Training & Development

Slides:

Advertisements

Similar presentations

Training Companies are in business to make money, and every business function is under pressure to show how it contributes to business success or face.

Advertisements

Training Evaluation Presentation by Ranjith Menon.

Developing leadership Skills 15-1Copyright© 2013 Pearson Education Leadership in Organizations.

Reasons for Evaluating Training Companies are investing millions of dollars in training programs to help gain a competitive advantage. To justify the costs.

Human Resource Management Lecture-25. Career (cont..)

Training & Development Definition –“The systematic acquisition of attitudes, concepts, knowledge, roles, or skills, that result in improved performance.

Training. Training & Development Definition “The systematic acquisition of attitudes, concepts, knowledge, roles, or skills, that result in improved performance.

Introduction to Employee Training and Development

Chapter 6 Training Evaluation

Training and assessing. A background to training and learning 1.

TRAINING, DEVELOPMENT AND CAREER MANAGEMENT

CHAPTER 9 TRAINING AND DEVELOPMENT. Training and Development Training and DevelopmentTraining and Development –Represents an ongoing investment in employees.

T group Training Same as sensitivity training How do others perceive me? How do my actions effect others? What is my leadership style? Done in small groups.

Training. Introduction There are several approaches that can be taken with regards to developmental needs for managers and employees. The main factors.

Training and Development

TRAINING AND COUNTINUOUS DEVELOPMENT

Chapter 5 Training Discuss how training can contribute to companies’ business strategy. Explain the role of the manager in identifying training needs and.

Chapter 7 Training.

Chapter 7 Training Companies are in business to make money, and every business function is under pressure to show how it contributes to business success.

Human Resource Management Gaining a Competitive Advantage

© 2013 Cengage Learning. All Rights Reserved. May not be scanned, copied, duplicated, or posted to a publicly accessible website, in whole or in part.

McGraw-Hill/Irwin © 2005 The McGraw-Hill Companies, Inc. All rights reserved Chapter Introduction to Employee Training and Development.

Unilever Organizational Change on CRM Organizational Change Management Hanoi, 16 August

Gaining the Commitment of Others. AchieveGlobal Canada Operating in Canada since 1964 Research Based Training in: Leadership and Management Development.

Identifying Training Needs Chapter #3. Why is demand for t and d increasing? Globalization Need for leadership Need for more knowledge workers Expanding.

EFFECTIVENESS OF TRAINING Group 5. Effectiveness of Training  What is “effectiveness of training”? Effectiveness means producing an intended result.

Is a systematic process of evaluating and managing employee performance in order to achieve the best outcomes for a business PERFORMANCE MANAGEMENT.

Chapter 6 Training Evaluation. Chapter 6 Training Evaluation Concepts Training Evaluation: The process of collecting data regarding outcomes needed to.

5 Chapter Training Evaluation.

Evaluating Training Effort Organisations are under pressure to justify various expenses. Business heads and training managers are under pressure to prove.

TRAINING & DEVELOPMENT

Group HR Training & Development Welcome Good Evening 18 th September 2012 Sukanya Patwardhan.

Human Resource DevelopmentMuhammad Adnan Sarwar 1 Training and Development Human Resource Management.

This project is financed by the European Union 1 The project is implemented by a European Profiles S.A. led consortium Evaluation of Training By Senior.

Management Development. Definition: “An organization’s conscious effort to provide its managers (and potential managers) with opportunities to learn,

Introduction to Human Resource Development -Achin Bansal -Anu A Natraj.

Chapter 12 Evaluating and improving human resource management.

Managing Human Resources Chapter PowerPoint Presentation by Monica Belcourt, York University and Charlie Cook, The University of West Alabama Training.

The Balanced Score Card

Training and Developing a Competitive Workforce 17/04/2013.

Human Resource Management Lecture-22.  Learning Theory and Employee Training.

