as training and development is vary important now days so in this presentation we can find the way of training and talent management.

1. Mithilesh Trivedi
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2. Training, Career
&
Talent Management
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3. TRAINING
• Training is about knowing where you stand (no matter how good
or bad the current situation looks) at present, and where you will
be after some point of time
• Training is about the acquisition of knowledge, skills, and abilities
(KSA) through professional development
• Hesselings (1971), Training is a sequence of experiences or
opportunities designed to modify behavior in order to attain a
stated objective
• A procedure for providing new employees with basic information
about the firm
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4. “SYSTEM MODEL” OF TRAINING
 The system model consists of five phases and should be repeated on
a regular basis to make further improvements…..
1) Analyze and identify
2) Design and provide training
3) Develop
4) Execute
5) Evaluating
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5. METHODS OF
TRAINING
• On Job Training:It takes place in the normal work situation
• Off Job Training:It is conducted away from the work place
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6. ON JOB TRAINING
a) COACHING AND COUNSELLING
b) JOB ROTATION METHOD
c) LECTURE
d) COMPUTER BASED TRAINING
e) Intelligent Tutorial system
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7. ADVANTAGES OF ON JOB TRAINING
•
•
•
•
•
No additional facility and staff is required.
It is real with no simulation.
Cost is very less
Can be kept in track
No commuting problem
DISADVANTAGES OF ON THE JOB TRAINING
• Pressure of work
• Accident scope is more
• Attention may less
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8. OFF JOB TRAINING
a. Case study method
b. Problem solving activity
c. Role play method
d. Business games
e. Demonstration method
f. Discussion method
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9. ADVANTAGES OF OFF JOB TRAINING
•
•
•
•
•
More time available
Relaxed atmosphere
Easier to obtain full attention
Low risk environment
Improves morale and motivation
DISADVANTAGES OF OFF JOB TRAINING
• Costly process
• Commuting problem
• Accommodation problem
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10. Careers
Management
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11. CAREER
MANAGEMENT
Carrier Management is the process through which employees
• Become aware of their own
interests, values, strengths, and weaknesses
• Obtain information about job opportunities within the
company
• Identify career goals
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12. The Basics Of Career Management
Career Management
Career Development
Employees’
Careers
Career
Planning
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13. CAREERS AND CAREER
PLANNING
• Career
• Series of work-related positions a person occupies through
life
• Career Paths
• Employees’ movements through opportunities over time
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14. PORTABLE CAREER PATH
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15. TALENT
MANAGEME
NT
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16. TALENT MANAGEMENT
 The purpose of TM is to ensure that the right supply of talented workforce is
ready to realize the strategic goals of the organization both today and in the
future
 Organization’s efforts to attract, select, develop, and retain key talented
employees in key strategic positions
 Talent management includes a series of Integrated Systems of
o recruiting,
o performance management,
o maximizing employee potential, managing their strengths and
developing
o retaining people with desired skills and aptitude
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17. TALENT MANAGEMENT
CYCLE
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18. TALENT MANAGEMENT PROCESS
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19. HR and TM
HUMAN RESOURCES MANAGEMENT
TALENT MANAGEMENT
o Broad Scope (entire employees)
oFocus on segmentation (key group of
o Emphasize egalitarianism
core employees and key positions)
oFocus on administrative functions
o Focus on potential people
oTransactional
oFocus on the attraction, development
oFocus on systems with silo approach
and retention of talent
oFocus on integratation of HR systems
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21. Questions?
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