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Training & Development Program For Middle Manager

This document outlines a training and development program for middle managers. It discusses the need for training to improve skills, knowledge, and attitudes. It also describes analyzing training needs at the organizational, occupational, and individual levels. The training process involves conducting a needs analysis, evaluating current performance, identifying learning objectives, designing training courses, and conducting training. The development program focuses on decision making, interpersonal skills, and organizational skills. Planned development programs help organizations by increasing productivity, reducing costs, improving morale, and allowing flexibility to changing requirements.

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Ajit Kumar Roy
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© Attribution Non-Commercial (BY-NC)
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Download as PPT, PDF, TXT or read online on Scribd
19 views

Training & Development Program For Middle Manager

This document outlines a training and development program for middle managers. It discusses the need for training to improve skills, knowledge, and attitudes. It also describes analyzing training needs at the organizational, occupational, and individual levels. The training process involves conducting a needs analysis, evaluating current performance, identifying learning objectives, designing training courses, and conducting training. The development program focuses on decision making, interpersonal skills, and organizational skills. Planned development programs help organizations by increasing productivity, reducing costs, improving morale, and allowing flexibility to changing requirements.

Uploaded by

Ajit Kumar Roy
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
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TRAINING & DEVELOPMENT Program For Middle Manager

Training is expensive. Without training it is more expensive -Nehru Ji


February 26, 2014 1

TRAINING
A

learning ex erien!e in "ha" i" #ee$# a rela"i%el& ermanen" !hange in an indi%idual "ha" 'ill im ro%e hi#( her a)ili"& "o er*orm on "he +o), I" in%ol%e# !hanging o* A-. !on!e " A""i"ude -$ill# .no'ledge
February 26, 2014 2

TRAINING NEEDS ANALYSIS


100 % 90 % 75 %
standard/preferred performance GA#$TRAINING NEEDS present e!e of act"a performance

50 %

S%ILLS& %N'(LEDGE AND ATTIT)DE TRAINING RE*)IRE+ENTS

0%
February 26, 2014 3

DEVELOPMENT
More

*u"ure orien"ed and more !on!erned 'i"h edu!a"ion "han i# "raining, Managemen" De%elo men" a!"i%i"ie# a""em " "o in#"ill #ound rea#oning ro!e##e# "o enhan!e one/# a)ili"& "o under#"and and in"er re" $no'ledge, I" *o!u#e# on "he er#onal gro'"h & on Anal&"i!al 0on!e "ual 1uman
February 26, 2014

Skills

TRAINING NEEDS ANALYSIS


INDI,ATI'NS -'R T.E NEEDS '- TRAINING
Standards of /or0 performance are not met Acc1dents E2cess1!e scrap -re3"ent need for e3"1pment repa1rs .145 rate of e!a "at1on reports Lo/ rat1n4 of e!a "at1on reports
February 26, 2014 5

TRAINING NEEDS ANALYSIS


INDI,ATI'NS -'R T.E NEEDS '- TRAINING
#eop e "se d1fferent met5od to do one 6o7

8ott enec0s Dead 1nes are not met E2cess1!e fat14"e& f"m7 1n4& d1sco"ra4ement and str"44 1n4 on t5e 6o7

February 26, 2014

LE9ELS '- TRAINING NEEDS IDENTI-I,ATI'N

NEEDSAT AT NEEDS 'RGANI:ATI'N 'RGANI:ATI'N LE9EL LE9EL

NEEDSAT AT NEEDS ',,)#ATI'NAL ',,)#ATI'NAL LE9EL LE9EL

NEEDSAT AT NEEDS INDI9ID)AL INDI9ID)AL LE9EL LE9EL

(5ere a 4enera /ea0ness 1n t5e or4an1;at1on e21st< (5ere tra1n1n4 1n t5e or4an1;at1on 1s most needed

(5at 1s needed 1n terms of s01 & 0no/ ed4e and att1t"de to carr=$ o"t t5e !ar1o"s d"t1es re ated to a part1c" ar 6o7 or occ"pat1on <

Determ1n1n4 def1c1enc1es 1n part1c" ar s01 s& 0no/ ed4e and att1t"de on t5e part of t5e 1nd1!1d"a <

February 26, 2014

LE9ELS '- TRAINING NEEDS IDENTI-I,ATI'N

February 26, 2014

Tra1n1n4 #rocess
,'ND),T ,'ND),T TRAININGNEEDS NEEDS TRAINING ANALYSIS ANALYSIS

E9AL)ATE E9AL)ATE TRAINING TRAINING

IDENTI-Y IDENTI-Y LEARNING LEARNING '8>E,TI9ES '8>E,TI9ES

,'ND),T ,'ND),T '-TRAINING TRAINING '-

DESIGN DESIGN TRAINING TRAINING ,')RSE ,')RSE

February 26, 2014

T&D
In!rea#e#

+o) #$ill#- # e!i*i! #$ill# -hor" "erm er# e!"i%e Jo) !en"ered The role o* a "rainer i# %er& im or"an"

I"

#ha e# a""i"ude 2 o%erall gro'"h Long "erm er# e!"i%e 0areer 0en"ered In"ernall& mo"i%a"ed *or #el* de%elo men"
February 26, 2014 10

DEVELOPMENT PROGRAMDe!i#ion

ma$ing3 In )a#$e" 4u#ine## game# 0a#e #"udie# In"er er#onal3 TA Role la& -en#i"i%i"& 4eha%ior Organi5a"ional3 Po#i"ion ro"a"ion Mul"i le mgm"
February 26, 2014

11

DEVELOPMENT PROGRAMS
Some where it is focus on Em !oyee En"a"ement#

Or6 i* 'e #a& no" "han 7ho are &our 8paddler 7ho are &our 8passenger And 'ho i# sinking your boa
February 26, 2014 12

February 26, 2014

13

719 T & D
No

one i# a er*e!" *i" a" "he "ime o* hiring and #ome "raining & de%elo men" mu#" "a$e la!e, Planned de%elo men" rogram# 'ill re"urn %alue# "o "he organi5a"ion in "erm# o* 3 !" in#reased produ# i$i y !!"redu#ed #os s !!!"Morale Flexi)ili"& "o ada " "o !hanging re:uiremen"#
February 26, 2014

14

%inal Resul
Mould#

em lo&ee#/

a""i"ude 1el # "hem a!hie%e )e""er !o-o era"ion 0rea"e# grea"er lo&al"& "o "he organi5a"ion, Redu!e# 'a#"age and # oilage Redu!e# !on#"an" #u er%i#ion Im ro%e# :uali"&

February 26, 2014

15

February 26, 2014

16

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