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Training and Development of Employees

The document outlines the importance of training and development in organizations, emphasizing the need for employee socialization, orientation, and skill enhancement to align workforce capabilities with business goals. It details methods for employee development, such as on-the-job training, mentoring, and workshops, as well as organizational development techniques to improve effectiveness. Additionally, it discusses the evaluation of training effectiveness through various measures to ensure desired outcomes are achieved.

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Muzammal Abdul Ghafoor
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14 views3 pages

Training and Development of Employees

The document outlines the importance of training and development in organizations, emphasizing the need for employee socialization, orientation, and skill enhancement to align workforce capabilities with business goals. It details methods for employee development, such as on-the-job training, mentoring, and workshops, as well as organizational development techniques to improve effectiveness. Additionally, it discusses the evaluation of training effectiveness through various measures to ensure desired outcomes are achieved.

Uploaded by

Muzammal Abdul Ghafoor
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Training and Development of Employees

Section MA

1. Introduction

Training and development are critical processes in organizations to enhance employee

performance, ensure skill improvement, and align workforce capabilities with business goals.

- Training: Focuses on improving specific skills for current job roles.

- Development: Focuses on preparing employees for future responsibilities.

2. Socialization

Socialization helps employees adapt to an organization's culture, values, and expectations.

a. Assumption of Socialization

- New employees need guidance to integrate into the company.

- Socialization ensures they understand their roles and responsibilities.

b. Process of Socialization

1. Pre-Arrival Stage: Employees form expectations about the company before joining.

2. Encounter Stage: They experience the actual workplace culture and compare it to their

expectations.

3. Metamorphosis Stage: They adjust to the company culture and become productive team

members.

3. Orientation of Employees

a. Purpose of Orientation

- To familiarize new employees with the organization's policies, culture, and processes.

- To reduce anxiety and help them settle into their roles.


- To establish expectations and build engagement early on.

4. Training Need Determination

a. Definition: Identifying gaps between current employee performance and desired performance

levels.

b. Steps in Determination:

1. Organizational Analysis: Identify the skills needed to achieve business goals.

2. Task Analysis: Determine specific skills and knowledge required for tasks.

3. Individual Analysis: Identify employees who need training based on performance gaps.

5. How We Can Develop Employees

a. Methods to Develop Employees:

1. On-the-Job Training: Learning by doing tasks under supervision.

2. Mentoring and Coaching: Guidance from experienced employees or managers.

3. Workshops and Seminars: Short-term training programs for skill enhancement.

4. Job Rotation: Moving employees across different roles to build diverse skills.

5. E-Learning: Online courses and resources for self-paced learning.

6. Organizational Development (OD)

OD focuses on improving organizational effectiveness and adaptability through planned

interventions.

a. OD Techniques:

1. Team Building: Activities to improve collaboration and trust within teams.

2. Process Consultation: Analyzing and improving work processes.

3. Survey Feedback: Collecting and acting on employee feedback for improvements.


4. Intergroup Development: Resolving conflicts between departments or groups.

5. Appreciative Inquiry: Focusing on positive aspects of the organization to drive change.

7. Evaluation of Training/Development Effectiveness

Evaluating the impact of training ensures the investment delivers the desired results.

a. Levels of Evaluation:

1. Reaction: Employee satisfaction with the training.

2. Learning: Knowledge or skills gained during the training.

3. Behavior: Application of training in the workplace.

4. Results: Overall impact on organizational goals like productivity or profitability.

b. Measures of Evaluation:

- Feedback Surveys: Collect participant opinions on training sessions.

- Skill Assessments: Test employee skills before and after training.

- Performance Metrics: Compare pre- and post-training job performance.

- Return on Investment (ROI): Measure the financial benefits of training against its cost.

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