for Mgnt. 2 subject - Human Resource and Development Pasig Catholic College

1. Presented By:
Jean Baylon
BSBA4 –Mktg. Mgnt.
Mrs. Fernandez.

2.  Training and Development : Definition
 Function of Training
 Value of Training
 Benefits of Training
 Determining Training Needs
 Common Types of Training
 Performance Appraisal

3.  refers to the practice of providing
training, workshops, coaching,
mentoring, or other learning
opportunities to employees to
inspire, challenge, and motivate
them to perform their functions

4.  The singular function of training is
to produce change.

5.  to foster growth and development
 to provide opportunities for employees to accept
greater challenges
 to aid employees in contributing to the
achievement of department goals and the
agency’s mission and vision
 to build employee self-confidence and
commitment
 to produce a measurable change in performance
 to bring about the desired changes that can solve
a variety of problems

6.  improving an employee’s performance
 developing the group and team skills needed to
achieve organizational goals
 giving employees the needed skills and knowledge
to complete assigned jobs, duties and tasks
 motivating employees to achieve higher standards
 increasing overall efficiency

7.  improving customer service
 preparing employees for promotional opportunities
 decreasing employee turnover
 enhancing employee morale, motivation, and
creativity
 enabling managers to reach unit goals and objectives
 giving employees the tools needed to analyze
interpersonal and situational factors that create
obstacles to achieving high performance

8.  Request from employee
 Change in agency vision or mission
 Determination through
performance management review

9.  On-the-Job Training and Job Rotation
 Vestibule Training
 Apprenticeship Training
 Classroom Training
 Programming Instruction
 Management Development Program

10.  Understudy assignments
 Case Studies
 Coaching
 Role Playing
 Experience
 In-Basket Technique
 Job rotation
 This technique
 Special Projects and
 Business Management
Committee Assignments
 Lectures
Games
 University and
Professional Seminars

11.  can be a powerful tool for
directing, developing and
inspiring our employees to be
their best.

12.  Facilitates the achievement of organization goals and
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strategies
Improved staff morale
Facilitates continuous performance improvement,
Assists in establishing a performance culture
Provides a formal means of discussing competency
gaps and how to address these Helps build a climate of openness and trust
Adds to a participative work culture
Forms part of the legal process in addressing
persistent poor performance
Provides a clear link between their performance and
the financial rewards they receive

13.  An opportunity to get formal feedback from
line managers on how their performance is
viewed - so that they can learn what they do
well and what needs to improve
 Ensures clarity regarding work expectations
and standards, reducing anxiety/stress and
conflict with line managers
 An opportunity to discuss their job
competencies leading to targeted training
and development - helping them to realize
their full potential
 Provides a forum to share new ideas and to
air views

14.  Leadership Training, Customer Satisfaction
Training Simulation Tool
Challenge
 Microsoft recently faced the challenge of
simultaneously training 6,500 managers from
around the world on Microsoft's new Customer
Satisfaction initiative.

15.  Solution
 Powersim developed a complex Operational
Training Simulation tool that incorporated
Microsoft and industry data. The tool included a
detailed computer model that captured how each
Microsoft employee impacts customer satisfaction
through his or her actions. Powersim deployed
the tool on over 1,500 laptops at a Microsoft
global conference, where teams of four users
spent 45 minutes playing the simulation 2 to 3
times.

17.  Benefits
 When simulated over time, the training tool
Powersim created effectively communicated the
likely outcomes of the new initiative, if
implemented correctly. The simulation also
allowed the managers to explore the impact of
their decisions on customer satisfaction, and the
impact of customer satisfaction on business
performance.