1. Training & Development

2. Training Needs Identification
Training – the process of teaching new employees the basic skills they need to perform their job.
Development – learning that goes beyond today’s job and has more long-term focus.
Training & Development- continuous effort designed to improve employee competency and organizational performance.

3. Purpose of Training
The purpose of training and development is to make sure the employee are working towards organizational goal.
It also needs in order to improved the employees performance in the organization.

4. Step in Training & Development Process
Determining specific training & development needs
Establishing specific training & development objectives
Select the T&D method
Implement the T&D Programs
Evaluate T & D programs

5. Determining specific T & D needs
A systematic approach to addressing the needs/ goal of the organization
By analyze the:
The workers
Tasks given

6. Establishing specific T & D objectives
Purpose
Clear objectives must be formulate

7. Select the T & D methods On the Job Training(OJT)
Apprenticeship Training
Internships
Role playing
Business games
Instructor- Led
Case study
Behavior modeling
In- Basket Training
Job rotation

8. Implement the T&D Programs
Often difficult
Feel they are too busy to engage in T & D efforts
Qualified trainers must be available
Requires high degrees of creativity

9. Evaluate T & D programs Measure the level of customer satisfaction
Determine what participants (trainee) have learned
Behavioral change; attitude, performance
Get the feedback from the participants.

10. Training & Development methods
On the Job Training(OJT)
Apprenticeship Training
Internships
Role playing
Business games
Instructor- Led
Case study
Behavior modeling
In- Basket Training
Job rotation

11. On the Job Training(OJT)
Training a person to learn a job while working on it.
It is informal method that permits an employee to learn job task by actually performing them.
Most firm use this method because it is inexpensive, no need the classroom or program learning device.

12. The advantages & Disadvantages
Inexpensive, employee learn when producing , no need expensive off-site facilities
Facilitates learning since trainees learn by doing & get quick feedback on their performance.
Disadvantage
- Low expectations on the trainer’s part may translate into poorer trainee performance.

13. Apprenticeship Training
Combined classroom instruction with on-the-job training.
It is a structured process by which people become a skilled workers.
Traditionally used in craft jobs.

14. Internships
Training approach where university students divide time between attending classes & working for organization
Excellent means of viewing potential permanent employee at work.
Students are enabled to integrate theory with practice.

15. Role playing
T&D method where participants are required to respond to specific problems they may accouter in their jobs by acting out real-world situation.
Used to teach such skills as:
Interviewing
Grievance handling
Team problem solving communication
Performance appraisal reviews conference leadership

16. Business games
Permits participants to assume roles such as president, controller, or marketing vice president or two or more similar hypothetical organizations & complete against each other by manipulating selected factors in a particular business situation

17. Instructor- Led
Continue to be effective for many types of employee training
Convey great deal of information in relatively short time

18. Case study
T&D method in which trainees study the information provided in the case & make decisions based on it
Used in classroom with instructor who serves as facilitator

19. Behavior modeling
T&D method which permits a person to learn by copying or replicating behaviors of others to handle various situations

20. In- Basket Training
Exercise in which participant is asked to establish priorities for and then handle a number of business papers or massage such as memoranda, reports and telephone massage that would be typically cross a manager’s desk.

21. Job rotation Employees move from one job to another broaden experience
Helps new employees understand variety of jobs.

22. Training & Development Delivery System
Corporate universities
Colleges & universities
Community colleges
Video conferring
Simulators
Video media- video tapes, film
Online higher education

23. Corporate universities
Provide under umbrella of the organization
Focus on creating organizational changes
Proactive & strategic
Growth attributed to universities’ flexibility

24. Colleges & universities
Primary delivery system for training professional, technical & management employees
Corporate training programs often partner with colleges & universities

25. Community colleges Publicly funded higher education establishment
Delivery vocational training & associate degree programs

26. Videoconferencing Widely used in US
Interactive & offers flexibility & spontaneity in classroom
Used by global firms
Increase access to training, ensure consistency of instruction & reduce cost of delivering T&D

27. Simulators
Devices or programs that are located away from the job site and replicate actual jod demands
Example: training of airline pilots in a simulators

28. Online higher education
Educational opportunities including degree & training programs delivered either entirely or partially via the internet
Allows employees to attend class at lunchtime
Reduces commute to school

29. RESPONSIBILITY FOR TRAINING EMPLOYEES
Employers who approve training policies and targets and provide the necessary funding
Training/ HR departments who plan, organize, conduct and evaluate training programmes.
Head of departments who determine which of their subordinate need training and assist in evaluating the effectiveness of the training
Employees who participate in training efforts as learners
The Government which encourage employers to offer training