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Process of Training Submitted To: Mr. Ghayor gul Submitted By: Mahboob Ul Haq Sohrab Ibrahim Jamil Aurakzai Mudasir Khan BBA 7th (P.U) Date of submission: 25th May, 2011 Institute of computer and management sciences Hayatabad phase 5 Peshawar
Secondly. We are especially indebted to all my teachers for instilling in us enough knowledge to be able to carry myself efficiently during our assignment. who blessed us with the knowledge. keen interest. gave us the courage and allowed us to accomplish this task. constructive criticism and friendly discussion helped us to learn and enabled us to complete this report efficiently. we are bound to thank all our teachers for their inspiring guidance. remarkable suggestions.All the praise is for Allah. DEDICATION . the most merciful and beneficent. constant encouragement.
Without their understanding and support.We dedicate this assignment to our parents and friends in recognition of their worth and to our teachers who are the guiding force for us and it is their effort and hard work that showed us the path of success and prosperity which would be there for us for the rest of our life. “Keep your dreams alive. vision. Understand to achieve anything requires faith and belief in yourself. and dedication. . I hope people find this assignment useful and the subject matter adds to their knowledge. Our thanks to all those who have generously contributed their theoretical knowledge to this report including our teachers. hard work. determination. Remember all things are possible for those who believe. completion of this work would not have been possible.
After all. money and time is wasted. If you have ever thought about developing a training program within your organization consider the following four basic training steps. ESTABLISHING A NEEDS ANALYSIS. or performing a “needs assessment. This analysis is also useful in creating metrics that will help your organization gauge the effectiveness of the training. much like we treat customers. “What do we want our employees to get out of the program?”A great way to complete this phase is to perform a “gap analysis” by comparing current results to the desired performance.D. This is where we ask the question.E. low morale. a company must choose their training programs wisely. If an organization performs the assessment phase without rigorous attention to details. Several examples of an analysis outlining specific training needs are customer dissatisfaction. Another way to perform this phase is to treat team members as stakeholders in the process. observations.” is crucial in identifying the information that must be addressed in the program.TRAINING AND DEVELOPMETN FIVE STEPS Training is one of the most profitable investments an organization can make.. Follow these steps to build your training program.D. A good system will help attack training problems using a “rifle” approach. This phase is where training program objectives begin to take shape. interviews.. low productivity. rather than a “shotgun” approach.I. and customer comment cards. we recommend that company leaders work closely with functional department heads and Human Resources personnel in following a systematic approach to training. No matter what business or industry you are in the steps for an effective training process are the same and may be adapted anywhere. . and you will increase your chances of assembling an effective program. To help ensure that dollars are well spent. they know where they need help. When managing any training process. Get their help by asking for specifications for the training. Analyze Analyzing the need. The following are five generic steps or phases in the model that we as trainers simply call A.particularly when it comes to delivering a better product or dealing with customers. This collection are surveys. Training is a key part of business growth and change. You will find that all four of these steps are mutually necessary for any training program to be effective and efficient.
“Who” needs the training? and "Who" will conduct the training? . Training ultimately means that people will be pulled from the workforce.“How” will the training be performed? By determining training needs. and other visual aids. Remember. Take care not to remove too many key players from the field at the same time…you could be asking for trouble. here are a few things to think about: 1. it is better to begin the decision-making process now rather than when the implementation phase is imminent. This is where we assemble information tied to each program objective. This is also the phase where we begin to think about the operational considerations of the program. With regard to company operations. This is also a great time to ensure that feedback from previous sessions is included. The objective in establishing a needs analysis is to find out the answers to the following questions: .step identifies activities to justify an investment for training. we get a better product.and high turnover. From the needs analysis. and attitudes are needed to improve the employee’s performance in accordance with the company’s standards. we draw the blueprints of the training. and should always be the first step of the training process. If we design the training based on their needs. and finding new stories to tell. Ask the question: How is the delivery of the program going to influence my business operations? The answer to this question will force functional managers to make decisions about how they will change operations in the interim to support the program.“Why” is training needed? . or vice-versa? 2. Operationally. case studies. Establishing a needs analysis is. Vacation plans – Will they interfere with training. an organization can decide what specific knowledge. movies.“When” is the training needed? . The techniques necessary for the data Design The design phase is where we link the needs assessment to the actual creation of new curriculum or the arrangement of existing curricula. references. If the attendees are . based on the customer specifications. in this context. The primary objective of all training is to improve individual and organizational performance. skills. Who will mind the store? Consider making multiple sessions available for flexibility in attendance. Remember to keep the information organized and easy to use by both the facilitator and the attendees…confusing programs will sabotage your program. Make sure that the programs are up to date… spice things up by revamping statistical data. The needs analysis is the starting point for all training.“What” type of training is needed? .“Where” is the training needed? . Develop Materials This includes items like. info packs. Did I give the troops enough notice to facilitate planning and the potential impact on work-life balance? 3. games. the customers that we are speaking of are your team members.
