MBA Presentations By Imashok

imashok 9620619777



By Naveen Radhakrishna Megesh imashok

imashok 9620619777


‡ Areas of training. ‡ Training needs assessment. ‡ Training methods. 1. On the job. 2. Off the job

imashok 9620619777


Areas Of Training

‡ Knowledge ‡ Technical Skills ‡ Social Skills ‡ Techniques

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‡ Learns about set of rules and regulation about the job. ‡ Learns about the staff and products or services offered by the company. ‡ Aim is make employee aware about the company.

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Technical skills
‡ The employee is taught about the specific skill so that he can acquire that skill and contribute meaningfully. ‡ Eg, operating a machine, handling a computer ,etc..

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Social skill
‡ Learn about himself and others. ‡ Develop a right mental attitude towards the job, colleagues and company. ‡ Teaching how to be a team member and get ahead.

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‡ It involves application of knowledge and skill to various on-the-job on-thesituations. ‡ It mainly aims at moulding employees attitudes. ‡ It also aims at employee loyalty, support and commitment to company activities.
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A Systematic Approach To Training
It consist of five phases      Training needs assessment Implementation Evaluation Training design(methods) Determination of training objectives

imashok 9620619777


Training needs assessment
Training efforts must aim at meeting the needs of the organization and the individual employees. This, essentially involves three types of analysis 1. Organizational analysis 2. Task or Role Analysis 3. Person Analysis

imashok 9620619777


1. Organizational analysis
This is a study of the entire organization terms of its objectives, objectives, utilization of resources to achieve objectives etc.  Analysis of objectives  Resource utilisation  Environmental scanning  Organizational climate analysis

imashok 9620619777


2. Task or Role Analysis
This is a detailed examination of a job, its various components, like knowledge, skills, knowledge, skills, attitudes and abilities needed to achieve optimum performance.

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3. Person Analysis
Here the focus is on the individual in a given job; analyzes how well the individual employee is doing the job about and determines which employees need training and what kind..
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Data sources used in training needs assessment
Organizational analysis
Organizational goals & objectives appraisals Personal inventories Skills inventories Organizational climate Analysis Efficiency Indexes Change in systems or Subsystems (e.g. equipment) Management requests Exit interviews MBO or Work planning systems Customer surrey/ satisfaction data

Task analysis
Job descriptions Job specifications Performance standards Performing the job Work sampling Reviewing Literature on the job Asking questions about the job Training Committees Analysis of operating Problems

person analysis
performance data or Work Sampling Interviews Questionnaires Tests(KASOCs ) customer /employee attitude survey Training progress Rating scales CIT Diaries Devised situations (e.g. role play) Assessment centre MBO or work planning systems 14

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4. Identify Training Objectives


Innovative ‡ Anticipating problems before they occur ‡ Team building sessions with the departments

Problem Solving ‡ Training clerks to reduce complaints ‡ Training supervisors in communications to reduce grievances

Regular ‡ orientation ‡ Recurring training of interviewers ‡ Refresher courses on safety procedures

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5. Training Methods
Formal training methods includes On the job training - covering job instruction training, coaching, mentoring, job rotation apprenticeship training, committee assignments etc Off the job - lectures, conference, stimulation exercises & programmed instruction

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6. Evaluation
Evaluation helps in controlling & correcting the training programme

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Advantages of training needs assessment
‡ Gives a consensus of what skills are important to job performance ‡ Helps understand skills levels in different departments ‡ Consensus of identifying critical skills ‡ Gives consensus to identify alignment of skills with organizational goals and in-turn to reward 9620619777 insystem of imashok 18 organization.

On the Job Training Methods
1) Job instruction Training: Here the Training: trainee receives an overview of the job. The trainer actually demonstrates the Job & the trainee is asked to copy the trainer¶s way. The trainee, finally, tries to perform the job independently.

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Job instruction Training
Merits ‡ Trainee learns fast, ‡ It is economical, ‡ Suitable for unskilled semi skilled, Demerits ‡ Trainee should be as good as trainer, ‡ Should be cautious, ‡ Experienced cant use,

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2). Coaching
Here the supervisor explains things & answers questions; throws light on why things are done the way they are, offer a model for trainees to copy conducts lot of decision making meetings, meetings, and allows trainees freedom to commit mistakes & learn ‡ Coaching thus requires lot of teaching skills
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The use of an experienced person to teach & train someone with less knowledge and experience in given area is known as mentoring. The mentor nurtures, supports & guides the efforts of young persons by giving appropriate information, feedback & encouragement whenever required.

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3). Mentoring
Successful mentoring
Good mentors ‡ Listen & understand ‡ Challenge & stimulate learning. ‡ Coach. ‡ Build self confidence. ‡ Provide wise counsel. ‡ Teach by e.g. ‡ Act as roll model. ‡ Share experiences. ‡ Offer encouragement. Good mentees ‡ Listen ‡ Act on advise ‡ Show commitment to learn ‡ Check ego at the door ‡ Ask for feedback ‡ Are open minded. ‡ Are willing to change. ‡ Are proactive

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Job Rotation
It involves the movement of trainee from one job to another.
merits ‡ Improves participants job skills, satisfaction ‡ Provides valuable opportunities to network within organization ‡ Offers faster promotions & higher salaries to quick learners ‡ Lateral transfers may be beneficial in rekindling enthusiasm & developing new ideas demerits ‡ Increased workload for participants ‡ Constant job change may produce stress & anxiety ‡ Mere multiplication of duties do not enrich the life of trainee ‡ Development costs may shoot up when trainees commit mistakes, handling tasks less optimally

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Apprenticeship Training
Most craft workers such as plumbers, carpenters etc are trained through formal a Apprenticeship programmes. In this, method the trainees are put under the guidance of a master worker typically for 2-5 years 2-

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Committee assignments
‡ In this method, trainees are asked to solve an actual organizational programme working along with other trainees.

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Off the job training methods
‡ Vestibule training: it occurs off the training: job on equipment or methods that are highly similar to those used on the job.

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Off the job training methods
‡ Role playing: playing: This is a development technique requiring the trainee to assume a role in a given situation & act out behaviours associated with that role.

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Off the job training methods
‡ Lecture Method: Method: Here the instructor organizes the study material on a topic & offers it to a group of trainees in the form of talks.

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Off the job training methods
Conference/ Discussion method: method: ‡ In this trainer delivers a lecture & involves the trainees in a discussion so that the doubts about the job to be undertaken get imashok 9620619777 clarified.


Off the job training methods
‡ Programmed instruction: This is an instruction: approach that puts material to be learned into highly organized logical sequences that require the trainees to respond.

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Computer- based training. Computer‡ CBT services are where a trainee learn by executing special training programs on a computer retaining to their occupation. Use of computers in imp training, training, monitoring trainee progress, providing feedback & assessing final results. Also results. called CAI

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Electronic performance Support Systems.
Any computer software program or component that improves employee performance by 1. Reducing the completely or no¶ of steps to perform a task 2. Providing performance info an employee needs to perform a task 3. Providing a DSS that enables an employee to identify the action that is appropriate for a imashok 9620619777 particular set of conditions


Internet ± based training.
IBT is a form of distance training in which the internet is used to deliver training material. Professional instruction material developers are hired to create training material. 1. High speed networks 2. Electronic mail 3. Chat rooms 4. Video conferencing 5. Internet
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Thank you!

imashok 9620619777


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