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Slide 1: 

Tr. Is important not only for organization but for the employees. For employee, greater job Security and opportunity for advancement. A skill acquired through training is an asset for the organization and the employee. The need for training arises because of following reasons: Changing technology. Quality Conscious customers Greater Productivity. Stable workforce. Increased Safety. Better management. Need of the Training :

Definition of Training : 

Definition of Training Training is an organized activity for increasing the knowledge and skills of the people for a definite purpose. Trainee acquire technical knowledge ,skills and problem solving ability by undergoing the training program. Training is the act of increasing the knowledge , skills of an employee for doing a particular job.( Edwin Flippo)

Slide 3: 

Its purpose is to achieve a change in the behavior of those trained and to enable them to do their jobs better. The training program should attempt to bring about positive changes in the 1. Knowledge, 2. skills and 3. attitudes of the worker. 4 Better performance of definite tasks

Objectives of Training : 

Objectives of Training To increase the knowledge of the workers in doing a specific job. To impart new skills among the workers systematically so that they learn quickly. To bring about the change in the attitudes of the workers towards fellow workers ,supervisors and the organization. To improve the over all performances of the organization. To make the workers handle the materials, machines and equipment efficiently and thus to check wastage of time and resources. To reduce the number of accidents by providing the safety training to workers. To prepare workers for higher jobs by developing advanced skills in them.

Training Vs. Education: 

Training Vs. Education Training Learn a Specific Skill Benefits the Employer Application Narrow perspective Education Theoretical Orientation Classroom learning General concept Broad perspective

Training Vs. Development: 

Training Vs. Development Training means learning skills & knowledge for doing a particular job. The training is generally used to denote imparting specific skills . It is concerned with maintaining & improving current job performance. Training is job centered in nature. The role of trainer or supervisor is very important in training . Development means the growth of an employee in all respects. It shapes attitudes. Development is associate with over all growth of the executives . Executive development seeks to develop competence & skill for future performance. Thus, it has along-term perspectives. Development is career – centered in nature. All development is self-development .

Importance of Training Teaching people How to do Their Jobs:: 

Importance of Training Teaching people How to do Their Jobs: There are three kinds of training: Job Instruction, Retraining, and Orientation. The big sister, big brother, or buddy system is when a old hand shows a newcomer the ropes. When good training is absent there is likely to be an atmosphere of tension, crisis, and conflict because nobody knows what to do.

The Benefits of Training: 

The Benefits of Training Gives the supervisor more time to manage, standardized performance, less absenteeism, less turnover, reduced tension, consistency, lower costs, more customers, better service Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries and accidents, gives them a chance to advance. Gives the business a good image and more profit.

Benefits of training : 

Benefits of training To Organization : Quick learning Higher productivity Standardization of procedures Less supervision Economical operation higher Morale Preparation of future managers Better management

Benefits of Training: 

To employees; Confidence New Skills Promotion Higher Earnings Adaptability Increased Safety. Benefits of Training

Then why is training often neglected?: 

Then why is training often neglected? Urgency of need Training time Costs Employee turnover Short-term worker Diversity of worker Kinds of jobs (simple-complex) Not knowing exactly what you want your people to do and how

Types of Training : 

Types of Training Induction Training : for new employees Apprenticeship Training :more education than vocational training Refresher Training : old employees with new ideas Job Training : specific jobs Internship Training: it is meant for vocations where advanced theoretical knowledge is to be backed up by practical knowledge on the job. Training for promotion.

Slide 14: 

Needs Assessment & Remedial Measures

Assessment of Training Needs: 

Assessment of Training Needs Organizational Needs Analysis Task Needs Analysis Person Needs Analysis

Methods used in training needs assessment : 

Methods used in training needs assessment Organizational Goal & objectives Personnel & skill inventories Organizational climate indices Exit interviews MBO Quality Circles Performance Appraisal SWOT Analysis Delphi Problem Clinics Brainstorming

Training Objectives: 

Training Objectives Clear Specific Operationally Defined Objectives

Person Needs Analysis: 

Person Needs Analysis Ask yourself questions “Do they really need the training?” If so “who needs it more?” “Will they Benefit from this?” & those that do need it “how much of it do they need?” Study the employees behaviors and actions Then chose the right ones

Training Objectives Principles of Learning: 

Training Objectives Principles of Learning Classical & Operant Conditioning Schedules of Reinforcement Transfer of Training Other Principles of Learning Cognitive Learning Readiness & Motivation Role of the Trainer

Classical Conditioning Vs. Operant Conditioning: 

Classical Conditioning Vs. Operant Conditioning Classical Conditioning Instinctual Behavior Cause & Effect Operant Conditioning psychological behavior Rewards & Punishments Classical Conditioning is more so based off of instinct & has a lot of cause & effect to it for its desired results. Exp. The organization uses a horn just before Lunch time. After hearing it a few times you start to get hungry from the sound. Where as Operant Conditioning is more so based off of psychological behavior using rewards & punishment to get the desired results. Exp. Your manager tells you that you did the bid for the new job correctly & gives you a pat on the back. The next bid that came in you try to do the same extent to it and get the same response from two managers now. A feeling of joy washes over you and you keep trying to do what seems to be good in the organization.

