Traning and Development 2003

8/3/2019 Traning and Development 2003

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TRAINNING AND DEVELOPMENT

Presented By:

Zain HassanSaad Khan Kakerzai

Altaf HussainNoureen FatimaSadia Muneer


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TRAINING

It is a learning process that involves

the acquisition of knowledge, sharpening

of skills, concepts, rules, or changing of

attitudes and behaviors to enhancethe performance of employees.

Training is basically:

Its not what you want in life, but its knowing how to reach it

Its not where you want to go, but its knowing how to get there

Its not the goal you set, but its what you need to achieve it


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WHY TRAINING IS ESSENTIAL?

When a performance appraisal indicates performanceimprovement is needed.

As part of succession planning to help an employee beeligible for a planned change in role in the organization.

Employee effectiveness in handling various techniques.


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TYPES OF TRAINING

ORIENTATION TRAINING:

ON THE JOB TRAINING:

Job rotation Understudy assignment

OFF THE JOB TRAINING: Class room lectures Films and videos Simulation exercise Vestibule training


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ADVANTAGES OF ON-THE-JOB

TRAINING

The trainee learns on the actual equipment and in truejob environment.

It is economical as no extra personnel and facilities arerequired.

The trainee learns the rules, regulations andprocedures by observing day-to-day working.

Suitable for teaching the knowledge and skills that canbe learnt in a short period of time.


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DISADVANTAGES OF ON-THE-JOB

TRAINING Instructions are disorganized and unsystematic and not

properly supervised.

This may be due to Inability of the experiencedemployee to provide skills to the trainee.

Breakdown of the job for the purpose of instructions.

Lack of motivation on the part of the trainee.

Low productivity if the employee is not able to fullydevelop his skills.


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ADVANTAGES OF OFF-THE-JOB

TRAINING Relaxed environment for employees to absorb more

information as they feel less under pressure to

perform. As the courses are held externally, our company would

not have added costs incurred as a result of extra

equipment or additional space.

Sending an employee on a course could help to makean employee feel more valued as they would feel as if

they are receiving quality training


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DISADVANTAGES OF OFF-THE-JOB

TRAINING

The overall cost could prove quite expensive.

(For example: Overnight stay at hotel).

The different learning speeds of individuals who areusually forced to progress at a compromise rate.


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METHODS OF TRAINING

Cognitive Method: Theoretical training

(e.g. lectures, demonstration, discussion)

Behavioral Method: Physical training

(e.g. game and simulation)


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WHY DO YOU THINK TRAINING FAILS?Training fails due to the following reasons:

The benefits of training are not clear to the top

management. The top management does not give reward to the

supervisors for conducting training.

The top management does not systematically

perform the tasks of planning and budgeting.


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WHY DO YOU THINK TRAINING FAILS?

Off-the-job training sometimes teaches techniquesor methods which are not practically implemented

in the organization Trainers provide limited counseling and

consulting services


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TIPS FOR SUCCESSFUL TRAINING

Specific training objectives should be framed.

The trainee must has the necessary intelligence,

maturity and motivation to complete the trainingprogram.

Organizational conditions should be favorable for agood learning environment.

The training program should be planned in such a waythat it is related to the trainees previous experiencesand background.


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EMPLOYEE DEVELOPMENT

Employee development is a joint, on-goingeffort on the part of an employee and the

organization for which he or she works to

upgrade the employee's knowledge, skills, and

abilities.


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TYPES OF DEVELOPMENT Support employee training programs.

There are two different types of training:

Initial training: When employee joins the organization.

Ongoing training:

Encouraging employees to meet regularly to

discuss issues and share new ideas andperspectives.

Assign mentors to junior employees


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Offer tuition reimbursement:By supporting your employees' desire to educate

themselves, you'll increase the knowledge base within

your company.

Emphasize and encourage development:

Performance appraisals and regularly scheduled

reviews are perfect occasions to set goals and discuss

expectations


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Recognize and reward employee growth:

(E.g. employee-of-the-month, innovative rewards)

Promote from within:(e.g. promotions)


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DIFFERENCE BETWEENTRAINING AND DEVELOPMENT

Focus on job.

It add value to specificthings.

Training people is helpful fora short time.

It refers to teaching of new

skill in professional field ofthe employee.

Focus on people.

It add value to every things.

Developing people is helpfulfor a lifetime.

It refers to enhancement of

personal qualities of theemployee.


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BENEFITS FROM EMPLOYEE TRAINING

AND DEVELOPMENT

Increased job satisfaction and morale among employees.

Increased employee motivation. Increased capacity to adopt new technologies andmethods.

Increased innovation in strategies and products.

Reduced employee turnover.


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THANKING NOTEThanks to our respected teacher SIR AHMED ALI MEMON

who gave us opportunity to present on this topic.

And thanks to the listening audience for our support and

patience.


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QUERRIES ..?

If you have any query feel free to ask

Documents

Traning and Development 2003