M D T Slides(unit 1)

8/14/2019 M D T Slides(unit 1)

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ManagementManagementDevelopmentDevelopment

and Trainingand Training


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Overview ofOverview of

ProcurementProcurement

Training &Training &

DevelopmentDevelopmentCompensationCompensation

IntegrationIntegration

MaintenanceMaintenance

SeparationSeparation


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TRAINING (UnitTRAINING (

Unit

1) 1)

DefinitionDefinition

FeaturesFeatures

NeedNeed

ObjectivesObjectives

BenefitsBenefits

TypesTypes

MethodsMethods

ComponentsComponents

Responsible forResponsible forTrainingTraining


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Knowledge (K)Knowledge (K)

Skills (S)Skills (S)

Attitude (A)Attitude (A)

Combination of KSAs (Competencies)Combination of KSAs (Competencies)


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TRAININGTRAININGIt is a learning process that involves theIt is a learning process that involves the acquisition of knowledgeacquisition of knowledge

sharpening of skillssharpening of skills

changes of attitude or behaviorchanges of attitude or behavior

to enhance the performance of employees.to enhance the performance of employees.

Training is about knowing where you standTraining is about knowing where you stand

( no matter how good or bad the current( no matter how good or bad the current

situation looks) at present, and wheresituation looks) at present, and where

you will be after some point of time.you will be after some point of time.


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As we live & work in the world of knowledgeAs we live & work in the world of knowledge

& skills, every human activity need up-to-& skills, every human activity need up-to-date knowledge & required skills to performdate knowledge & required skills to perform

it.it.

A successful training programme improvesA successful training programme improves

the performance of an employee which inthe performance of an employee which in

turn enhances organizational performanceturn enhances organizational performance


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DefinitionDefinition Training is an organized procedure byTraining is an organized procedure by

which people learn knowledge and skillswhich people learn knowledge and skillsfor a definite purpose.for a definite purpose.

Dale S BeachDale S Beach

Training is a process which enables theTraining is a process which enables the

trainees to achieve the goals andtrainees to achieve the goals andobjectives of their organizations.objectives of their organizations.

Chowdhry D.PChowdhry D.P


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Features ofFeatures of

TrainingTraining Increases knowledge and skills for doingIncreases knowledge and skills for doinga job.a job.

Bridges the gap between job needs andBridges the gap between job needs and

employee skills.employee skills.

Short term activity designed essentiallyShort term activity designed essentially

for operatives.for operatives.


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When does demandWhen does demand

of training increaseof training increaseEnhancement of technology due toEnhancement of technology due to

change in taste of consumerchange in taste of consumer

Change in nature of jobChange in nature of job

Change in method of product developmentChange in method of product development

Growth of organizationGrowth of organization


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OtherOther

reasonsreasons Installation of new equipmentInstallation of new equipmentA change in working method or productsA change in working method or products

A realization that performance is inadequateA realization that performance is inadequate

A desire to reduce the amount of scrap & toA desire to reduce the amount of scrap & to

improve qualityimprove quality

An increase in number of accidentsAn increase in number of accidents

Promotion or transfer of employeePromotion or transfer of employee


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Need of TrainingNeed of Training To unfold the skills hidden inTo unfold the skills hidden in

the employees and providethe employees and provide

them with new skills requiredthem with new skills required

for discharging their functionsfor discharging their functions

more effectively and efficiently.more effectively and efficiently.

Training need =Trainingneed =Standard performance ActualStandard performance Actual

performanceperformance

h


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WhyWhy

Training.???Training.???1.1. No one is perfect fit at the time of hiring &No one is perfect fit at the time of hiring &some training must take place.some training must take place.2. Planned training programme will return2. Planned training programme will return

values to the organization in terms of:values to the organization in terms of:Increased productivityIncreased productivity

Reduced costReduced cost

MoraleMorale

3. Helps them achieve better co-operation3. Helps them achieve better co-operation


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4.4. Reduce SupervisionReduce Supervision

5. Reduces wastages & spoilage5. Reduces wastages & spoilage

6. Improve quality6. Improve quality

7.7.Difference between efficient andDifference between efficient andinefficient employeesinefficient employees

T f

T f


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Types ofTypes of

TrainingTrainingTYPES

Orientation

Training

Refresher

Training

Apprenticeship

Training

Vestibule

Training


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Orientation/InductioOrientation/Inductio

n trainingn training Induction is the process of receiving &Induction is the process of receiving &welcoming an employee when he first join awelcoming an employee when he first join a

company & giving him the basic information hecompany & giving him the basic information he

needs to settle down quickly & start work.needs to settle down quickly & start work.ArmstrongArmstrong

It is a process by which a new employee is fullyIt is a process by which a new employee is fully

introduced to the practices, policies, purpose ofintroduced to the practices, policies, purpose of

the organizationthe organization

B i P fB i P

f


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Basic Purpose ofBasic Purpose of

InductionInductionIs to communicate specificIs to communicate specific job requirement to the job requirement to the

employee, put him at easeemployee, put him at ease& make him feel confident& make him feel confident

about his abilities.about his abilities.


