Presented to: Presented by: Nazia Nawaz Sadia Bukhari Samia Shahid Nida Naveed Sir Waqas Ahmed Chaudhary

NEHRU

“Training is a short-term process utilizing a systematic and organizational process by which a non-managerial person acquires technical knowledge and skills for a definite purpose.” “Development is a long-term education process utilizing a systematic and organizational process by which managerial persons, get conceptual and theoretical knowledge.” TRAINING DEVELOPMENT

 Optimum Utilization of Human Resources  Development of Human Resources  Development of skills of employees  Productivity  Team spirit  Organization Culture  Organization Climate  Quality  Healthy work-environment  Health and Safety  Morale  Image  Profitability

 To prepare employees for the job  To assist the employees to function more effectively  To build a second line of competent officers

 The objectives & scope of a training plan should be defined before its development is begun in order to provide a basis for common agreement & cooperative action.  The techniques and processes of a training program should be related directly to the needs & objectives of the organization  To be effective the training must use tested principle of learning.  Training should be conducted in the actual job environment to the maximum possible extent.

Training for different categories of employees:-  Unskilled Worker  Semi-skilled Worker  Skilled Worker  Salesmen  Supervisory Staff

 On the job training  Off the job training  On the job training  Off the job training

 Job Instruction Technique  Job Rotation  Apprenticeship  Coaching  Job Instruction Technique  Job Rotation  Apprenticeship  Coaching 'On-the-job' training involves the employees receiving their training at the place of work

Job Instruction Technique (JIT) uses a approach with focus on knowledge, skills and attitudes development

Moving an employee from job to job. The purposes of job rotation are to give employees experience with all organizational activities as a training process. provides the employees with opportunities Identification of knowledge, skills, and attitudes determines the areas where improvement is required Assessment of the employees who have the potential and caliber for filling the position

Coaching is one of the training methods, which is considered as a corrective method for insufficient performance.  It is one-to-one interaction  It can be done on phone, meetings, through e- mails, chat  It provides an opportunity to receive feedback from an expert  It helps in identifying weaknesses and focus on the area that needs improvement. Coaching is one of the training methods, which is considered as a corrective method for insufficient performance.  It is one-to-one interaction  It can be done on phone, meetings, through e- mails, chat  It provides an opportunity to receive feedback from an expert  It helps in identifying weaknesses and focus on the area that needs improvement.

 Conference  Seminars/ Team Discussion  Case Discussion  Role Playing  Programmed Instruction  Vestibule training or training centre training  Lectures  Simulation  Conference  Seminars/ Team Discussion  Case Discussion  Role Playing  Programmed Instruction  Vestibule training or training centre training  Lectures  Simulation

Formally organized talks by an instructor on specific topics. This method is useful when philosophy, concepts, attitudes, theories, problems have to be discussed. In conference method Mutual problems are discussed & participants pool their ideas and experience in attempting to arrive at better methods of dealing with these problems

Here trainees are given out a role to play as in a stages drama. No written lines or any rehearsals. Players quickly respond to ever changing situation. Is a systematic process of training & growth by which managerial persons gain and supply skills, knowledge, attitudes & insights to manage the work in their org effectively and efficiently? The trainee works on ‘closely duplicated real job conditions.’ This is essential when on-the-job practice is expensive, might result in serious injury, a costly error.

TRAINING DESIGN TRAINING IMPLEMENTATION TRAINING EVALUATION

THE TRAINER TRAINING CLIMATE TRAINING TOPICS SUPPORT FACILITIES THE TRAINEES TRAINING STRATEGIES TRAINING TACTICS CONSTRAINTS

The Trainer Physical Set-up Establishing Rapport With Participants Reviewing The Agenda

Techniques of Evaluation ObservationQuestionnaire Interview

HOW THE TRAINING NEED ASSESS Supervisors Report

The Shell basic aim is to enhance the professional skills and polish them to do well in their respective fields

JOB ROTATION LECTURESLECTURES

Goal is leadership in oil market Assign task must be completed in well manner to achieve the organizational task. Employees effectiveness and efficiency is require to achieve their task Specialize skills are needed to do the given task Training are require to polish the employees skills Employee Development

Team Work

Outcome s

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