PRESENTATION ON TRAINING

BY MONIKA

INTRODUCTION

MEANING OF TRAINING FEATURES OF TRAINING NEEDS FOR TRAINING OBJECTIVES OF TRAINING BENEFITS TO EMPLOYEES AREAS OF TRAINING TYPES OF TRAINING METHODS OF TRAINING CASE STUDY

MEANING OF TRAINING

TRAINING IS THE ACT OF INCREASING THE KNOWLEDGE & SKILLS OF AN EMPLOYEE FOR DOING A PARTICULAR JOB.A TRAINEE LEARNS NEW HABITS, REFINED SKILLS, USEFUL KNOWLEDGE DURING THE TRAINING THAT HELPS HIM IMPROVE PERFORMANCE.

FEATURES OF TRAINING
INCREASES KNOWLEDGE & SKILLS FOR DOING A JOB. BRIDGES THE GAP BETWEEN JOB NEEDS & EMPLOYEE SKILLS, KNOWLEDGE & BEHAVIOUR. JOB-ORIENTED PROCESS, VOCATIONAL IN NATURE.

NEEDS FOR TRAINING

NEWLY RECRUITED EMPLOYEES PREPARING EXISTING EMPLOYEES FOR HIGHER-LEVEL JOBS TO UPGRADE NEW SKILLS TO PROVIDE THE REQUIRED SKILLS TO MAKE EMPLOYEES MOBILE & VERSATILE TO MAKE EMPLOYEES PRODUCTIVE & USEFUL.

OBJECTIVE FOR TRAINING (GOALS)

LEARNING ORGANIZATION TO IMPART BASIC KNOWLEDGE & SKILLS TO EQUIP THE EMPLOYEES TO MEET THE CHANGING REQUIREMENTS OF THE JOB TO TEACH THE NEW TECHNIQUES TO PREPARE EMPLOYEES FOR HIGHER LEVEL TASKS

BENEFITS TO EMPLOYEES
PERSONAL GROWTH DEVELOPMENT OF NEW SKILLS HIGHER EARNING CAPACITY HELPS TO ADJUST IN CHANGING TECHNOLOGY INCREASED SAFETY CONFIDENCE

AREAS OF TRAINING

KNOWLEDGE TECHNICAL SKILLS SOCIAL SKILLS

TYPES OF TRAINING

ORIENTATION TRAINING JOB INSTRUCTION TRAINING REFRESHER TRAINING APPRENTICESHIP TRAINING VESTIBULE TRAINING

METHODS OF TRAINING

JOB INSTRUCTION TRAINING

COACHING & MENTORING

JOB ROTATION

APPRENTICESHIP TRAINING

OFF THE JOB METHODS

VESTIBULE TRAINING

ROLE PLAYING

LECTURE METHOD

DISCUSSION APPROACH

CASE STUDY
One Monday morning Sanjay Nagpal, a recent recruit from a reputed management institute in Manipal walked into the sales office at Chennai as a new sales trainee. Raghavan, the Zonal Sales Manager for a large computer firm was there to greet him. Raghavans job consisted of overseeing the work of sales officers, field executives & trainee salesmen numbering over 50 of three areas namely Chennai, Bangalore, Trivendrum. The sales growth of computers parts & other office equipments in his area was highly satisfactory, especially in recent years-thanks to the developmental initiatives taken by the respective State Governments in spreading computer education in offices, schools, colleges, banks etc.

CONT.
Raghavan had collected several sales reports, catalogues & pamphlets describing in detail the types of office equipments sold by the company. After a pleasant chat about their backgrounds, Raghavan gave Sanjay the collected material & showed him to his assigned desk. Therafter Raghavan excused himself & didnt return. Sanjay spent the whole day scanning the material & at 5.00 pm he picked his things & went home.

QUESTIONS ??? What do you think about Raghavans training programme? What type of sale training programme would you suggest? What method of training would have been best under the circumstances? Would you consider OJT, simulation or experimental methods?

THANKS