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Training: It is the process of learning for improving knowledge, attitudes and skills. Training is the most important period where the employer evaluates the attitude of the recruited employees in the company in career development in the company. Here the employers meet the new employees giving training to them and moulding them according to the environment of the company.
It is a opportunity to the employer to meet the employees and training according to their mental ability to understand. But the question in the entire HR managers mind is “How is it possible to train candidates more effectively to increase the productivity.”
The training process: Four of these steps are mutually necessary for any training program to be effective and efficient.
STEP 1: ESTABLISHING A NEEDS ANALYSIS.
The objective in establishing a needs analysis is to find out the answers to the following questions: - “Why” is training needed? - “What” type of training is needed? - “When” is the training needed? - “Where” is the training needed? - “Who” needs the training? and "Who" will conduct the training? - “How” will the training be performed?
By determining training needs, an organization can decide what specific knowledge, skills, and attitudes are needed to improve the employee’s performance in accordance with the company’s standards. STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS. This step establishes the development of current job descriptions and standards and procedures. This will standardize the necessary guidelines for any future training. STEP 3: DELIVER THE TRAINING PROGRAM: This step is responsible for the instruction and delivery of the training program. Once we have designated our trainers, the training technique must be decided. One-on-one training, on-thejob training, group training, seminars, and workshops are the most popular methods. The trainer should have: - A desire to teach the subject being taught. - A working knowledge of the subject being taught. - An ability to motivate participants to “want” to learn - A good sense of humor.
A dynamic appearance and good posture. - A strong passion for their topic. - A strong compassion towards their participants. - Appropriate audio/visual equipment to enhance the training session. STEP 4: EVALUATE THE TRAINING PROGRAM This step will determine how effective and profitable your training program has been. Methods for evaluation are preand post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits. The evaluation of training programs are without a doubt the most important step in the training process. It is this step that will indicate the effectiveness of both the training as well as the trainer. The importance of the evaluation process after the training is critical. Without it, the trainer does not have a true indication of the effectiveness of the training
“Problems cannot be solved by the same level of thinking that created them.”Elbert Einstein.
Creativity and the Learning Process
The Sure-Fire Five Step Learning Process consists of:
Step One: look Step Two: see what you look at Step Three: understand what you see Step Four: learn from what you understand Step Five: act on what you learn
Components for Creativity
These five components are summarized in the following table:
CREATIVITY TRAINING REQUIRES DISCIPLINE
Getting employees to think in new ways takes a lot of time and effort--and determination--from management. Creativity can be learned, but it often requires training. But just as there are tools to train sales and management staffs, there are many practical tools and proven methods for nurturing creativity. Creativity can't be simply another office task. Develop entertaining procedures for engaging people in the process and make it fun. A program called "Plant-a-Seed" that encourages employees to submit written ideas for improving the company. Once a month, a group of managers evaluates the ideas and moves forward on those with potential. Those ideas that are chosen are publicized, and the responsible individual receives a bonus. Another approach is to include employees from all levels of the company in brainstorming sessions, and to mix people from different departments.
CREATIVITY--The activity that leads to innovation is one of the first things to take a back seat in a downsized environment. Creativity training requires discipline. FOUR INGREDIENTS FOR FOSTERING THE CREATIVE PROCESS: Make the time Make it fun. Make it everyone's job. Make it happen. For computer fans-- software program Idea Fisher Best practical guide to idea-generating techniques --thinker toys:-A handbook of business creativity for the 90's, by michael michalko
CREATIVITY REQUIRES SOME TYPE OF TRAINING . various methods of creativity training applied for corporate as reported by current creativity trainers. Raudsepp (1987) proposed twenty-four interventions to enhance organizational and personal innovation and achievement, and to harness and focus employee's energies to achieve innovative results. Umilker (1988) presented the faddish nature of business improvement theories, and gave six necessary characteristics of successful managers which helps to support organizational creativity. Glenn-Ryan and Guss (1989) presented that fostering initiative and creativity in senior career civil servants in an effort to increase the level and quality of service provided.
