Professional Documents
Culture Documents
Presented By: Mounika Rao Paladugu 31 Siddhant Kotak 47 Sundar Ganesh Kumar - 51
ORIENTATION PROCESS
Employee Handbook Informal Orientation Orientation Technology
Just asking the employee, How are you doing? will go a long way towards making your orientation a great one
TRAINING PROCESS
Training is a change in skills. Training means giving new or current employees the skills they need to perform their jobs. It can help people learn the new skills that are required to meet new expectations, both formal and informal. Training can help people accept the challenge of their evolving jobs. Build a common understanding of the organization's purpose. Show management's commitment and loyalty to employees Develop people so they can increase their responsibilities and contribute to the organization in new ways.
PERFORMANCE ANALYSIS
It is the process of verifying that there is a performance deficiency and determining whether the employer should correct such deficiencies through training. Ways to identify how a current employee is doing 1. Performance appraisals 2. Job related performance data 3. Observations by supervisors 4. Test of things like job knowledge, skills etc 5. Individual employee daily diaries.
Training objectives
Training budget
Training methods
Training budget plays an important role in determining the actual design of the program. The budget includes development costs, direct and indirect costs and cost of evaluating the program.
APPRENTINCESHIP TRAINING
People becomes skilled workers, usually through a combination of formal learning and long term on the job training. The Apprenticeship Act, 1961 was enacted by the GOI which intends to achieve:1. 2. Promotion of new skills Improvement/Refinement of old skills through theoretical and practical training in number of trades and occupations.
LECTURES
Lecturing is the quick and the simple way to present the knowledge to large group of trainees, as and when the sales force needs to learn a new products features. PROGRAMMED LEARNING Step by step self learning method that consists of :1. 2. 3. Presenting the questions, facts or problems to the learner Allowing the person to respond Providing the feedback on the accuracy of the answers.
VESTIBULE TRAINING
Trainees learn on the actual or simulated equipment which they will use in the job, but are trained off the job in a separate room or vestibule. Necessary when training is too expensive or dangerous to train employees on the job.
EPSS
Electronic performance support systems (EPSS) are sets of computerized tools and displays that automate training, documentation and phone support. Called as modern job aids. A job aid is the set of instructions, diagrams, or similar methods available t the job site to guide the workers. It works particularly well on the complex jobs that require multiple steps or where its dangerous to forget a step.
SIMULATED LEARNING
Means different things to different people. It includes virtual reality in which the trainee is put in an artificial three dimensional environment that simulates events and situations that might be experienced in the job. Sensory devices transmit how the trainee is responding to the computer and what the trainee hears, feels and sees US Armed Forces; IBM at Play
MOBILE LEARNING
Also called demand learning means delivering learning content on demand over mobile devices like cell phones, laptops and I-pads; whenever and wherever the learner has the time and desire to access. IBM uses it to deliver just in time information
MANAGEMENT DEVELOPMENT
Imparts knowledge
Changes attitudes Increases skills
Dual aim
Useful for succession planning On-the-job / Off-the-job
Long-term development
Future managers
COACHING/UNDERSTUDY
Work with senior manager Phase of succession planning Relieves executive of certain responsibilities Gets a chance to learn
BEHAVIOUR MODELLING
Moving
Create a guiding coalition Develop & communicate a shared vision Consolidate gains and produce more change Help employees make the change
Refreezing
Reinforce the new way of doing things Monitor & assess the progress
ORGANIZATIONAL DEVELOPMENT
Usually involves action research. Improves organizational effectiveness by applying behavioral science Initiates improved problem solving Gives rise to empowerment Gets employees to formulate solutions themselves:
Human Process Applications Technostructural interventions HR Management Applications Strategic OD Applications
Learning objectives Begin Slowly Set Goals Flexible schedule Quality & not Quantity Evaluate, and update
Thank You!!