training and deelopment

7/29/2019 training and deelopment

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Training and development


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Group members

Kajal Jain 09

Vrushali Jain 11

Dipika Nahar 24

Rohit Sachdeva 27 Zishan Siddiqui 37


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Definitions

According to Edwin Flippo , training is the actof increasing the knowledge and skill of anemployee for doing a particular job.

Goldsteindescribes the training process as thesystematic acquisition of attitudes , concepts,knowledge, roles or skills that result in improved

performance at work.


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Importance of training

Higher productivity and profits

Optimal use of resources

Job satisfaction

Safety

Reduces stress

Career development.


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1. JOB TRAINING OF NEW EMPLOYEES

2. MANAGEMENT DEVELOPMENT3. PERSONAL DEVELOPMENT

4. TECHNOLOGICAL & SCIENTIFIC

INFORMATION

5. UPGRADING CURRENT JOBS

Needs and Objectives
http://www.peninsula.net.in/images/training%20and%20development.jpg


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Steps in the Training Process

1. Organizational objectives

2. Assessment of Training needs

3. Establishment of Training goals

4. Devising training program

5. Implementation of training program

6. Evaluation of results


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Advantages of Training

1. Leads to improved profitability and/or more positive attitudes towardprofits orientation.

2. Improves the job knowledge and skills at all levels of the organization.

3. Improves the morale of the workforce.

4. Helps people identify with organizational goals.

5. Helps create a better corporate image.

6. Fasters authentically, openness and trust.

7. Improves the relationship between boss and subordinate.

8. Aids in organizational development.

9. Learns from the trainee.

10. Helps prepare guidelines for work.


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Disadvantages of training

1. Can be a financial drain on resources; expensivedevelopment and testing, expensive to operate?

2. Often takes people away from their job for varyingperiods of time;

3. Equips staff to leave for a better job

4. Bad habits passed on

5. Narrow experience


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Employee Training

Definition: Training is the systematic development ofthe knowledge, skills and attitudes required by anindividual to perform adequately a given task or job.

It is the act of increasing knowledge and skill of anemployee for doing a particular job.


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Purpose of Training

To increase productivity

To improve quality

To improve organizational climate

To improve health and safety Obsolescence prevention

Preparing for promotion and succession

Retaining and motivating employees


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Management Development

All learning experiences result inupgrading of skills and knowledgeneeded in current and future managerial

positions Requires managers personal

commitment

Manager must take responsibility for owndevelopment


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Management Development (Continued)

Reasons to conduct management training

outside company

Reasons for keeping managementtraining inside the company


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Issues in Employee Training

1. Communications: The increasing diversity of today's workforce bringsa wide variety of languages and customs.

2. Computer skills: Computer skills are becoming a necessity forconducting administrative and office tasks.

3. Customer service: Increased competition in today's global marketplacemakes it critical that employees understand and meet the needs ofcustomers.

4. Diversity: Diversity training usually includes explanation about how

people have different perspectives and views, and includes techniquesto value diversity


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Issues in Employee Training Conti.

5. Ethics: Today's society has increasing expectations about corporatesocial responsibility. Also, today's diverse workforce brings a widevariety of values and morals to the workplace.

6. Human relations: The increased stresses of today's workplace caninclude misunderstandings and conflict. Training can people to getalong in the workplace.

7. Quality initiatives: Initiatives such as Total Quality Management,Quality Circles, benchmarking, etc., require basic training aboutquality concepts, guidelines and standards for quality, etc.

8. Safety: Safety training is critical where working with heavyequipment, hazardous chemicals, repetitive activities, etc., but canalso be useful with practical advice for avoiding assaults, etc.


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EVALUATION OF

TRAINING &DEVELOPMENT


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Purpose Of Training Evaluation


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2007 Fall Extension Conference

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Four Levels of EvaluationKirkpatrick

During program evaluation

Level One Reaction

Level Two Learning

Post program evaluation Level Three Behavior

Level Four Results


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Reaction Level

A customer satisfaction measure Were the participants pleased with the

program Perception if they learned anything

Likelihood of applying the content

Effectiveness of particular strategies

Effectiveness of the packaging of thecourse


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Examples of Level One

Your Opinion, Please

In a word, how would you describe this workshop?

