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Training Development

This document discusses training and development. It defines training as increasing an employee's knowledge and skills for a particular job. The purpose of training is to improve performance, update skills, avoid obsolescence, and prepare for promotion. Areas of training include company policies, skills, human relations, problem solving, and management. Employee training methods depend on factors like organization culture and time. Management development aims to develop objectives and processes. Methods include on-the-job techniques like coaching and off-the-job methods like simulations and lectures. Programs are evaluated through cost-benefit analysis and measuring objective achievement.

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Moeen Mak
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210 views14 pages

Training Development

This document discusses training and development. It defines training as increasing an employee's knowledge and skills for a particular job. The purpose of training is to improve performance, update skills, avoid obsolescence, and prepare for promotion. Areas of training include company policies, skills, human relations, problem solving, and management. Employee training methods depend on factors like organization culture and time. Management development aims to develop objectives and processes. Methods include on-the-job techniques like coaching and off-the-job methods like simulations and lectures. Programs are evaluated through cost-benefit analysis and measuring objective achievement.

Uploaded by

Moeen Mak
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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TRAINING AND DEVELOPMENT

BY
MOHAMMED HASAN
UGP/FW/09-12
ROLL NO 21
AGENDA

 Definition of Training
 Purpose of Training
 Areas of Training
 Employee Training Methods
 Concept of Management Development
 Management Development Methods
 Evaluating a Management
development Program
TRAINING

Edwin B Flippo says:- “Training is


the act of increasing knowledge
and skill of an employee for
doing a particular job”
PURPOSE OF TRAINING
 Improving Employee Performance
 Updating Employee Skills
 Avoiding Managerial Obsolescence
 Preparing for Promotion and Managerial
Succession
 Retaining and Motivating Employees
 Creating an Efficient and Effective
Organization
AREAS OF TRAINING
 Company policies and procedures.
 Skill based Training.
 Human relations Training.
 Problem solving Training.
 Managerial and Supervisory Training.
IMPORTANCE OF LEARNING
 Motivation.
 Participation .
 Feedback.
 Repetition.
 Application.
Employee Training Method
 Factors determine the type of training
methods
 Organization culture
 Learning principle
 Content of the program
 Time factor
 Cost effectiveness
 Employee preferences and capabilities
 Trainer preference and capabilities
CONCEPT OF MANAGEMENT
DEVELOPMENT

Objectives of management development

Process of management development


MANAGEMENT DEVELOPMENT
METHODS
 On-the job development methods
 Of-the job development methods

ON -THE -JOB DEVELOPMENT METHODS


 Coaching
 Job Rotation
 Under Study
 Multiple Management
OFF-THE-JOB DEVELOPMENT METHODS
 Simulation
 Case Method
 Incident Method
 Role Play
 In-Basket Exercise
 Business Games
 Transactional Analysis
 Sensitivity Training
 Conferences
 Lectures
EVALUATING A MANAGEMENT
DEVELOPMENT
PROGRAM

There are two measures:


 Cost-benefit analysis measures the
benefits from the development
program, against the monetary costs
of the development.
 To evaluate development efforts is to
measure the extent to which the
objectives of the program are met.
Thank you

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