good communication skills.A working knowledge of the subject being taught. including a controlled environment. . make sure you have a thorough understanding of the following characteristics of an effective trainer. Implementation Time for Class! This is when the training actually takes place. . Classroom rules and expectations. Facilities management. .A strong compassion towards their participants.An ability to motivate participants to “want” to learn. they will not stay engaged with the facilitator. on-the-job training. Keep them engaged with activities such as trivia questions. Once the job description is completed. Practice 2.Appropriate audio/visual equipment to enhance the training session. One-on-one training. group training. interactive exercises. and trainee participation. .A dynamic appearance and good posture. .A good sense of humor. This step is responsible for the instruction and delivery of the training program. Before presenting a training session. the trainer should be conscious of several essential elements. . If attendees are disengaged. Management/leadership observations and interactions 4. Once you have designated your trainers. The trainer should have: . the training technique must be decided. This will standardize the necessary guidelines for any future training. including room arrangement and equipment 5.bored. STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS. . Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. they will absorb less knowledge. good planning and the use of various training methods. seminars. . including safety and evacuation procedures] STEP 3: DELIVER THE TRAINING PROGRAM.A strong passion for their topic. For a training program to be successful. This step establishes the development of current job descriptions and standards and procedures. and group discussions. Feedback forms 3.A desire to teach the subject being taught. It is a proven fact that engagement raises knowledge retention. Here are a few things to think about: 1. and workshops are the most popular methods. a complete list of standards and procedures should be established from each responsibility outlined in the job description.
The later evaluation determines whether the training enhanced employee and/or company performance. Without it. evaluations are an efficient way to determine the overall effectiveness of the training program for the employees as well as the organization. We feel that the evaluation of the program should occur in two phases: 1) immediately after the program. Otherwise. Companies should establish a systematic evaluation process to enhance the effectiveness of the training. then changes to the program may be necessary. absenteeism. The evaluation of training programs is without a doubt the most important step in the training process. unit production rates. and customer service satisfaction. Consider this information the next time you need to evaluate your training program. and employee turnover as well as the current economic realties of a highly competitive workforce are just some of the reasons for establishing and implementing training in an organization.Evaluate All system outputs are a direct reflection of inputs. but as discussed above. I promise…you will waste money. First. The importance of the evaluation process after the training is critical. It is this step that will indicate the effectiveness of both the training as well as the trainer. employee morale. evaluations will provide feedback on the trainer’s performance. It is a team effort and must be implemented by all members of the organization to be fully successful. processes. This is also the time to concentrate on instructor techniques. To be successful. employee productivity. it MUST be a process…NOT an event. The evaluation performed immediately after the program serves to correct urgent training issues such as incorrect data. This step will determine how effective and profitable your training program has been. Third. The reason for an evaluation system is simple. The need for training your employees has never been greater. and an increase in customer satisfaction and profits. for training to be effective. Common Key Performance Indicators (KPI) are metrics that provide companies a clear picture of the operational health of the company. Remember. There are several obvious benefits for evaluating a training program. evaluations will indicate its cost-effectiveness. more jobs will become created and available. The training process is no different. the establishment of a cost/benefit analysis outlining your expenses and returns. As business and industry continues to grow. Second. STEP 4: EVALUATE THE TRAINING PROGRAM. allowing them to improve themselves for future programs. it is quite a process. We recommend the use of metrics to monitor for performance improvements post-training. Customer demands. the trainer does not have a true indication of the effectiveness of the training. all training must receive support from the top management as well as from the middle and supervisory levels of management. and adjustments. a) Organizational objectives and strategies . and 2) some period later…for instance 6 months. Methods for evaluation are pre-and post. If the outputs of the program are less than desired. KPI’s are used to test for things such as employee turnover rate. You will be amazed with the results. We all know that training is an important part of company growth and improvement.surveys of customer comments cards.