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ObjectivesObjectives

1. Remove fears1. Remove fears

2. Create a good impression2. Create a good impression

3. Acts as a valuable source3. Acts as a valuable source

of informationof information

S f d i

St f I d ti


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Steps of InductionSteps of Induction

trainingtraining1. Welcome to the organization1. Welcome to the organization

2. Explain about the company2. Explain about the company

3. Show the location/department where the3. Show the location/department where the

new recruit will work.new recruit will work.

Items to be covered inItems to be covered in


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Items to be covered inItems to be covered inan effective Inductionan effective Induction

ProgrammeProgrammeIntroduction to the company/departmentIntroduction to the company/departmentLayout of the buildings (factory/offices)Layout of the buildings (factory/offices)

Terms & conditions of employment (explainTerms & conditions of employment (explainthe contract of employment)the contract of employment)

Relevant personnel policiesRelevant personnel policies

Business rules & proceduresBusiness rules & procedures

Arrangement for employee involvement &Arrangement for employee involvement &communicationcommunication

Welfare & employee benefits or facilitiesWelfare & employee benefits or facilities

A ti hiApp

renticeship


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ApprenticeshipApprenticeship

TrainingTraining In this training, trainees spend aIn this training, trainees spend aprescribed amount of time workingprescribed amount of time workingwith an experienced guide, coach orwith an experienced guide, coach or

trainer.trainer.oror

The trainees work under the directThe trainees work under the direct

supervision of experts.supervision of experts. The trainer provide actual workThe trainer provide actual work

experience to trainee, impartingexperience to trainee, impartingknowledge & skills while working.knowledge & skills while working.


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THE PRINCIPLE OFTHE PRINCIPLE OF

THIS TRAINING ISTHIS TRAINING ISLEARNING BYLEARNING BY

DOINGDOING


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Refresher TrainingRefresher Training

Rapid changes in technology mayRapid changes in technology mayforce companies to go in for thisforce companies to go in for thiskind of trainingkind of training

Company may keep its employeesCompany may keep its employeesup-to-date & ready to take onup-to-date & ready to take onemerging challenges.emerging challenges.

Due to technologicalDue to technologicaladvancement, the need ofadvancement, the need of

updating their skills increases toupdating their skills increases tocompete with organizationscompete with organizations..


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Vestibule trainingVestibule trainingThis training involves the creation of aThis training involves the creation of aseparate training centre within the plantseparate training centre within the plantitself for the purpose of providingitself for the purpose of providingtraining to the new employees.training to the new employees.

This method provides opportunity for theThis method provides opportunity for thenew employee to concentrate on thenew employee to concentrate on the

working of the machine, rather, onworking of the machine, rather, onproduction.production.

Components ofComp

onents of


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Components ofComponents of

trainingtrainingComponents of training includes:Components of training includes:

ALL THAT MAKE-UP AALL THAT MAKE-UP ATRAINING PROGRAMME.TRAINING PROGRAMME.

Important components are-Important components are-


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Components

DifferentMethods

Of training

Venue&

the durationof training

TrainingMaterial

Trained&

ProfessionalTrainer

WillingTrainee

Training

Policy

Top MngtSupport

Methods ofMethods of


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Methods ofMethods of

TrainingTrainingMethods

CognitiveTraining

BehavioralTraining


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Cognitive methodCognitive method

1.1.Lecture MethodLecture Method

2.2.DemonstrationDemonstration3.3.DiscussionsDiscussions


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Lecture MethodLecture Method

It is one of the oldest method of training.It is one of the oldest method of training.

Lecture is given to enhance the knowledge ofLecture is given to enhance the knowledge of

listener or to give him the theoretical aspectlistener or to give him the theoretical aspectof a topic.of a topic.

Lecture method is used to createLecture method is used to create

understanding of a topic or to influenceunderstanding of a topic or to influencebehavior, attitude through lecture.behavior, attitude through lecture.

The printed or videoThe printed or video


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The printed or videoThe printed or video

lecture is morelecture is more

effective because theyeffective because they

can be studied in morecan be studied in moredepth & retained todepth & retained to

refresh learning overrefresh learning overtimetime

Making LectureMaking

Lecture


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Making LectureMaking Lecture

Method effectiveMethod effective

WordPad

Document

1.1. L.M can be improved byL.M can be improved by

encouraging the audienceencouraging the audienceto take note.to take note.

