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EFFECTIVENESS OF

TRAINING

Name: Praveen Nitturkar


Roll No.: 502
MMM
Batch: 2
WHAT IS TRAINING & DEVELOPMENT?

It is a learning process that involves the acquisition of


knowledge, sharpening of skills, concepts, rules, or
changing of attitudes and behaviours to enhance the
performance of employees.
THE NEED FOR SRUDY
 Good communications and consultation are essential
for efficient operation.

 Managers have an important role to play.

 Training is important for supervisors because they have


important communication responsibilities but often
limited experience.

Training need = Standard performance – Actual


performance.
OBJECTIVES OF TRAINING
To understand:-

1. Effective training

2. Before & after performance of employees

3. To impart job related knowledge & skills amongst


the workers.

4. To bring about change in the attitude

5. prepare workers for promotion to higher jobs


INPUTS IN TRAINING AND
DEVELOPMENTS
 Skills:- Imparting skills to employees.

 Education:- To teach theoretical concepts and develop a


sense of reasoning and judgement.

 Development:- Development which is less skill oriented


but stressed on knowledge.

 Ethics:- imparting greater ethical orientation to a training

 Attitudinal Change:- represent feeling and beliefs of


individuals towards others.

 Decisions Making and Problem Solving Skills


BENIFIT OF EMPLOYEE TRAINING
 Leads to improved profitability and positive attitudes

 Improves the morale of the workforce

 Helps people identify with organizational goals

 Helps create a better corporate image

 Fosters authenticity, openness and trust

 Improves relationship between boss and subordinate

 Aids in development for promotion from within

 Improves Labour-management relations


METHODS OF TRAINING
1. ON THE JOB TRAINING

2. OFF JOB TRAINING

 CLASSROOM TRAINING
 VESTIBULE TRAINING
 MENTORING
 PROGRAMMED INSTRUCTIONS
 COMPUTER ASSISED INSTUCTION
 AUDIO VISUAL TECHNIQUE
 SIMULATIONS
 BUSINESS GAMES
TRAINING PROCESS

Step 1: Identify the needs

Step 2 : Design the training

Step 3 : Implement the


training

Step 4 : Evaluate the


training
DONALDS KIRKPATRICK (1967)

 The four levels of the


model are

 Level 1: Reaction
 Level 2: Learning
 Level 3: Behaviour
 Level 4: Results
INITIAL LEARNING PROGRAM (ILP) AT TCS

 All campus hires begin their careers with TCS at the


Initial Learning Program (ILP), a fully-paid training
program designed to provide you with the information
and training necessary to succeed at TCS and excel
at client sites.
TOPICS COVERED ILP IN TCS

1. TCS orientation
2. Inter-cultural
effectiveness
3. Product development
lifecycle
4. Case Studies
5. Technical Training
Specific to customer
requirements
CONTINUOUS LEARNING PROGRAM (CLP) AFTER ILP

1. To facilitate the certification and ongoing technical


training of employees to meet the business needs of
the organization.

2. To obtain certifications in a wide range of subject


areas including the latest technologies.
CURRENT ISSUES
Categorized as follows:

1. Management issues
2. Financial issues
3. Social issues
4. Environmental issues
5. Psychological issues
6. Legal issues
7. Safety issues
SUGGESTIONS
A. Select high-quality instructors: Be professional
educators

B. Include management: Bringing managers and


company leaders on board

C. Emphasize training as an investment

D. Make it a continuous process: Don't limit your


training to new employees
 “You can enhance the impact of the training
even further if the employee sees the link
between the training and his ability to
contribute to the accomplishment of the
organization's business plan and goals.“
THANK YOU