Recruitment Selection Placement

Training Development

any activity?

Socialization, a process of adaptation to a new work role.

Orientation may be done by a supervisor, the HRM staff or other combination.

CEO ?

Welcome employees. Provide a vision for the company. Introduce company culture -- what matters

Training and Development

Training involves the development or strengthening of three main aspects: knowledge, skills and attitudes. Usually these three aspects have to be taken together. Training is about enabling people to gain knowledge, to practice their skills and to shape their attitudes.

According to Rue and Byars, Training is a learning process that involves the acquisition of skills,concepts, rules of attitudes to increase the performance of employees.

From Gray Desslers point of view, Training is the process of teaching new employees or present employees the skills that they need to perform their jobs.

It is a process of altering employee behavior and attitudes in a way that increase the probability of goal attainment

Development, any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills. Management development is viewed as a means of bringing managers up to speed on fundamental management skills such as the basics of finance and marketing and techniques for supervising employees.
Future-oriented training, focusing on the personal growth of the employee.

Training = Altering behavior Development = Increasing knowledge Learning = Permanent change in behavior

Training and Development: Do you see any difference?

Training aims to improve current skills and behavior whereas development aims to increase abilities in relation to some future positions or jobs usually at managerial level. In training, the focus is solely on the current job; in development, the focus is both on the current job and jobs that employees will hold in the future. The scope of training is on individual employees, while the scope of development is on the entire work group or organization.

Training is job-specific and addresses particular performance and deficits or problems, while development is concerned with the work forces skills and versatility.

Training tends to focus on immediate organizational needs, while development tends to focus on long-term requirements. Training strongly influences present performance levels, while development pays off in terms of more capable and flexible human resources in the long run.

Why T & D? / Is there any Importance?

Organization: Create a pool of available and adequate replacement for personnel who may leave or move up in the organization.

Enhance the companys ability to adopt and use advances in technology.

Build a more efficient, effective and highly motivated team.

Increase job satisfaction and morale among employees. Increased employee motivation. Increase efficiencies in process. Increase capability to adopt new technologies and products. Reduced employees turnover.

Employee: Better performance Advancement in career Increase productivity Safety High Morale Opportunity for Promotion

How can you train your employee?

On-the-job training methods Job Rotation Apprenticeships or Coaching Action learning Off-the-job training methods Classroom lectures Counseling Brain storming Video-conferencing Role playing Case study. Behavior Modeling

On-the-job training

Job rotation: involves moving employees to various positions in the organization to expand their skills, knowledge and abilities. It means moving management trainees from department to department to broaden their understanding of all parts of the business. Apprenticeship training: An employee is given instruction by more experienced employee or employees in all the practical and theoretical aspects of the work required in a skilled occupation craft or trade.

Action Learning: Management trainees are allowed to work full time analyzing and solving problems in other departments or on projects. The trainees meet periodically with a project group where findings and progresses are discussed and debated.

Off-the-job training methods

Class room training: Lecturing method of training useful for quickly imparting information to large groups with little or no knowledge of the subject. Video presentation: Television, films and slides presentation are similar to lectures and are very useful to train the new incumbents. Company School: Many big companies have their own schools for managers. (Motorola, McDonalds) Company schools educate both current and potential managers in the corporate culture, management philosophy and skills and methods of doing business.

Case study: A business school teaching method in which students do in-depth analysis of real life companies. Role playing: Participants adopt the role of a particular manager placed in a specific situation. Behavior Modeling: It involves showing trainees the right model way of doing something, letting each person practice the right way to do it, and then providing feedback regarding each trainees performance.

How Can You Develop Executives?

On-the-job Development Off-the-job Development

On-the-job Development

Coaching: When a manager takes an active role in guiding another manager, coaching takes place. Job rotation involves moving employees to various positions in the organization to expand their skills, knowledge and abilities. Understudy assignments: Potential managers are given the opportunity to relieve an experienced manager of his/her job ands act as his or her substitute during the period.

Committee assignments provide opportunities for: decision-making learning by watching others becoming more familiar with organizational members and problems Lecture courses and seminars benefit from todays technology and are often offered in a distance learning format.

Off-the-job Development

Lecture courses and seminars benefit from todays technology and are often offered in a distance learning format. Simulations include case studies, decision games and role plays and are intended to improve decision-making. Outdoor training typically involves challenges which teach trainees the importance of teamwork.

Cross-Cultural Training: Necessary for expatriate managers and their families: before assignments (to learn language and culture) during, and after foreign assignments (to adjust to changes back home).

Cross-cultural training is more than language training Involves learning about the cultures: History Politics Economy Religion Social climate Business practices May involve role playing, simulations and immersion in the culture.

Thank you