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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?
STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS. This will standardize the necessary guidelines for any future training. Once we have designated our trainers. .A desire to teach the subject being taught. One-on-one training. on-the-job training. By determining training needs. an organization can decide what specific knowledge. . STEP 3: DELIVER THE TRAINING PROGRAM: This step is responsible for the instruction and delivery of the training program. and workshops are the most popular methods.An ability to motivate participants to “want” to learn . skills.A good sense of humor. group training.A working knowledge of the subject being taught. This step establishes the development of current job descriptions and standards and procedures. the training technique must be decided. seminars. . The trainer should have: . and attitudes are needed to improve the employee’s performance in accordance with the company’s standards.
Methods for evaluation are pre-and post.A strong passion for their topic. the trainer does not have a true indication of the effectiveness of the training . and an increase in customer satisfaction and profits.Appropriate audio/visual equipment to enhance the training session.A strong compassion towards their participants. It is this step that will indicate the effectiveness of both the training as well as the trainer. A dynamic appearance and good posture. . . Without it. The importance of the evaluation process after the training is critical. STEP 4: EVALUATE THE TRAINING PROGRAM This step will determine how effective and profitable your training program has been. The evaluation of training programs are without a doubt the most important step in the training process. . the establishment of a cost/benefit analysis outlining your expenses and returns.surveys of customer comments cards.
”Elbert Einstein.“Problems cannot be solved by the same level of thinking that created them. .
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: .
and to mix people from different departments. a group of managers evaluates the ideas and moves forward on those with potential. . A program called "Plant-a-Seed" that encourages employees to submit written ideas for improving the company. Those ideas that are chosen are publicized. Creativity can't be simply another office task. but it often requires training. But just as there are tools to train sales and management staffs. and the responsible individual receives a bonus. Creativity can be learned.CREATIVITY TRAINING REQUIRES DISCIPLINE Getting employees to think in new ways takes a lot of time and effort--and determination--from management. Once a month. Another approach is to include employees from all levels of the company in brainstorming sessions. there are many practical tools and proven methods for nurturing creativity. Develop entertaining procedures for engaging people in the process and make it fun.
software program Idea Fisher Best practical guide to idea-generating techniques --thinker toys:-A handbook of business creativity for the 90's. Make it everyone's job. Make it happen. FOUR INGREDIENTS FOR FOSTERING THE CREATIVE PROCESS: Make the time Make it fun. Creativity training requires discipline.LITERATURE REVIEW CREATIVITY--The activity that leads to innovation is one of the first things to take a back seat in a downsized environment. For computer fans-. by michael michalko .
various methods of creativity training applied for corporate as reported by current creativity trainers. 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. Raudsepp (1987) proposed twenty-four interventions to enhance organizational and personal innovation and achievement. Umilker (1988) presented the faddish nature of business improvement theories. CREATIVITY REQUIRES SOME TYPE OF TRAINING . and gave six necessary characteristics of successful managers which helps to support organizational creativity. . and to harness and focus employee's energies to achieve innovative results.
and proposed the "six thinking hat system" as a way for individuals and/or groups to engage in creative thinking. 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. 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 . Agor (1997) -As a vehicle for increasing creativity for applied problem solving among Executive MBA students.
the learning organization. increase customer satisfaction. and Anders (1999) establish the relationship between the creative organization. Caudron (2000) presented the theory that "fun and feel-good" training efforts can improve morale. and teach new skills and behaviours. productivity. Berg (2001) presented that play and work can be blended to improve performance. boost retention. Eskildsen. Dahlgaard. and profits. Armstrong (1999) created some role-playing exercise for managers for decision making that complement of traditional rational decision-making processes. Global Business Management Week (2001) published on the Website -Harnessing creativity to improve the bottom line . and business excellence.
” 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. Making the employee to know “what is he all about to the company. To build the better business environment and relationship at all levels of customer organization both in and off the show floor. .Ability In creative training the employee would know his ability to: Be one of the best communicators.
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. This question tests whether or not you overly complicate situations in your attempt to solve them. Open the refrigerator. . put in the giraffe and close the door.
put in the elephant and shut the door. How do you put an elephant in a refrigerator? Answer . Open the refrigerator. . This question tests your abilities to foresee obstacles in your preparation to deal with them.Question -2 Q. take out the giraffe.
This question tests whether or not you are capable of synthesizing new pieces of information with information you've already acquired. The elephant. Which animal does not attend? Answer . The elephant is still in the refrigerator. . The Lion King is hosting an animal conference. All the animals attend except one.Q.
All the crocodiles are attending the Lion King's Animal Convention! This question tests your reasoning abilities. How do you cross it? Answer . There is a river where all the crocodiles live. Just swim across. .Q.
Summary If you answered all four questions correctly. If you answered only one correctly. you have some work to do. but there's hope for you. If you answered three questions correctly. consider another line of work. If you answered two out of four. . you are indeed a professional capable of great problem solving. consider a line of work that doesn't require higher mental functions .
With too many instructions for an individual to remember. .Tension mounts as team members try to defuse a bomb. how will they manage? Effective teamwork and good communication skills are essential.
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.Stepping into the unknown is necessary for any team to grow and move ahead.
.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.
PRIMARY DATA Gives the data which can be used to establish the process. Creativity training helps in developing of organization. . There are some companies use creativity training.O s suggests that employees creativity has to be enhanced. C.E.
.Now the main question is how can it be implemented.
.Let us see the ways of the companies creativity training.
. BIRLA CEMENTS. SUTHERLAND GLOBAL SERVICES.COMPANIES ACCENTURE.
Company is known for its IT services. .ACCENTURE High performance delivered.(tag line) It is a IT consultant company and having division of outsourcing too.
Now let us see to its training style. .
On-the-job training. . Formal training and creativity training.DIFFERENT LEVELS OF TRAINING New-joiners orientation.
NEW-JOINER ORIENTATION First week is orientation program. operation and culture. business processes. . Gives a over view on culture.
Creativity training like puzzle solving and team plays are organized . . Technical training is given as per the specialization of the candidate.FORMAL TRAINING AND CREATIVITY TRAINING Categorizing the individuals as per there qualification.
Training involves portfolio of business. . technology and industry expertise. Scope to enhance functional skills and expertise in their own specialization. business acumen and selling. Communication.
MANAGER. SENIOR MANAGER.CAREER PATH ANALYST. . CONSULTANT. SENIOR EXECUTIVE.
OTHER COMPANIES SUTHERLAND GLOBAL SERVICES. BIRLA CEMENT. .
.DISCUSSIONS Creativity training is all about enhancing the thought process. Creativity involves learning and implementing. Learning includes exploration and connection of information.
DOODLE. PAYING ATTENTION.Small tips to be creative DREAM. BRAINSTORMS. DISCUSSION WITH FRIENDS. . CAPTURING OF IDEAS.
.4-steps FOR a effective CREATIVITY TRAINING Defining the learning objective. Presenting the found information. Defining the research topic. Assigning a research resource.
Makes candidate more efficient and effective.CONCLUSION Creativity training makes candidate to think beyond the box. .
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