Boone & Hollingsworth (1990) -presented the creative process, and proposed a framework for structuring training sessions in creative thinking. De Bono (1995) presented that creativity is a skill that can be developed by anyone, and proposed the "six thinking hat system" as a way for individuals and/or groups to engage in creative thinking. Agor (1997) -As a vehicle for increasing creativity for applied problem solving among Executive MBA students. Caudron (1998) presented the idea that corporate creativity is coming to be regarded as a useful discipline within American corporations. Ditkoff (1998) stated that corporate organizations need to shift from traditional left-brain analytical thinking to whole-brain thinking by using brainstorming
Eskildsen; Dahlgaard; and Anders (1999) establish the relationship between the creative organization, the learning organization, and business excellence. Armstrong (1999) created some role-playing exercise for managers for decision making that complement of traditional rational decision-making processes. Caudron (2000) presented the theory that "fun and feel-good" training efforts can improve morale, increase customer satisfaction, boost retention, and teach new skills and behaviours. Berg (2001) presented that play and work can be blended to improve performance, productivity, and profits. Global Business Management Week (2001) published on the Website -Harnessing creativity to improve the bottom line
In creative training the employee would know his ability to: Be one of the best communicators. To build the better business environment and relationship at all levels of customer organization both in and off the show floor. Making the employee to know “what is he all about to the company.” Making the employee to give his best to the organization to increase the productivity in the company’s performance Making the employee to know his strength and weakness.
REASONS FOR CREATIVE TRAINING
Countering negativity of the employees Identifying creativity of the employees Encouraging participant’s involvement Awakening the creativity of the employees Creativity enablers for the employees Creativity inhibitors of the employees
Countering negativity of the employees
Attending creativity courses Taking up a creative hobby Positive self-affirmations Keeping a daily journal Reading books a lot
Creative Questions – Taking Charge of Creativity
Q .How do you put a giraffe in a refrigerator? Answer 1. Open the refrigerator, put in the giraffe and close the door. This question tests whether or not you overly complicate situations in your attempt to solve them.
Q. How do you put an elephant in a refrigerator? Answer . Open the refrigerator, take out the giraffe, put in the elephant and shut the door. This question tests your abilities to foresee obstacles in your preparation to deal with them.
Q. The Lion King is hosting an animal conference. All the animals attend except one. Which animal does not attend? Answer . The elephant. The elephant is still in the refrigerator. This question tests whether or not you are capable of synthesizing new pieces of information with information you've already acquired.
Q. There is a river where all the crocodiles live. How do you cross it? Answer . Just swim across. All the crocodiles are attending the Lion King's Animal Convention! This question tests your reasoning abilities.
If you answered all four questions correctly, you are indeed a professional capable of great problem solving. If you answered three questions correctly, you have some work to do, but there's hope for you. If you answered two out of four, consider another line of work. If you answered only one correctly, consider a line of work that doesn't require higher mental functions .
Tension mounts as team members try to defuse a bomb. With too many instructions for an individual to remember, how will they manage?
Effective teamwork and good communication skills are essential.
Stepping into the unknown is necessary for any team to grow and move ahead, but how will your team perform? Will they take risks? Do they learn from their mistakes Do they support and encourage each other? This exercise covers all these areas and more when they try to cross a Minefield area. It is easy to begin with but it soon gets exciting as their options get restricted and time is running out.
These exercise develops the following areas:
Effective communication Creative thinking Lateral thinking Efficient time management Making the most of resources Effective teamwork Adapting to change.
Gives the data which can be used to establish the process. There are some companies use creativity training. C.E.O s suggests that employees creativity has to be enhanced. Creativity training helps in developing of organization.
Now the main question is how can it be implemented.
Let us see the ways of the companies creativity training.
ACCENTURE. SUTHERLAND GLOBAL SERVICES. BIRLA CEMENTS.
High performance delivered.(tag line) It is a IT consultant company and having division of outsourcing too. Company is known for its IT services.
Now let us see to its training style.
DIFFERENT LEVELS OF TRAINING
New-joiners orientation. Formal training and creativity training. On-the-job training.
First week is orientation program. Gives a over view on culture, business processes, operation and culture.
FORMAL TRAINING AND CREATIVITY TRAINING
Categorizing the individuals as per there qualification. Creativity training like puzzle solving and team plays are organized . Technical training is given as per the specialization of the candidate.
Training involves portfolio of business, technology and industry expertise. Communication, business acumen and selling. Scope to enhance functional skills and expertise in their own specialization.
ANALYST. CONSULTANT. MANAGER. SENIOR MANAGER. SENIOR EXECUTIVE.
SUTHERLAND GLOBAL SERVICES. BIRLA CEMENT.
Creativity training is all about enhancing the thought process. Creativity involves learning and implementing. Learning includes exploration and connection of information.
Small tips to be creative
DREAM. DOODLE. BRAINSTORMS. DISCUSSION WITH FRIENDS. PAYING ATTENTION. CAPTURING OF IDEAS.
4-steps FOR a effective CREATIVITY TRAINING
Defining the learning objective. Defining the research topic. Assigning a research resource. Presenting the found information.
Creativity training makes candidate to think beyond the box. Makes candidate more efficient and effective.
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