The following diagram explains performance deficiency Performance Deficiency Lack of skills Or knowledge other causes Training c) Training and development objectives Non training measures Once training needs are assessed.e. Inadequate in performance may be due to lack of skills or knowledge or any other problem. This is easy where skilled training is involved d) Designing training and development program Who are the trainees? Who are the trainers? What methods . it is not possible to design a training and development programme and after it has been implemented. b) Needs assessment Needs assessment diagnoses present problems and future challenge to be met through training and development. Goals must be tangible. training and development goals must be established.The first step in the training process is an organization in the assessment of its objectives and strategies. an individual obviously needs training when his or her performance falls short or standards that is when there is performance deficiency. there will be no way of measuring its effectiveness. group level and individual level. verifying and measurable. What business are we in? At what level of quality do we wish to provide this product or service? Where do we what to be in the future? Its only after answering these and other related questions that the organization must assess the strength and weakness of its human resources. Without clearly-set goals. Needs assessment occurs at two levels i.
however organizations either overlook or lack facilities for evaluation. Training Process . college classroom hotel. Since huge sums of money are spent on training and development. g) Evaluation of the results The last stage in the training and development process is the evaluation of the results. etc. Off site such as a university. how far the programme has been useful must be judge/determined. Monitoring the progress of the trainees. Conducting the programme. f) Implementation of the training programme Program implementation involves actions on the following lines: • • • • Deciding the location and organizing training and other facilities. Scheduling the training programme.And techniques? What is the level of training e) Conducting training activities what are the principles of learning where to conduct the program Where is the training going to be conducted and how? • • • At the job itself. On site but not the job for example in a training room in the company. Evaluation helps determine the results of the training and development programme. In the practice.
Implementation of Training programme Organizational Objectives and Strategies Assessment of Training under: The steps of Training Process are asNeeds Establishment of Training Goals Devising Training Programme Evaluation of Results Training Implementation To put training program into effect according to definite plan or procedure is called training implementation. content. course. Training implementation can be segregated into: • • Practical administrative arrangements Carrying out of the training Training Implementing Once the staff. . the training is implemented. Training implementation is the hardest part of the system because one wrong step can lead to the failure of whole training program. Even the best training program will fail due to one wrong action. topics are ready. equipments.
following are the factors that are kept in mind while implementing training program: The trainer – The trainer need to be prepared mentally before the delivery of content. Establishing rapport with participants – There are various ways by which a trainer can establish good rapport with trainees by: • • • • • • • • • • • Greeting participants simple way to ease those initial tense moments Encouraging informal conversation Remembering their first name Pairing up the learners and have them familiarized with one another Listening carefully to trainees’ comments and opinions Telling the learners by what name the trainer wants to be addressed Getting to class before the arrival of learners Starting the class promptly at the scheduled time Using familiar examples Varying his instructional techniques Using the alternate approach if one seems to bog down Reviewing the agenda – At the beginning of the training program it is very important to review the program objective. This will bring people together both physically and psychologically. redesigning. Therefore. The following information needs to be included: • • • • • Kinds of training activities Schedule Setting group norms Housekeeping arrangements Flow of the program . what is expected out of trainers to do at the end of the program.Completing training design does not mean that the work is done because implementation phase requires continual adjusting. Physical set-up – Good physical set up is pre requisite for effective and successful training program because it makes the first impression on participants. and how the program will run. right amount of space should be allocated to every participant. Also. Preparation is the most important factor to taste the success. Trainer prepares materials and activities well in advance. Classrooms should not be very small or big but as nearly square as possible. The trainer also set grounds before meeting with participants by making sure that he is comfortable with course content and is flexible in his approach. The trainer must tell the participants the goal of the program. and refining.
