Training & Development By Muhammad Zohaib Sufyan SZABIST

Three Things to Discuss  Socialization  Training  Development

Socialization The process of adaptation that takes place as individual attempts to learn the values and norms of work role

Importance of Socialization  Influences employee performance and organizational stability  Reduces the anxiety of new job  Gives opportunity to new employee for meeting all possible interfaces

Orientation It’s a part of socialization process where employee is introduced to the organization and their work units

Employee Training Employee training is the process of bridging the gap between the desired and actual level of knowledge, skills and abilities required to do present job effectively

Challenges of Trainings  Is training the solution to problem?  Are goals of training clear and realistic?  Is training a good investment?  Will training work?

Determining Training Needs  What are tasks jobholder need to do?  What kind of KSA required to do those tasks?  Is their a gap between desired and actual level of KSA?  What trainings should be given to bridge this gap?

Typical Training Methods  On-the-Job Training Job Rotation Cross Functional Teams Apprenticeship  Off-the-Job Training Classroom lectures Films & Videos Simulation Exercises

Types of Trainings  Skills Training  Re-trainings  Cross Functional Trainings  Team Trainings  Creativity Training  Literacy Trainings  Diversity Trainings  Crisis Trainings  Ethics Trainings

Employee Development  Employee development takes care of training for future position employee has to undertake

Organization Development (OD)  Process of facilitating system wide change in the Organization  Change usually effects Organization’s systems Its technology Its processes Its people  OD involves those whose jobs are effected by change and ask them how this change is effecting them  On this feedback design interventions to facilitate this change

OD Techniques  Any organization wide activity that assist planned change  Mostly involved group interactions and co-ordinations Survey Feedback Process Consultation Team Building Intergroup Consultation

Evaluating Training Effectiveness Level 1 Participant’s reaction to the training at the time of training Level 2 Participant’s learning of the content of the training Level 3 Participant’s use of their new skills and knowledge back on the job Level 4 Company’s return on the training Investment

Thank You