BSPA 3rd Year

Group I

GROUP MEMBERS
üSumaira Khan a.k.a Miss Khan
üZahida Wasim a.k.a Miss Zee!
üWarda Sabeen a.k.a Miss sun shine
üArifa Abdullah a.k.a Lady Gaga
üAbdul Kareemi a.k.a Junior
üAbdullahi a.k.a Skinny Tyco
 TRAINING AND DEVELOPMENT



Enhancing communication skills
and leadership
What is training?

ØThe process
of teaching
new
Employees
the basic
skills they
need to
perform
their jobs .
What is development?
Ø
ØEfforts to improve employee
 competency levels and
organizational
 performance through
training
 and development .
Ø
ØAchieve organization
objective
ØImproved employee
performance
ØEmployee can get
motivated
ØIt is cheaper
ØCreate positive
attitud e
 How training is
different
from development?
Approaches to study T &
D:
Ø
ØTraditional approach
ØModern approach
Methods of T & D:
Ø
ØOn the job methods :
§ Job instruction technique
( JIT )
§ Coaching
§ Job rotation
§ Mentoring
Methods of T & D (cont’d)


ØOf the job methods:

vOff - the - job - site
development techniques
can be effective because
they give the individual
an opportunity to get
away from
the job and concentrate
solely
on what is to be learned .
CLASSROOM COURSES AND
DEGREES
vAdvantage : Acceptable
because most people are
familiar with it .
vDisadvantage : Encourages
passive listening and
reduced learner
participation .
vTrainees have little
opportunity to question ,
HUMAN RELATIONS
TRAINING
vHR Training focuses on the
development of the human
relations skills a person
needs to work well with
others .
vHuman relations programs
typically have sessions on
motivation , leadership ,
employee communication , and
humanizing the workplace .
v
CASE STUDIES
v
vStudy the application of
management or behavioral
concepts .
v
vThe emphasis is on
application and analysis .
v
v
ROLE PLAYING
vR e q u irin g th e tra in e e to
a ct o u t b e h a v io rs
a sso cia te d ro le i n a g iv e n
situation .
vBehavioral factors learned
will influence on - the - job
situations .

SIMULATIONS (BUSINESS
GAMES)
vSIMULATIONS , imitation or
enactment , as of something
anticipated or in testing .
vBusiness Simulation Games,
participants experience the
fundamentals of strategic
management within their own ,
interactive virtual economy .
Players develop a strategy ,
undertake an entrepreneurial
start - up and compete with each
other in a real - time multiplayer
SABBATICALS AND
LEAVES OF ABSENCE
vAny extended period of leave from
one's customary work , to acquire
new skills or training .
vAdvantages: help prevent burnout ,
recruiting and retention , people
to carry heavier workloads upon
their return .
vDisadvantage: Cost of paid
sabbaticals , , the nature of the
learning experience is on
chance .
Process of T & D:
Step 01: Establishing A Need
Analysis
vTechniques Necessary :
Survey , Observations ,
Interviews & Customer
Comment Cards .
vExamples for out ling
specific training needs
are Customer
Dissatisfaction , Low
morale , Low productivity
& High turnover .
Questions to be Answered
During Need Analysis:
“WHY ” is training needed?
“ WHAT ” type of training is
needed?
“ WHEN ” is the training needed?
“ WHERE ” is the training needed?
“ WHO ” needs training? And “ WHO ”
will conduct the training?
“ HOW ” will the training be
performed?
Step:02 Developing Training
Program And Manuals:
Development of current job
DESCRIPTION , STANDARDS &
PROCEDURES .
Job Description Should be
clear & concise .
Job Description should serve
as a Major training for the
IDENTIFICATION of Guidelines .
Step:03 Deliver The Training
Program:
ØMethod of Conduct May Be ;
1 . One - on - One Training .
2 . On - Job Training .
3 . Group Training .
4 . Seminars .
5 . Workshops
Ø
The Trainer Should
A desire to teach the subject
being taught .
An ability to motivate
participants to “ Want ” to
learn .
A Good sense of Humor .
A Dynamic appearance & Good
posture .
A strong passion for their
Step:04 Evaluate The Training
Program:
The Evaluation of training is
the systematic collection of
descriptive and judgmental
information necessary to
make effective training
decision related to the
SELECTION , ADOPTION , VALUE &
MODIFICATION of various
instructional activities .
Stress during training and
development:
üInadequate needs analysis
üTrying out fad programs or
training methods
üAbdicating responsibility
for development to staff
üTrying to substitute
training for selection
üLack of training among those
who lead the development
activities
 Conclusion

In a general sense , T & D may be
considered to be a means of
upgrading an individual's
skills through a program of
instruction . Indeed , training
of one form or another plays
an important role in an
individual's development .
THANK YOU FOR YOUR
SUPPORT & PARTICIPATION