The training process requires proper planning and preparation to avoid wasting valuable employee time and investment in training resources. 3. Learning is an ongoing process and it is essential that employee training is designed and developed to achieve maximum effectiveness. Assessing the training needs of a company is a critical part of the process in preparing a training and development plan. The following are six steps involved in developing an effective training plan. and assembly processes. installation processes. such as demonstrating problem solving and decision making skills. such as complete a self-guided course or attend five 30 minute instructor led training sessions.free evals www. Establishing Training Goals – defining overall training results and capabilities employees achieve through completion. Ads by Google Training & Development Aligned to your Business Strategy Develop People Achieve your Goal www.uk ITIL Certification onsite . a training and development plan must prioritize training.Handling problematic situations A six step process is outlined for preparing an employee training plan. along with nine types of training sessions employees need to complete in any company or business. Given the vast range of skills and other competencies which can be developed in employees. such as pass a specific work related qualification exam. business processes.spectrain. Prioritization typically concentrates on organizational performance. 2. Organizations must identify their training needs which may include new software applications. along with the needs of teams and individuals. and Activities – defining how learning objectives are accomplished.itsmsolutions. One key area is preparing a training development plan. Learning Strategies.co. Methods. 1.de Training Programs: A Six Step Process to Preparing a Plan Training development plans are general guides which managers need for designing all employee training sessions.online . Establishing Learning Objections– defining what employees will be able to accomplish upon completion of training.com VDA Automotive SYS Conference on Quality and Functional Safety Management vda-qmc. Additional learning strategies and methods include on-the-job . Training must focus on the company operational areas which provide the best benefit or return on investment.self paced online foundation thru expert .
Evaluation of Training Effectiveness– defining how the quality of training is assessed. Employees working in these areas need to know time saving strategies and techniques. such as through employee training session feedback forms and peer observation forms. Communications – employees need to know how to communicate with other employees. 3. As the diversity of the workforce in this country grows. 4. 5. This includes documents. knowledge. 2. external training. All employees must be aware of a company’s view of ethics and represent a unified view . technical training. along with the promoting inclusion of employees from all ethnic backgrounds. product training. This training benefits a company’s organization by protecting against civil rights violations. Another factor to consider is using a common template which all training instructors must follow when preparing materials. distance learning. books. Increased competition in today's global marketplace requires employees who understand and know how to meet the needs of customers. arranging for mentors. Ethics – this employee training focuses on corporate social responsibility. and overheads. Customer Service – it is easier and less costly to keep current customers than it is to gain new customers. role-playing. 4. Employee Training: Nine Worker Training Activities The following are examples of essential categories of training all employees must complete in all companies and organizations. Diversity– this training increases employees’ cultural awareness. and skills training. 5. the ability of employees to successfully converse in a wide range of languages is essential to productivity and employee retention. Documentation and Evidence of Completion– defining how and what employees receive for completion of training such as documenting completion in employee personal file and receive continuing education units. 6. Training Material Preparation– defining how needed training materials and resources are obtained or developed. graphics. This is essential because today’s diverse workforce has a wide variety of values and morals. Computer Skills – this employee training is a necessity for conducting administrative and office tasks.training. Read on • • • 6 Strategies for Workforce Continuing Education Management Training Programs Training Program Design Basics 1. power point presentations. scheduling experts. and skills.
Employee training must be creative. Safety training must involve all employees. 9. then there is greater chance that employees will take training just as serious. Human relations’ training is designed to help employees get along in the workplace by concentrating on sexism. These initiatives concentrate on quality from the highest to lowest levels in a company to support productivity and customer satisfaction. Making Connections: Training and Development Training and development planning must focus on employee learning beyond training sessions to ensure long term compliance with desired practices derived from training. 8. hazardous chemicals. and standards. Managers must participate in training and be taken seriously by management. racism. This includes appropriate and inappropriate behaviors. . 7. 6. age awareness. Sexual Harassment– this training is designed to ensure all employees at all levels are aware of a company’s policies regarding sexual harassment. and open-minded to help employees move beyond the feeling of just going through the motions.is critical when working with heavy equipment. Quality Initiatives – this training is designed to support managerial effectiveness focusing on quality concepts guidelines. and almost all other activities in which employees are involved. Workplace Safety . repetitive activities. innovative. Human Relations– this training focuses in interpersonal and intergroup relations to avoid workplace misunderstandings and conflict. and disability or ability awareness. ensuring compliance and the elimination of unsafe practices.when dealing with customers.
I thing the work you done need more detail explanation of topic to make it really a major assignment…… I hope you will do it in professional and better way…… Thank you very much…. ..You need to add further literature and further findings by adding other authers point of views and their findings….
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