Training - Bharat Thapa NASC

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Can a organization exist without training ? Yes, but….. It will take longer time and cost more money (in today’s time constraint, it may be too late when employees reach the appropriate level)

If you think training is expensive; Try ignorance

Philosophy of Training Training is different from education Training is more concerned with action rather than knowing Training is learning process rather than teaching Training is means for introducing changes in organisation Training is not a panacea for all ills

Concepts of Training Training is an act of providing learning opportunities Training is an organised process of learning that helps to acquisition or development of those knowledge, skills, techniques and attitudes for desired level of performance of an individual employees

Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees Training…………..the focus on learning by an individual the new ways to doing things.

Training is a planned efforts by an organisation to facilitate employees’ learning of job-related knowledge and skills for the purpose of improving performance . Training helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals

Training… Systematically planned investment in the development of KSA needed by an individual to perform a job to a satisfactory level

Training……. “ A systematic, planned and controlled learning process…. intended to help the employees to fulfill their functions in the most efficient mode …….. through the acquisition and improvement of the level of knowledge, ability and experiences”

What training can do ? Use correctly new technology Improve one’s knowledge and skill level Helps to change one’s attitudes Increase productivity Reduce wastage, accidents, overhead cost Use correctly new technology Implement new or changed policies / regulations Ensure the growth of organization

What training can not do ? May not ensure increased job performance Does not increase learning potentialities Does not make anyone learn everything

Training can be effective only when it is properly done for proper persons at proper time.

How can we make training effective? Undertaking training as a Systematic process Adopting a learning-focused training strategy (helping the learners to learn how to learn)

Training is systematic process to be followed 3 phases; Pre-training ( Planning / Designing ) Post-training Training (Implementation) (Application / Evaluation) Key Actors / players of training Training institutions Work organizations Trainees

A SYSTEMATIC TRAINING MODEL

Training Cycle Evaluation / Feedback Course Design Implementation Training Needs Assessment (TNA ) Evaluation / Feedback Course Design Objective Setting Curriculum Design Lesson plan Implementation

Training Needs Assessment (TNA ) Objective Setting Evaluation / Feedback Course Design Implementation

Interlinked Evaluation Needs Assessment Course Design Implementation Objective Setting Evaluation Course Design Implementation

Categorization of Training Basic Training Specific Training Basic Training a. Pre- Service Training b. In Service Training 2. Specific Training a. Subject Specific b. Problem Specific c. Institution-Specific

Training Phase Training Management Post Training phase Managerial Academic Training Phase Pre-training Phase Post Training phase

Planning and Scheduling Training Management Managerial Functions Operation and Control Planning and Scheduling Evaluation, Feedback and Reporting

Training People Process Resources Activities Management People Process Resources Activities

Any Questions ?

Senior Director of Studies Nepal Administrative Staff College - Bharat Thapa Senior Director of Studies Nepal Administrative Staff College (Mobile: 98510-96440)