INTRODUCTION TO EMPLOYEE TRAINING AND DEVELOPMENT REFERENCE WITH MOVIE CHAK DE INDIA!!!!

6. TRAINING PROCESS
CONDUCTING NEEDS
ASSESSMENT
 ORGANISATIONA
L ANALYSIS
 PERSONAL
ANALYSIS
 TASK ANALYSIS
MONITORING
AND EVALUATING
THE PROGRAM
 CONDUCT
EVALUATION
 MAKE
CHANGES TO
IMPROVE THE
PROGRAM
ENSURING
EMPLOYEE
READINESS FOR
TRAINING
 ATTITUDES &
MOTIVATION
 BASIC SKILL
SELECTING
TRAINING
METHODS
 TRDITIONAL
 E LEARNING
DEVELOPING AN
EVALUATION PLAN
 IDENTIFY
LEARNING
OUTCOMES
 CHOOSE
EVALUATION
DESIGN
 PLAN COST
BENEFIT
ANALYSIS
CREATING A
LEARNING
ENVIRONMENT
 LEARNING
OBJECTIVES
 MEANINGFUL
MATERIAL
PRACTICE
 FEEDBACK
ENSURING
TRANSFER OF
TRAINING
 SELF
MANAGEME
NT
 PEER &
MANAGER
SUPPORT

7. STAGE 1-ASSESSMENT METHODS
 SUPERVISORY TRAINING
 SALES TRAINING
 CLERICAL TRAINING
 LEARNING & TEACHING

8. STAGE 2-DESIGNING THE
TRAINING PROGRAMME
IT SHOULD FOCUS ON
 INSTRUCTIONAL OBJECTIVES
 LEARNING PRINCIPLES

9. ON THE JOB
TRAINING
• ON LINE TRAINING
• APPRENTICE
TRAINING
• COACHING
• TRAINING ON THE
JOB
OFF THE JOB
TRAINING
• LECTURE
• ROLE PLAY
• CLASSROOM STUDY
• CASE STUDY

10. BENEFITS OF TRAINING
ORGANISATION
 AIDS IN HANDLING
CONFLICT
 IMPROVES MORALE OF
WORKFORCE
 PROFITABILITY AND
POSITIVE ATTITUDE
 IMPROVES JOB
KNOWLEDGE AND
SKILLS AT ALL LEVELS.
INDIVIDUAL
 MAKE BETTER
DECISIONS AND
EFFECTIVE PROBLEM
SOLVING
 HELPS IN HANDLING
STRESS, TENSION,
FRUSTATION AND
CONFLICT

12. Before Training

13. During Training

14. After Training