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Topics St t T i & Structure of Presentation fP t ti

Induction Training and Definitions Induction Training Covering areas Objectives of Induction Training Training & Development Objective & Need for Training and Development Training & Development Responsibility Training Model (ADDIE) g ( )

Induction T i i I d i Training and Definitions d D fi i i

In simple terms it is called welcoming process. The idea is to welcome a newcomer, make him feel at home and part of the organization. organization Induction /Orientation is a technique by which a new employee is rehabilitated into his surroundings and introduced to the history history, vision, mission, practices, polices and purposes of the organization.

Induction T i i C i I d ti Training Covering areas

Company History, Vision, Mission, Values, Quality policy, Top p y y, , , ,Q yp y, p Management, Organization Chart Products range and customers Basic condition of employment, Leave, Working hours Discipline, Grievance, Standing orders Dos and Don'ts Pay & allowances, Tax structures ,Benefits, Canteen Health, Safety and Medical care Social b S i l benefits, T fit Travel ,Welfare, U if l W lf Uniform, Ph Phone f iliti facilities Training & Development, Career development Factory /Facility tour, Introductions Sitting space allocation, Resources allotment

Objectives f I d ti T i i Obj ti of Induction Training

First impressions matter a lot p Facilitating new employee at ease Mandatory documents filling and sign off. Creating interest in company Vision, Mission Providing familiarization with Company polices, procedures, SOP,s polices procedures SOP s Employee hand book familiarization Creating sense of belongingness and commitment Sharing expected behaviors at workplace Sharing about all f iliti /resources Sh i b t ll facilities / Awareness on safety, health standards Introduction to the team members Early settling down and early productivity

Sample Induction Checklist

Training D l T i i & Development t

Training is a short term process which utilizing a systematic and organized procedure by which employees knowledge and skills are enhanced for a definite purpose. Development is a long term educational process D l ti l t d ti l by which employees learn conceptual, theoretical knowledge for growth and general purpose.

Training vs. Development

Learning Training dimensions Meant for Operatives Focus Current job Scope p Goal Individual Fix current x skills Management Development Executives Current and future jobs Work group+ g p organization future work demands d d Individual di id l

Initiated by

Objective Need f T i i Obj ti & N d for Training and Development dD l t

To increase productivity To improve Quality To prepare employees to meet future operational needs To improve Organizational culture and climate To improve Health and Safety Personal Growth and Retention Statutory needs S d

Training D l T i i & Development Responsibility tR ibilit

Top Management: Frames the Training policy HRD Department: plans, establishes & evaluates Managers/ Supervisors /HOD: implement & apply development procedure Employees /Participants: provide feedback,revision and suggestions Mandatory Training by Government

Training M d l T i i Model (ADDIE) ( By ASTD) B

Problem defined Determine overall goals/objective Assess learning needs (i.e., knowledge or performance "gaps" in existing vs. desired behaviors) Identify target audience Determine delivery environment

Identify learning objectives Develop assessment instruments (i.e. pre-tests, posttests, evaluations) Create practice exercises Outline content and instructional strategies to match learning objectives

Development: D l
Create all assets for the educational program or activity (i.e., lecture slides, graphics, animations, video, audio, photographs, text, web-basedtools, etc.) Implementation: Deliver or distribute the educational program or activity to the intended audience (i.e. ,Trainees registration, Preparation, Trainer delivery) Evaluation: To evaluate the post training effectiveness

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