2.2.The review & regularThe review & regularsummarizing heighten thesummarizing heighten the

effectiveness of L.M.effectiveness of L.M.


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DemonstrationDemonstrationA demonstration is a visual display ofA demonstration is a visual display of

how to do something or howhow to do something or how

something works.something works.

To be effective demonstration shouldTo be effective demonstration should

be accompanied by a lecture &be accompanied by a lecture &preferably by a discussionpreferably by a discussion

o ow ng steps ncreaseso ow ng

s eps ncreases


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o ow ng steps ncreaseso ow ng s eps ncreasesthe value of thethe value of the

demonstrationdemonstration1.1.Ask the trainee to talk through theAsk the trainee to talk through the

task before actually doing it.task before actually doing it.

2. Give the trainee the opportunity to2. Give the trainee the opportunity todo the task & describe what he isdo the task & describe what he isdoing & why.doing & why.

3. Provide feedback3. Provide feedback4. Let the learner practice4. Let the learner practice


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DiscussionsDiscussionsDiscussion method provides a two way flow ofDiscussion method provides a two way flow of

communication, knowledge is communicatedcommunication, knowledge is communicatedfrom the trainer to trainees & understandingfrom the trainer to trainees & understandingis conveyed by trainees back to the trainer.is conveyed by trainees back to the trainer.

Discussion help in developing conceptualDiscussion help in developing conceptualknowledge, reducing dogmatism & modifyingknowledge, reducing dogmatism & modifyingattitudes.attitudes.

Discussion allow the trainee to be activelyDiscussion allow the trainee to be activelyengaged in the content of the lectureengaged in the content of the lecture

BehavioralBehavioral


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BehavioralBehavioral

MethodMethod1.1.Role PlayRole Play

2.2.Case StudyCase Study3.3.In Basket TechniqueIn Basket Technique

4.4.Business GamesBusiness Games


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Role PlayRole Play

- Role play can be defined as a method ofRole play can be defined as a method of

human interaction that involves realistichuman interaction that involves realistic

behavior in imaginary situation.behavior in imaginary situation.

- Role play are sometime called skillRole play are sometime called skill

practices, bcoz it provides trainees withpractices, bcoz it provides trainees with

the opportunity to apply new skills inthe opportunity to apply new skills insafe environment.safe environment.


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Role play helps in..Role play helps in..

1.1. Developing interpersonalDeveloping interpersonal

skills & communicationskills & communication

skillsskills

2.2. Conflict resolutionConflict resolution

3.3. Group Decision makingGroup Decision making


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Types of Role PlayTypes of Role Play

Role Play

Structured

Role Play

Single

Role Play

Multiple

Role Play

Role

Rotation

dC S d


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Case StudyCase Study

Case Study is an indepthCase Study is an indepthdescription of a particular situationdescription of a particular situationan employee might encounter onan employee might encounter on

the job.the job.

The objective of case study is toThe objective of case study is to

get trainees to apply knownget trainees to apply knownconcepts(declarative knowledge)concepts(declarative knowledge)& principles to discover new ones& principles to discover new ones

Procedure of CaseProcedure of Case


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Procedure of CaseProcedure of Case

StudyStudy

1.1. The trainee is given with some written material, &The trainee is given with some written material, &some complex situations of a real or imaginarysome complex situations of a real or imaginaryorganization.organization.

2.2.A series of questions usually appears at the endA series of questions usually appears at the end

of case study.of case study.3.3. The longer case study provide enough of theThe longer case study provide enough of the

information to be examined while shorter onesinformation to be examined while shorter onesrequire the trainee to explore & conduct researchrequire the trainee to explore & conduct researchto gather appropriate amount of information.to gather appropriate amount of information.


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4.4. The trainee then makes certain judgmentThe trainee then makes certain judgmentand opinion about the case by identifying &and opinion about the case by identifying &

giving possible solution to the problem.giving possible solution to the problem.5. In between the trainees are given time to5. In between the trainees are given time to

digest the information. If there is enoughdigest the information. If there is enoughtime left, they are also allowed to collecttime left, they are also allowed to collect

relevant information that supports theirrelevant information that supports theirsolution.solution.

6. Once the individuals reach the solution of a6. Once the individuals reach the solution of aproblem, they meet in small group to discussproblem, they meet in small group to discuss

the options, solution generated.the options, solution generated.7. Then, the trainee meets the trainer, who7. Then, the trainee meets the trainer, who

further discuss the case.further discuss the case.

