TRAINING & DEVELOPMENT Presented By: Presented By: Nishant bhalla Nishant bhalla B.tech B.tech ME, 7 th sem ME, 7 th sem Roll no: Roll no:

INTRODUCTION Need for organizations to build and sustain competencies that would provide them with competitive advantage. Knowledge era, Human assets are valued highly. Growth oriented organizations value training as a response to changing environment Continues learning process in human development

Helps in development of one’s personality, sharpens skills and enhances effectiveness It is an important and integral part of organizational renewal process

 Training is the act of increasing the knowledge & skills of an employee for doing a particular job.  To bring a change in behaviour, knowledge, skills and attitudes of the workers.

 It is a knowledge oriented activity.  Development refers to the learning opportunities designed to help employees grow

TrainingDevelopment FocusCurrentFuture Use of work experiences LowHigh GoalPreparation for current jobPreparation for changes ParticipationRequiredVoluntary 9 - 7

 The Principle of The Learning Specialist A learning specialist must know the program, lesson, subject, skill, or truth to be taught.  The Principle of The Learner A learner must attend with interest to the program, lesson, or subject.

 The Principle of The Language The language used as a medium between the learning specialist and the learner must be common to both  The Principle of The Lesson The information or skill to be mastered must be explicable in terms of information already known by the learner — the unknown must be explained by means of the known.

 The Principle of The Teaching process The teaching process must be arousing, using the learner's mind to grasp the desired thought or to master the desired skill.  The Principle of The Learning process The learning process must turn one's own understanding of a new idea or truth into an overt habit that demonstrates the new awareness.

 Employee development is a necessary component of a company’s efforts to:  Improve quality  Retain key employees  Meet the challenges of global competition and social change  Incorporate technological advances and changes in work design

 Performance evaluation refers to the process of collecting the outcomes needed to determine if training is effective. It involves:-  Formative evaluation  Formative evaluation – evaluation conducted to improve the training process.  Summative evaluation  Summative evaluation – evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program.

Conduct a Needs Analysis Develop Measurable Learning Outcomes Develop Outcome Measures Choose an Evaluation Strategy Plan and Execute the Evaluation

 A career denotes a succession of related jobs arranges in a hierarchy of prestige,through which persons move in an ordered predictable sequence  The most important requirement of career development in the current scenario is that every employee must accept the responsibility for development  Must take initiative in planning & developing their career  Management of challenging career(as per the need of the employee)  Management of careers at international levels.  Coping with the cultural diversity at international level

 Exploration:-pre employment stage  Crises of this stage:  Where to start from  Performance level  Reality shock, cultural adaptability  Job demands more what they can deliver  Not too many opportunities to show talent  Establishment:-10 years from 25 onwards, tries to settle in some job

 Mid career: years of age(problematic & stressful)  Crises: Tend to loose interest in job  Increased expectation at the same decresed performance  Late career:-20 years from mid forties(stagnation or growth)  Decline:-forced to step out of limelight. Bad for the high achievers  Retirement crises: future planning,uncertainty  How to invest in retirement fund  Manage after retirement  Exit policy

 Preparation of human resource inventory  Identifying individual career needs  Analyzing career options  Matching of employees needs with options  Formulation & implementation of training & development program  Review of career plan

 Helps to have knowledge of various career opportunities  Helps him select the career which is suitable to his life style.  Helps organization identify talented employees who can be promoted.  Internal promotions up gradation & transfers motivate employee, boost up their morale, result in increase job satisfaction.  Improves employees performance.  Contributed towards individual development.  Better image of organization in the market

 Suitable for bigger organization where opportunities for vertical mobility are available  Career plans may not be effective for long term because of dynamic environment.  In family business,family members expect a fast growth. this negatively effects the career planning  Systematic planning may become difficult because of favoritism  Career opportunities reach to decline stage because of technological or economic factors.

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