Schedules of Reinforcement: 

Schedules of Reinforcement Continuous Reinforcement Rewards that follow every correct repetition of the desired behavior. Timing When is it right to praise something an employee has done &/or Acted? Though continuous reinforcement is good during a training program. It isn’t always good during the rest of the time.

Transfer of Training: 

Transfer of Training Applying newly learned skills to Training Simulations Real Job Situations Supportiveness Co-workers & Supervisors Positive & Negative Transfer Positive Transfer Negative Transfer Transfer of training is using the newly learned skills to training simulations and to the real job situations. Getting supportiveness from co-workers & supervisors can help with positive transfer. Positive transfer is when the new skills are transferred correctly. Where as Negative transfer is when skills are transferred & used improperly .

Readiness & Motivation: 

Readiness & Motivation Goals to Successful Training Motivation to Learn Career Development Psychosocial Development Resistance to Training Self-Efficacy Training Culture What can truly motivate some one to learn? Money, power, or self-gratification are just some different reasons for people. Career Development is increased Independence & Production. Psychosocial Development is increased self-confidence. Resistance to training is the desire to avoid new learning situations. Self-efficacy is based off of the impression of going into the training and doing great. Training Culture is a positive environment for the trainee as they perform the tasks.

Role of the Trainer: 

Role of the Trainer Knowledge of Skills Subjects Different methods Good outline for the trainer Training Method What will it take to teach this skill? Involve the Trainee True Feedback Encourage Self-Efficacy Adapt to prior knowledge's

Training Methods & Techniques: 

Training Methods & Techniques Training at the Job Site Vs. Off-the-Job-Site Training Training at the job site is training the trainee at the location where the tasks will be performed. Advantages: Realism, transfer of training, less time loss from work Off-the-job-site Training is training the trainee anywhere else other then where the tasks will be performed. Advantages: more methods can be used, no disruption of operation Can any one say a disadvantage for either one?

Training on the Job : 

Training on the Job Job Instruction Vestibule Job Rotation Apprenticeship Mentoring Job Rotation - training done by cycling through a variety of jobs or positions Apprenticeship - Lengthy training in a skill or trade that involves a combination of supervised on-the-job work & classroom instruction Mentoring - a formal or informal relationship in which a more experienced worker helps a less experienced worker develop job-&-career-related skills.

Off-the-Job- Training :1: 

Off-the-Job- Training :1 Non-technology Methods Lectures Role Playing Behavior Modeling Sensitivity Training Case Studies Conference Training Incident Method Outdoor Experiential Training (OET) Lectures - not the best method to use but can improve just by getting the trainees involved by asking questions. Role Playing - a training method in which the learner practices new ways of interacting. Behavior Modeling - a training method in which the learner watches someone doing an action & then tries to repeat that action. Sensitivity Training - experiential learning of emotional skills & behaviors. Case Studies - learning on an in-depth analysis of a particular person or situation. Conference Training - a method that involves a group discussion about a specific topic, led by someone with knowledge of that topic Incident Method - trainees are given a bare-bones case study about an event and uses the Q’s’n’A’s to find the best result to the problem. Outdoor Experiential Training (OET) - learning done in rustic areas to increase individual & group self-understanding through various risk-taking experiences .

Off-the-Job- Training :2: 

Off-the-Job- Training :2 Technology-Based Methods Audiovisual Training Simulation Training Virtual Reality (VR) Business Games Programmed Instruction Linear programs Branching programs Computer-Assisted Instruction (CAI)

Slide 29: 

Audiovisual Training - the use of multimedia in training presentations. Simulation Training - learning based on practicing skills in a replica of the work situation. Virtual Reality (VR) - is the latest form of Simulation Training. It uses computer based Simulation Training that re-creates a three-dimensional environment for the trainee to learn in. Business Games - are uniquely adapted for teaching cognitive skills, such as problem solving, & showing how the parts of an organization interact. Programmed Instruction - an individualized method of instruction that is based on the principles of operant conditioning. Linear programs - programmed instruction methods that require everyone to go through the same small steps to the end of the program. Branching programs - Programmed instruction methods that channel the trainee into different segments (branches) of the program on the basis of the correctness of each answer. Computer-Assisted Instruction (CAI) - Learning methods that are computer based.

Evaluation of Training Programs: 

Evaluation of Training Programs Training Evaluation Criteria reaction learning behavior organizational results Design of Training Evaluation Models Cost of Training Evaluation

Slide 31: 

Training Evaluation Criteria - this uses four levels of training effectiveness: Reactions - measure the feelings of trainees toward the training & the training program. Learning - measures the knowledge & skills actually mastered & the attitudes that were changed in the training program. Behavior - measures performance back on the job in change that occur after training. Organizational results - measure whether the cost of the training is justified by the organizational financial benefit of the training compared to the cost savings or greater profit generated after training. Design of Training Evaluation Models - this uses five different groups of design that will be later discussed. Cost of Training Evaluation - self explanatory

Slide 32: 

THANK U UMAKANTA