Scribd
Upload
21 views14 pages

Inputs in T & D

The document discusses training and development (T&D) in organizations. It notes that T&D can provide skills, education, ethics training, and decision making skills to employees. T&D can also give organizations a competitive advantage by reducing errors and meeting future needs. The document outlines different needs assessment methods including analyzing organizational goals, exit interviews, and individual performance assessments. It also discusses designing T&D programs and different on-the-job and off-the-job training methods. Finally, it covers the roles of both employers and employees in career development planning.

Uploaded by

Niranjan Bangalore India
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
21 views14 pages

Inputs in T & D

The document discusses training and development (T&D) in organizations. It notes that T&D can provide skills, education, ethics training, and decision making skills to employees. T&D can also give organizations a competitive advantage by reducing errors and meeting future needs. The document outlines different needs assessment methods including analyzing organizational goals, exit interviews, and individual performance assessments. It also discusses designing T&D programs and different on-the-job and off-the-job training methods. Finally, it covers the roles of both employers and employees in career development planning.

Uploaded by

Niranjan Bangalore India
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 14

Inputs in T & D

 Skills

 Education

 Development

 Ethics

 Attitudinal changes

 Decision making & problem solving


T & D as a source of Competitive
advantage
 Removes performance deficiency

 Brings about stability, flexibility and capacity


for growth

 Minimizes accidents, scraps and damage

 Meeting future employee needs


Needs assessment methods

Methods

Group/organizational
Individual analysis
analysis
Group/organizational
analysis
 Organizational goals and objectives

 Personnel/skills inventories

 Exit interviews

 Quality circles

 Customer survey/satisfaction data

 Consideration of current and projected changes


Individual analysis

P A

 Interviews

 Training progress
Designing T & D programme
 Who are the trainees ?

 Who are the trainers ?

 What methods to be adopted ?

 What should be the level of training ?

 What learning principles are needed ?

 Where is the programme conducted ?


Management Development
Programmes (MDP’s)

MDP’S

On the job Off the job


On the job methods

 Job rotation

 Coaching or understudy

 Action learning

 Staff meetings

 Lateral transfer
Off the job

 Seminars & conferences

 Case studies

 Games

 Role plays

 Behaviour modelling

 Corporate universities
Career development
 Career is progress or general course of
action of a person in some profession or in
an organization.

 Career planning is a process whereby an


individual sets career goals and identifies
the means to achieve them.
 Career development refers to a formal
approach used by the firm to ensure that
people with proper qualifications and
experiences are available when needed.

 Career management is the process of


enabling employees to better understand
and develop their skills and interests and
use them for the benefit of the
organization and self.
Roles in Career development
 Employer’s role

 Employee’s role
Employer’s role
 Job postings

 Formal education

 Counseling by mangers

 Succession planning

 Mentoring

 Assessment centers

 Expatriation/repatriation
Employee’s role
 Assessing one’s own KSA’s

 Seek out information about career options

 Make use of development opportunities


provided in the organization

 Establish goals and career plans

 Accept that career planning and


development are one’s own responsibility

You might also like