Beruflich Dokumente
Kultur Dokumente
1. Trainer.
2. Trainee.
3. Equipment for training.
4. Duration of training.
Trainer: The trainer must have the knowledge about the specific
area for which he is giving the training and have the ability to
import the knowledge to the concerned trainees and also have some
specific time to clear their doubts.
Training Needs Analysis process of identifying ‘The Gap’ i.e.- what will the
employees know or be able to do after the learning that they did not know or
were not able to do before the intervention? These learning outcomes should be
described in plain terms and in sufficient detail so as to be readily recognizable
when employees demonstrate the desired performance. The analysis should as
comprehensive as possible in order to promote perfect judgment in identifying
the needs in core areas, supportive functions, and for the development needs of
the individual, department and the organization and should facilitate a precise
plan, which is in line with the business plan and also facilitate strategic
development of training modules for various roles and organization related needs
to support the business plan.
.
We can use the following matrix for further clarity.
• Define and chart part of the organization in which the work has to be done.
It is to have a focused approach of the study. It could either be a particular
department, a section, a unit, a specific group or a staff category.
• Use various data collection measures to collect both qualitative as well as
quantitative data.
• Analyze the entire data collected in order to find out causes of problem
areas and prioritize areas, which need immediate attention.
• Prioritize the different learning interventions according to the responses
collected.
• Record the entire data so that it can be used for future reference while
designing the learning interventions / L&D Calendar.
IDPs are an excellent tool that can be used to develop and motivate. By
encouraging a focused approach to each individual's training/developmental
needs, we can help our employees enhance their job skills and become more
effective and productive. By promoting the use of IDPs we can also send a clear
message to our employees that we view each person's professional development
as a priority and it tends to be a good motivator for most employees.
2) Providing new skills and knowledge that will help the employee perform better
in his job.
Faculty
For training and development of faculty, the focus areas would be:
IMPORTANCE OF TRAINING
Increased Productivity.
Reduction in learning time.
Better performance.
Reduced supervision.
Standardization.
High morale.
Organizational stability & flexibility.
Improves labour management relationship.
PURPOSE OF TRAINING
The major purposes of training are listed below: