might not be used in real job

situation & negative behavior of could be learned


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1. Lecture/Seminar Lectures are oral communication of information to

managers by instructors which helps in developingconceptual, analytical skills.

Seminar are formal presentation of papers by experts tosmall groups.

2. Management Games

A game where team of groups compete against each otherto achieve common objective.

Trainees asked to make production, cost strategies


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3. Special Courses

Courses run by the management institutes sum upwith common level of knowledge

4. Transactional Analysis Helps manager to identify their ego & understand

their behavior


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Training programs should be periodicallyevaluated to determine its effectiveness.

Its Objectives are:

To determine ability of the participants to perform jobthey were trained

To identify specific nature of training deficiencies

To determine whether trainee require additional

training To know overall cost-benefit situation


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Reaction of the participants

Changes in participants knowledge & skills

Changes in participants attitude

Changes in job performance

Organizational performance


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Test-retest method

Studying the expectations at the beginning oftraining & reaction at the end

Pre-post performance method Participants are rated before & after training

Experimental-control group method

Control groups with no clear instructions &

experimental group with clear instructions Used to evaluate differences in knowledge, skill &

intelligence

Documents

Hrm - Training & Development1.Pptx 5th Sem