Presented By:
Shiv Kishor Pradhan Shiwani Awasthi Surabhi Gupta Suraj Patel
Training
Training is an act of increasing the knowledge & skills of an employee for doing a specific job. e.g. Trainee acquire new skills, technical knowledge, problemsolving ability etc . Training improves the performance of employees in the training process becomes clear from the following lines: I Hear, I Forget, I See, I Remember, I Do, I Understand
Training functions
To increase productivity To improve quality To help a company fulfil its future personnel needs To improve organizational climate To improve health and safety Obsolescence prevention Personal growth-
ROLE OF TRAINING
4 Propose
the vision and goals of the department based on corporate needs to the senior executive to whom the training function reports. Modify as required and obtain sign off. 5 Prepare and get approval of a training budget. Include such costs as training facilities, production of training material, purchase of third-party training material and travel. 6 Prepare and update job descriptions for training department personnel. 7 Develop a list of potential training topics and get approval from affected department managers. Ask managers to list which topics are of most interest. 8 Decide which topics will be developed in house and which will be from third-party sources.
9 Present final proposed training topics (courses) to the senior executive to whom the training function reports with related budget for approval. Upon approval, begin work on the training curriculum for each course. 10 Work with members of the training department to develop outlines for each course to be presented. 11 Work with members of the department to develop written content and supporting material for each course. Also develop student exercises. 12 Develop and announce a training schedule of when each course will be offered and how long each course will be. 13 List all the functions which must occur in the training department. Develop job descriptions for those functions. Hire personnel, if needed, and assign jobs to staff currently employed in department.
14 Set objectives for the department and staff members 15 Meet weekly with staff members to get an update on the status of projects, training, and other training develops activities. Set goals for the coming week. 16 Provide continual feedback to employees on their performance. Annually review employee performance and provide feedback on what can be done to improve performance. Commend employees on aspects of their job performed well. 17 Monitor department budget against plan.
Required
S Available
When to Train?
When employees themselves convey to the organisation through management about the key areas in which they are not much competent. When there is a need for updating the knowledge of employees are per the industry scenario. This is especially the case in relation to market scenario and legislations. When the organisation takes special interest in some employee, thereby intending his development, for promotion or succession purposes.
When there is a change in policies, systems priorities, procedures, management expectations and focus in the organisation. When external changes have impact in the organisation When business plan or business strategy demands new orientation in knowledge, skills, attitude or behavioural orientation.
Consider your terms of reference by getting recommendations from the management for the company as a whole or first by concentrating on the specific department. Consider the situation within the organisation by ascertaining which training programmes have already been conducted and not conducted in the organisation. Consider the information already available regarding new employees and existing employees. Consider the problems which arise within the organisation like huge labour turnover, unnecessary wastages, excessive maintenance costs and frequent customer complaints. Consider other possible approaches like business and production reports, questionnaires, tests, surveys, group conferences, etc.
Introduction
A needs assessment is the process of identifying the "gap" between performance required and current performance. When a difference exists, it explores the causes and reasons for the gap and methods for closing or eliminating the gap.
Levels of TNA
Organizational Level
Occupational Level
Individual Level
Work Plan of the Particular Need Assessment Activity Includes Specification of:
Scope and purpose Time horizon Methods for collecting data and drawing conclusion on needs Form of presenting conclusions Schedule
To understand what is required to be done in training need assessment process, a clear view of 7 step procedure of result oriented model of system approach is essential
Job analysis
Comparison
Performance Standard
Information for developing training and non training objectives and programmes
To know the reason for non-performance of employees. Create the feeling of trust among the employees regarding management's approach towards training function. If the organization itself takes care of the development of the employees, the best talent could be retained. Needs assessment creates a learning environment in an organization. An opportunity for employees to interact with each other apart from job purposes. This creates a sense of belonging. Act as a platform for employees to fill the gaps in knowledge, competency, skill.
Pc
Key: Ps - Standard Performance level Pc - Current Performance Level Cc - Current Competence Pg - Performance Gap Nnt - Non-training Needs Nt - Training Needs Pgr - Residual Performance Gap
Challenges of TNA
Time constraints Lack of support
Action Research
Contents-: Concept of action research. Definition. What is not action research. Action research process. Action research cycle. Types. Benefits of action research.
Concept of Action Research Action research is a research initiated to solve an immediate problem. Action research is an interactive inquiry process that balances problem solving actions. It is an action to improving strategies, practices and knowledge of the environments within which they practice. Action research involves the process of actively participating in an organization change situation whilst conducting research. Action research is conducted by one or more individuals or groups for the purpose of solving a problem or obtaining information in order to inform local practice
Definition
Kurt Lewin (1947)
Action Research is the process by which practitioners attempt to study their problems scientifically in order to guide, correct, and evaluate their decisions and actions. Action Research is a fancy way of saying lets study whats happening at our school and decide how to make it a better place.
What is not Action Research It is not finding out what is wrong, but rather a quest for knowledge about how to improve. Action research is not about doing research on or about people, or finding all available information on a topic looking for the correct answers is not about learning why we do certain things, but rather how we can do things better
These three phases can be easily understand by below mention Action Research Cycle :
identify problem
next steps gather data
interpret data
Thank You
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