TRAINING AND DEVELOPMENT
TRAINING AND DEVELOPMENT
What is the purpose of Training & Development?
Improved Employees Performance
Improve employees' satisfaction and morale
Improve productivity and efficiency
Advantages of Training & Development
Increase Job Satisfaction
Be in touch with the latest Tehnology Develoments
Advance Employees Skills
Be able to see Weaknesses and Skill Gaps
What is Training & Development?
Long-term in nature
Mainly designed for higher level executives and also for the employees who are in dominant managerial roles.
Mainly provided for existing employees for their all-round development and improvement
Development provides for an expansion of one’s knowledge.
Development is unending
Mainly designed for non-managerial and technical employees in an organisation.
Mainly provided for new employees in which they get to learn about the key skills required for a job
Knowledge is gained through training.
Training is time-bound.
What are the different types of training methods?
Off-the-job Training Methods
High knowledge retention
Training the brain to act without too much consideration
Can cause people not to assess risks thoroughly
Creates people to be more robotic than human
Unless well structured and thought-out people will get bored
A wealth of knowledge usually, presented by many speakers at one time in one place.
A sense of camaraderie, where individuals can meet others with the same interests or concerns
A great way for those that don't like to read, or attend classes, to improve their knowledge of a specific subject.
The chance that the speakers may be sharing incorrect knowledge, or not at all knowledgeable themselves
The time spent away from your actual business, or life, to attend.
Cost, of course, as all attendees must absorb their own costs.
Case Study Method
Simplifies complex concept
Expose participants to real life situations which otherwise is difficult
Improves analytical thinking, communication, developing tolerance for different views on the same subject
Problem arises in validation of the solutions because there are more than one way to look at things
Managing time is a criterion in a training program.
Might be difficult to find an appropriate case study to suit all subjects
Helps to develop self esteem and confidence
Give them opportunity to show their creativity
Simple and low cost
Time consuming process
Difficult for teachers to evaluate the students individually
Participants may be too shy
Lectures can be specifically organized to meet the needs of particular audiences.
Lectures can present large amounts of information.
Effective lecturers can communicate the intrinsic interest of a subject through their enthusiasm.
Lectures requires effective speakers.
Lectures are not well suited for teaching complex, abstract material.
Students are often passive because there is no mechanism to ensure that they are intellectually engaged with the material.
Both theoretical and practical training is provided
Many people can be trained at a time
It does not hinder the production process
The training environment is mostly artificial.
This method is of limited value for the jobs that utilize non duplicate equipment.
Since the responsibilities are distributed, it may lead to organizational problems.
Fun and entertaining experience
A way to simplify difficult concepts
Demonstrations place less emphasis on details
Creates employees to be more robotic than human
Group interaction enhances learning
Instructors can provide personal feedback and monitor student progress
Allows you to teach employees in a safe, quiet, clean environment
May not be able to enquire all of one’s doubts due to lack of time
Have to pull employees off the job
On-the-job Training Methods
Won’t gain access to certain careers
-Won’t get to experience university life
Salary may be lower than that of a graduate
Earn while you learn
A way to gain valuable experience in the working world
Broaden skill set
chance of a mismatched pair
both mentors and mentees gain confidence and leadership skills
not limited to performance-related problems, rather on future growth
interaction with experienced mentors to improve performance and gain knowledge
low earning potential
may be treated like an assistant
keeps you from entering the workplace
increase one's market value
identify and choose a specialty
platform to start networking
allow for real work experience
not feasible for some industries
lack of in depth skill development
costly and time consuming
acts as a backup plan if one employee leaves
time and topic coverage broad
preparation time for classes may be long
lack of individual accountability
increased student engagement and understanding
knowledge may differ from session to session, from instructor to instructor
helps identify both organisational and individual strengths
effective knowledge transfer