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TRAINING DEVELOPMENT
Increase in Efficiency
Increase in Morale of Employees
Better Human Relations
Reduced Supervision
Increased Organizational...
Basic aim of Training
• Suitable change in the individual concerned.
• Should be related both in terms of organization's d...
Evaluate T&D Programs
Implement T&D Programs
Select T&D Methods
Establish Specific Objectives
Determine T&D Needs
6
 Desired end results
 Clear and summarize objectives must be
formulated
7
• On the job training
 Mentoring
 Coaching
 Job Rotation
 Internships
• Off the job training
 Distance Learning and V...
 Implies change
 Qualified trainers must be available
 Trainers must understand company objectives
Evaluation
What
Why
When
How
• Reactions
• Learning
• Behavior – Transfer of Training
• Results or Return on Investment (ROI)
Top Management
Support
Technological
advances
Learning Style
 Training more specific to needs
 Lower costs
 Less time
 Consistent, relevant material
THANKYOU
Presented By
Jagriti Singh
Karan Bhatia
Monisha Bhatia
Sanjay Rohra
Saba Shaikh
Zoheb Shaikh
training & development ppt
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training & development ppt

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Role of Training & Development, identifying training needs, process, Reasons to conduct training, Factors influencing Training & Development

Veröffentlicht in: Business

training & development ppt

  1. 1. TRAINING DEVELOPMENT
  2. 2. Increase in Efficiency Increase in Morale of Employees Better Human Relations Reduced Supervision Increased Organizational Viability and Flexibility.
  3. 3. Basic aim of Training • Suitable change in the individual concerned. • Should be related both in terms of organization's demand and that of individual’s. Various Methods for identifying Training Needs • Organizational Analysis. • Task Analysis. • Man Analysis.
  4. 4. Evaluate T&D Programs Implement T&D Programs Select T&D Methods Establish Specific Objectives Determine T&D Needs
  5. 5. 6
  6. 6.  Desired end results  Clear and summarize objectives must be formulated 7
  7. 7. • On the job training  Mentoring  Coaching  Job Rotation  Internships • Off the job training  Distance Learning and Videoconferencing  Classroom Programs  Simulations  Role Playing
  8. 8.  Implies change  Qualified trainers must be available  Trainers must understand company objectives
  9. 9. Evaluation What Why When How
  10. 10. • Reactions • Learning • Behavior – Transfer of Training • Results or Return on Investment (ROI)
  11. 11. Top Management Support Technological advances Learning Style
  12. 12.  Training more specific to needs  Lower costs  Less time  Consistent, relevant material
  13. 13. THANKYOU Presented By Jagriti Singh Karan Bhatia Monisha Bhatia Sanjay Rohra Saba Shaikh Zoheb Shaikh

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