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Training and development
Training and development are important for organizations to address rapid changes in technology and customer expectations. Training refers to increasing an employee's knowledge and skills for their current job, while development prepares them for future opportunities through building knowledge, skills, and attitudes. Some key differences are that training focuses on current job tasks, is temporary in nature, and aims for better performance in the current job, whereas development considers future job tasks, is permanent, and aims for better performance in future roles. Organizations benefit from training and development through improved quality, customer satisfaction, performance, and motivation. A training program typically involves setting a policy, needs analysis, design, delivery, and evaluation.
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Training and development
- 1. Training & Development KrishanthaJayasundara BA (English, Psychology,Sociology) University of Peradeniya, PQHRM(IPM), NDTHRD(IPM)
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- 3. There are rapidchanges in technology, the working environment & expectations of customers 3
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- 9. Training is theact of increasing the knowledge and skill of an employee for doing a particular job (Elippo) Trainingis the process by which manpower is filled for the particular jobs it is to perform (Dale Yoder) Training is the organised procedure by which people learn knowledge and skills for definite purpose (Beach) 9
- 10. Taking initiatives toprepare an individual to take over the challenging opportunities In future by inculcating necessary knowledge, skills and attitudes. 10
- 11. How do youdistinguish between Training and Development? 11
- 12. Training vs. Development •Limited to the KAS of Current Job • Future Job Tasks 12
- 13. Training vs. Development •For Current Job • Overall Growth 13
- 14. Training vs. Development •Temporary in nature • Permanent in nature 14
- 15. Training vs. Development •Short Term • Long term 15
- 16. Training vs. Development •Better performance in current job. • Better performance in future jobs. 16
- 17. Why is trainingso important for an organization? 17
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- 19. Increase Customer Satisfaction Throughthe improvement of quality of service levels 19
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- 21. Increase Moral &Attitudes 21
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- 23. Why is developmentso important for an organization? 23
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- 27. Setting up of Training Policy Training Need Analysis Design& Develop training Conduct the Training Evaluate Training 27
- 28. Let’s discuss eachstep in details 28 Setting up of a Training Policy Training Needs Analysis Design and Develop Training Conduct the Training Evaluate the Training
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- 30. 30 Typing Speed 40 WPM CurrentSkill Level Typing Speed 65 WPM Required Skill Level SKILL GAP
- 31. 31 Training Need isthe gap between current KAS Level and required KAS level
- 32. Training Need Indicators 32 Dropin Productivity Interpersonal Conflicts Product Defects
- 33. Training Need Indicators 33 Failureto meet deadlines Lack of motivation High rate of wastages
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- 35. 35 • Identification ofperformance gaps • Proper identification of the reasons for those gaps. • Obtain the approval of top management to implement the training based on facts.
- 36. 36 Attention should begiven to Clarify training objectives Identify target group Programme content Administration and costing
- 37. 37 Attention should begiven to Trainer’s Profile & skills Learning Environment Facilities and equipment available Being prepared for the unexpected
- 38. 38 Attention should begiven to Set objectives of the training Feedback of the participants Performance of the participants Feedback of the customers
- 39. 39 Organizational Level Job behaviourallevel Participant learning level Participant reaction level Training development level
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- 41. Training Methods On thejob training 41
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- 44. Training Methods Computer aidedinstructions 44
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- 46. Training Methods Case studymethod 46
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- 49. Cognition is yourability to process information, reason, remember, and relate. • You are taught something, some new info • You think about it • You talk about it in your own words • You notice how this new info fits into other things that you know 49
- 50. • Psychomotor learningis the relationship between cognitive functions and physical movement. • Psychomotor learning is demonstrated by physical skills such as movement, coordination, manipulation, dexterity, grace, strength and speed. • Example-riving a car, throwing a ball, and playing a musical instrument. 50
- 51. • the acquisitionof behaviors involved in expressing feelings in attitudes, appreciations, and values. 51
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- 54. 54 • Language andspeech barriers • Know it all syndrome • Negativity-lack of motivation • Shyness or aggression • Resistance to change • Status differences in the audience • Age constraints • Previous experiences
- 55. 55 • Unskilled trainer •In appropriate content • Wrong techniques used • Accent • Mannerism • Lack of subject knowledge
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