Intent

Solicit feedback about the course. Can also assess whetherrespondents transposed the numeric scales.


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Example of Level One

How much did you know about this subject before taking thisworkshop?Nothing Some A lot

1 2 3 4 5

How much do you know about this subject after participating in thisworkshop?Nothing Some A lot

1 2 3 4 5

Intent - The question does not assess actual learning, it assessesperceived learning.


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Learning Level

What did the participants learn in the program?

The extent to which participants change attitudes, increaseknowledge, and/or increase skill.

What exactly did the participant learn and not learn?

Pretest Posttest


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Learning Level

Requires developing specificlearning objectives to be evaluated.

Learning measures should be

objective and quantifiable. Paper pencil tests, performance on skills

tests, simulations, role-plays, case study,etc.


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Level Two Examples

Develop a written exam based on the desired learningobjectives.

Use the exam as a pretest

Provide participants with a worksheet/activity sheet that

will allow for tracking during the session. Emphasize and repeat key learning points during the

session.

Use the pretest exam as a posttest exam.

Compute the posttest-pretest gain on the exam.


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Behavior Level

How the training affects performance.

The extent to which change in behavioroccurred.

Was the learning transferred from theclassroom to the real world.

Transfer Transfer - Transfer


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Level Three Examples

Observation

Survey or Interview Participant and/or others

Performance benchmarks Before and after

Control group

Evidence or Portfolio


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Survey or Patterned Interview

1. Explain purpose of the survey/interview.

2. Review program objectives and content.

3. Ask the program participant to what extent performance was improved as a result

of the program. __ Large extent __ Some extent __ Not at allIf Large extent or Some extent, ask to please explain.

4. If Not at all, indicate why not:

___ Program content wasnt practical

___ No opportunity to use what I learned

___ My supervisor prevented or discouraged me to change

___ Other higher priorities___ Other reason (please explain)

5. Ask, In the future, to what extent do you plan to change your behavior?

___ Large extent ___ Some extent ___ Not at all

Ask to please explain:


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Results Level

Impact of education and training on the organizationor community.

The final results that occurred as a result of training.

The ROI for training.


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Examples of Level Four

How did the training save costs

Did work output increase

Was there a change in the quality of work

Did the social condition improve

Did the individual create an impact on the

community Is there evidence that the organization or

community has changed.


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Training and Development in IDBI Bank

Impact

1 Survival of organization.

2 Helps in achieving goals.

3 Target market.4 Shaping the employees to fight out the challenges.


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IDBI BANK

IDBI has always focused on leveraging quality humancapital and allowing employees to develop new ideas.

It believes in providing excellent employee training

and opportunities for employee growth.In addition, it supports human resources operations

with efficient and effective IT systems that letspersonnel spend time on banking instead of on

paperwork.


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Methods used by IDBI Bank

Transparency coerces SuccessEfforts

Leverage quality human capital

Potency TrainingThe opportunities to play their strengths

Develop their strengths

Confiscating Opportunities

To develop new ideas Turning to be an Employer of Choice

Part of big projects


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SUGGESSTIONS

IDBI Banks expansion will make it the most trustedfinancial conglomerate taking the care of bothindustrial development as well as the common man.This will lead to attracting a lot of prospective

customers. As the Bank has divided itself into sixverticals each serving different purposes, it will helpcreate a revolutionary change in the whole of theeconomy.

Expansion extensive marketing and advertising campaigns,

training program


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CONCLUSION

1)To integrate all personal activities with each other and strategically withorganizational objectivesserves the organizational interest2)Its an Investment rather than a cost to the organization.3)The utilization of all other resources directly depends on efficient

utilization of human resources.

As jobs have become more complex in the banking sector, the importance ofemployee training has increased.4)In a rapidly changing society, employee training is not only an activity thatis desirable but also an activity that an organization must commit resourcesto, if it is to maintain avaiable and knowledgeable workforce.5)Owing to the changing banking environment, HR department should care

for appropriate response in equipping people who have to perform in the newenvironment.6)In this study, when effectiveness of training increases it directly has a

positive influence on growth & result of the banks. So training is reallyeffective in all the banks that are taken for this study.

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