TRAINING&DEVELOPMENT Training is expensive.
Without training it is more expensive If you wish to plan for a year, sow seeds; If you wish to plan for years, plant trees; if you wish to plan for a life time, development.- C h i n e s e p r o v e r b Learning Learning is a relatively permanent change in behavior that results from direct or indirect experience Learning organization Learning organizations are firms that recognizethe critical importance of continuous performance-related. Training take appropriate action. They areone whose employees continuously attempt tolearn new things & to use what they learn toimprove product or service quality. The mostimportant thing in learning is that all managersshould understand the basic purposes and processes of both. Training also recognize the roleof learning theory in Training
Teaching and Learning Teaching is something one person does to another. Learning is something one can only do for himself/ herself. Teaching Telling Learning Grasp the subject , mentally or physically
Explaining Demonstrating can do Discussing own. Training:
translates it into words or actions that make sense to them. locates it alongside the other things of they know or they
does something with their new-found knowledge to make it their
Training: Training is the organized procedure by which people learn knowledge and/ or skill for a definite purpose - by Dale S. Beach Training: Training seeks a relatively permanent change in an individual that will imporove Features of Training: Training objectives are tied to organizations business objectives. Training is modular so it can be adapted to work place schedules Training is tailored to trainee needs and learning styles. Training structure allows employees to learn at their own pace. Trainees are provided regular, ongoing feedback concerning their progress while in the training program
Challenges in Training Upgrading employees' performance and improving their skills through training is a necessity in today's competitive environment. The training process brings with it many questions that managers must answer. Included in these questions are: Is training the solution to the problems? Are the goals of training clear and realistic? Is training a good investment? Will the training work? Is Training the Solution? Are the Goals Clear and Realistic? Is Training a Good Investment? Will Training Work
Need for training Training and Development need = standard performance - Actual performance Training is needed to serve the following purpose: 1 . N e w l y r e c r u i t e d e m p l o y e e s r e q u i r e t r a i n i n g s o a s t o perform their tasks effectively. 2 . T r a i n i n g i s n e c e s s a r y t o p r e p a r e e x i s t i n g e m p l o y e e s for higherlevel jobs (promotion).
3 . E x i s t i n g e m p l o y e e s r e q u i r e r e f r e s h e r t r a i n i n g s o a s to keep abreast of the latest developments in job operations. In the face of rapid technological changes, this is an absolute necessity.
4. Training is necessary when a person moves from one job to another (transfer). After training the employee can change jobs, quickly, improve his performance levels and achieve career goals comfortably. 5. Training is necessary to make employees mobile and versatile. 6. Training is needed to bridge the gap between what the employee has and what the job demands. 7. Training is needed for employees to gain acceptance from peers. Elements of Training: Identifying training needs Designing and delivering training to meet those needs Planning, organizing, recording and monitoring the training that takes place Evaluating the effectiveness of training