Chapter 6 Training Evaluation

Chapter 4 TRAINING & DEVELOPMENT. Introduction Need for organizations to build and sustain competencies that would provide them with competitive advantage.

Safety on Call CREATING A TOTAL SAFETY CULTURE. Safety on Call A “Safety Culture” cannot be developed fully in a short presentation. Therefore, this presentation.

Foundations and Evolutions

1 Training. Who needs training? When is training necessary? What makes training programs effective? How are training outcomes measured? Training Basics.

Human Resource Management: Gaining a Competitive Advantage Chapter 07 Training Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.

1 Training. Who needs training? When is training necessary? What makes training programs effective? How are training outcomes measured? Training Basics.

Strategic Human Resource Management Training & Development.

© 2004 by Prentice Hall Terrie Nolinske, Ph.D Training in the Workforce.

PERFORMANCE MANAGEMENT STRATEGIES STRATEGIC HUMAN RESOURCE MANAGEMENT.

Chapter 7 Training Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill.

Training Evaluation Chapter 6 6 th Edition Raymond A. Noe Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin.

Output of Development Phase Training Title: Training Duration: Trainer: Seating: Target Population: Overall Training Objectives: After having attended.

Organizational Learning

Strategic Training.

TRAINING & DEVELOPMENT

Training the Workforce

Human Resources Management

HRM – Training and Development Exercise

SPIRIT OF HR.in TRAINING EVALUATION.

Orientation and Training

TRAINING & DEVELOPMENT

Orientation and Training

Training and Development

Training Evaluation Chapter 6

Orientation and Training

6 Chapter Training Evaluation.

Presentation transcript:

Training & Development Towards Building a Learning Organization Kagathara Rajesh

Its All About Playing An …. Integrative and Transformational Role.

Training & Development defined Training Current Jobs Development Future Jobs Objectives Improving Organization Performance Enhance Knowledge & Skill levels

Training & Development Direct link to business strategy Cost or Investment?

Training Investment Leaders @ 3.2% of Payroll Motorola –1% of annual sales HP – 5% of annual revenue

Focus Areas Leadership Development Customer Awareness Employee involvement /Motivation Innovation Process improvement Change management. Cross cultural awareness

Who is responsible?

Training…A Process Pre-Training Training Post Training ‘Training to be effective must be a continuous process’

The Process Flow…. Training Need A,B,C Identification (BTNI, MPDP) A,B,C Analysis Validate Training Needs Classify Training Identify & Understand Coverage

The Process Flow….contd… Select the Trainer, Discuss Methodology Pre-Training material Expectations from Participants Deliver Training Post Training Activity Feedback

Pre-training Phase To determine the relevance of training to the employee’s job To ascertain training will make a difference To link improved job performance to Organizational goals

Training Delivery… Task Design an Induction Training Program for new entrants What are the 3areas you would suggest are mandatory coverage Objective – Familiarization to the organization Duration?

Training Techniques Informational Presentation Simulation Method –Case Studies/Role Plays/Games/In-basket exercise On the job training Sensitivity Training Multimedia Training/E-Learning Assessment Centers/Development Centers 360 Degree feedback/Multi-rater process

Measuring Training Effectiveness –ROI of Training ROI is a comparison of benefits to cost expressed as a percentage of the original investment. It is a way of finding if the training met its goals to an extent that justified its cost Link to business imperatives: Net sales per employee, Gross profit per employee Clearly set objectives & continuous monitoring

Post Training –Kirk Patrick Model 4 5 2 3 1 Training Workplace Reaction & Learning Behavior & Results

Post Training –Kirkpatrick Model

Training Trends….

Training Trends….

Training Trends….

Training Trends….

Training Trends….

Training Trends….

Training Trends….

Training Trends..

Towards being a Learning Organisation

Towards being a Learning Organisation

Towards being a Learning Organisation

Winning Organisations must move from being just Learning Organinsation to being a Teaching Organisation…. Leadership Engine, Noel Tichy