Case Study focusesCase Study

focuses


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Case Study focusesCase Studyfocuses

onon....Building decision making skillsBuilding decision making skills

Assessing & developing KSAsAssessing & developing KSAs

Developing communication &Developing communication &interpersonal skillsinterpersonal skills

Developing management skillsDeveloping management skills

Developing Procedural & strategicDeveloping Procedural & strategicknowledge.knowledge.

In BasketIn Basket


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In BasketIn Basket

TechniquesTechniquesIn this method where the traineeIn this method where the trainee

is required to examine ais required to examine a

basketful of papers & filesbasketful of papers & filesrelating to his areas & makerelating to his areas & make

recommendations on problemrecommendations on problem

contained therein.contained therein.

B i GB i G


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Business GamesBusiness Games

In this method, trainees are provided withIn this method, trainees are provided with

information describing a situation & are asked toinformation describing a situation & are asked to

make decision about what to do.make decision about what to do.

The system then provides feedback about theThe system then provides feedback about the

impact of their decisions & they are asked toimpact of their decisions & they are asked to

make another decision.make another decision.

It emphasizes a functional linkage betweenIt emphasizes a functional linkage between

theory & practice.theory & practice.

Business Games aims toBusiness Games aims toh th t ih th t i


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enhance the traineesenhance the trainees

understanding of:understanding of:

Typical organizational problemTypical organizational problem

The problem of working in aThe problem of working in ateamteam

The problem of organizationalThe problem of organizational

policy & decision makingpolicy & decision making

Job Instruction

Job Instruction


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Job InstructionJ

TechniqueTechniqueIt uses behavioral strategy with aIt uses behavioral strategy with a

focus on skill development, butfocus on skill development, but

some factual & proceduralsome factual & procedural

knowledge objectives are usuallyknowledge objectives are usuallyinvolved as well.involved as well.

Responsible for

Responsible for


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pp

TrainingTrainingTop ManagementTop Management Frames the training Frames the trainingpolicypolicy

HR DeptHR Dept. - plans, establishes and evaluates. - plans, establishes and evaluates

SupervisorsSupervisors implement and apply implement and applydevelopment proceduredevelopment procedure

EmployeesEmployees provide feedback and provide feedback andsuggestionssuggestions

Purpose of trainingPurp

ose of training


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p gp g

programmeprogramme1.1. Improving employee performanceImproving employee performance--

AsAs it bridges the gap between the actual andit bridges the gap between the actual andexpected performance of the employees.expected performance of the employees.

2. Updating employee skills-to2. Updating employee skills-to adopt anyadopt anytechnological advances.technological advances.

3 Retaining and motivating employees3 Retaining and motivating employees


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3. Retaining and motivating employees3. Retaining and motivating employees

4. Creating an efficient and effective4. Creating an efficient and effectiveorganizationorganization

5. It helps organization to absorb changes5. It helps organization to absorb changes

taking place in the environment and reducetaking place in the environment and reduceresistance to change.resistance to change.

6 Training increases the productivity and6 Training increases the productivity and


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6. Training increases the productivity and6. Training increases the productivity and

level of performance of employees.level of performance of employees.

7. It aims to improve the quality of task.7. It aims to improve the quality of task.

8. To train employees in a particular8. To train employees in a particular

culture of the company.culture of the company.

OBJECTIVES

OBJECTIVES


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OBJECTIVESOBJECTIVES To train the employees in the companiesTo train the employees in the companiescultureculture

To initiate personnel growth andTo initiate personnel growth and

developmentdevelopment

To prepare employees for higher level tasksTo prepare employees for higher level tasks

To ensure smooth and efficient working of aTo ensure smooth and efficient working of adepartmentdepartment

BENEFITSBENEFITS


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BENEFITSBENEFITS

To the individuals To the organization

To the organizationTo the org

anization


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To the organizationTo the organization

Helps create a better corporate imageHelps create a better corporate image

Profit orientationProfit orientation

Aids in increasing productivity and/or Aids in increasing productivity and/or

quality of workquality of work

Improves labour-management relationsImproves labour-management relations

To the individualsTo the individuals


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To the individualsTo the individualsIncreases job satisfactionIncreases job satisfaction

Helps eliminate fear in attemptingHelps eliminate fear in attempting

new tasksnew tasks

Helps a person develop speakingHelps a person develop speaking

and learning skills; also writing skillsand learning skills; also writing skills

Helps the individuals in makingHelps the individuals in making

better decisions and effectivebetter decisions and effective

problem solvingproblem solving


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Documents

M D T Slides(unit 1)