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Oriental Institute of Management: Members

The document discusses employee training and development at Oriental Institute of Management. It outlines the importance of training, including increasing productivity, team spirit, organizational culture and climate, quality, health and safety, morale, image and profitability. It describes different types of training like on-the-job and off-the-job training. Reasons for neglecting training are also provided, along with tips for how employees learn best and how to develop an effective training program. The conclusion emphasizes that training aids organizational development and helps employees better understand and carry out organizational policies.

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Neha Kaul
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Download as PPT, PDF, TXT or read online on Scribd
52 views

Oriental Institute of Management: Members

The document discusses employee training and development at Oriental Institute of Management. It outlines the importance of training, including increasing productivity, team spirit, organizational culture and climate, quality, health and safety, morale, image and profitability. It describes different types of training like on-the-job and off-the-job training. Reasons for neglecting training are also provided, along with tips for how employees learn best and how to develop an effective training program. The conclusion emphasizes that training aids organizational development and helps employees better understand and carry out organizational policies.

Uploaded by

Neha Kaul
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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ORIENTAL INSTITUTE OF MANAGEMENT

HUMAN RESOURCE MANAGEMENT


Project: Employee Training & Development
Submitted :Venkteshwarloo Sir

Members:
Onkar Kadam 9188
Rashmi Kadam 9189
Ravikiran 9190
Neha Kaul 9191
Ashraf Khan 9192
1
EMPLOYEE TRANING & DEVELOPMENT

• Training is expensive. Without training it is


more expensive
• “Tell me and I forget, teach me and I
remember, involve me and I learn”

-Benjamin Franklin

2
Importance of Training & Development:

Training is the systematic development of the


attitude, knowledge, skill pattern required by
a person to perform a given task or job
adequately and
Development is 'the growth of the individual in
terms of ability, understanding and
awareness'

3
REASONS FOR EMPLOYEE TRAINING AND
DEVELOPMENT:

To develop human intellect and an overall personality of the employees.

• Productivity .
• Team spirit
• Organization Culture
• Organization Climate
• Quality
• Healthy work environment
• Health and Safety
• Morale
• Image.
• Profitability
ROLE OF TRANING & DEVELOPMENT

Training and development


 Implements us to understand New
Business Environment and how we
need to adapt to it.

 It shows where and how we need to


change in order to give the best
performance.

 It helps to know and understand new


learning methods i.e. Modern
techniques & ideas and where, when
& how we need to implement it

 It endures business excellence i.e.


results orientation, customer focus,
leadership and constancy of purpose,
management by processes and facts,
people development and involvement,
continuous learning, innovation and
improvement
Types of Training
• On the Job Training • Off the Job Training

 Induction  Vestibule training


 Orientation training  Lecture
 Job instruction training  Special Study
 Job rotation  Films
 Coaching  Television
 Case study
 Role play
 Business games
 Simulation
Then why is training often neglected?
• Urgency of need
• Training time
• Costs
• Employee turnover
• Short-term worker
• Diversity of worker
• Kinds of jobs (simple-complex)
• Not knowing exactly what you
want your people to do and how
7
How do Employees Learn the Best?

• Learning is the acquisition


of skills, knowledge, or
attitudes.
• The adult learning theory is
a field of research that
examines how adults learn.
A number of the following
tips come from the adult
leaning theory.

8
How employees learn the best:
• When they are actively involved in the
learning process-(to do this choose a
appropriate teaching method).
• Training is relevant and practical.
• Training material is organized and
presented in chunks.
• Training is in an informal, quiet, and
comfortable setting.
• Have a good trainer.
• When they receive feedback on
performance.
9
Developing a Unit Training Program
• This is taught in several sessions.
• It should provide check points to
measure progress.
• Should include two elements:
1. Showing and telling the
employee what to do.
2. Having the employee do it (right).
• Location should be quiet.
• Training materials should be the
same as used on the job.
10
Classroom Training Skills
• Be aware of appropriate body language
and speech.
• Watch how you talk to employees. Covey
respect and appreciation.
• Handle problem behaviors in an effective
manner.
• Avoid time wasters.
• Facilitate employee participation and
discussion.
• Use visual aids to avoid constantly
referring to notes.

11
Orientation:The pre-job phase of training.

• Introduces each new employee to


the job and the workplace.
• Tells new staff members what they
want to know and what the company
wants them to know.
• Communicates information give out a
employee handbook.
• Creates positive employee attitudes
toward the company and the job.

12
Evaluation

• Formal evaluation:
Uses observation, interviews, and surveys to
monitor training while its going on.
• Summative evaluation:
Measures results when training is complete in
five ways:
1. Reaction
2. Knowledge
3. Behavior
4. Attitudes
5.Productivity

13
CONCLUSION

 Aids in organizational development.

 Helps in understanding and carrying out organizational policies in a


more enhanced manner.

 Develops leadership skills, motivation, loyalty, better attitudes among


the employees.
Thank You

15

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