DEVELOPMENT FUNCTION

• INDUCTION/ORIENTATION
• TRAINING
• DEVELOPMENT-INDIVIDUAL
• ORGANIZATIONAL DEVELOPMENT
 TOPICS TO BE COVERED

• SHOULD WE INVEST TIME AND MONEY

ON NEW EMPLOYEE ORIENTATION.
• MANAGEMENT OF NEW EMPLOYEE
ORIENTATION
• JUSTIFICATION OF INVESTMENTS IN
TRAINING PROGRAMMES
• KEY ISSUES IN THE DESIGN ,CONDUCT
,AND EVALUATION OF TRAINING
PROGRAMMES
 ORIENTATION DEFINED
• FAMILIARIZATION WITH AND
ADAPTATION TO A SITUATION OR AN
ENVIRONMENT.
 CUES TO PROPER
BEHAVIOUR
• OFFICIAL
LITERATURE
• EXAMPLES SET BY
SENIOR PEOPLE
• FORMAL
INSTRUCTIONS BY
SENIOR PEOPLE
• REWARDS AND
PUNISHMENTS
 THREE TYPICAL PROBLEMS NEW EMPLOYEE FACES

• PROBLEMS IN ENTERING
A GROUP
• NAÏVE EXPECTATION
• FIRST JOB ENVIRONMENT
 NEW EMPLOYEE NEEDS INFORMATION IN THESE
AREAS

• Company
Standards,Expectation ,
norms,tradition and
policies
• Social Behaviour
• Technical aspects of the
job
 SOCIAL BEHAVIOUR
• APPROVED
CONDUCT
• WORK CLIMATE
• GETTING TO
KNOW FELLOW
WORKERS AND
SUPERVISORS
APPROACHES TO ORIENTATION
THAT SHOULD BE AVOIDED

• AN EMPHASIS ON PAPER WORK

• A SKETCHY OVERVIEW OF THE
BASICS
 WHAT IS TRAINING
• TRAINING CONSISTS OF PLANNED
PROGRAMS DESIGNED TO
IMPROVE PERFORMANCE AT THE
INDIVIDUAL,GROUP AND OPR
ORGANIZATIONAL LEVELS.
 IMPROVED PERFORMANCE AFTER TRAINING
IMPLIES ….

• THAT THERE HAVE BEEN MEASURABLE

CHANGES IN KNOWLEDGE ,SKILLS , ATTITUDES
AND OR SOCIAL BEHAVIOUR
• FIVE REASONS WHY THE TIME AND
MONEY BUDGETTED FOR TRAINING WILL
INCREASE DURING THE NEXT DECADE ?
 FIVE REASONS ….

• The number of unskilled

and undereducated
youth needed
• Increasingly
sophisticated
technological systems
• The need to train
currently underutilized
groups of racial
minorities
 Principles of Training
• Training is enhanced when the Trainee
is motivated
• Training requires involvement of
participants
• Training requires feedback
• Learning must be transferable to the job
 Methods of Training

• On the Job Training

• Apprenticeship Program
• Off the Job Training
– Classroom training
– Films
– Demonstration
– Case Studies
– Simulation Exercises
 Continued

• Written exercises
• Group Discussions
• Role Plays
• Games
• Questionnaires
• Project work with presentation
• Brainstorming
 Few Qualities of Active Learner

• Reads a lot of books /articles relevant to your

work
• Ask a lot of questions in general ?
• Say he/she does not know
• Talk to fellow participants what they do and
think
 Few Qualities of Passive Learner

• Sometime complaint about training and

sometime enjoy
• Only do what is compulsory to do ?
• Feel satisfied with present level of knowledge
and skill
• Expect nothing important would come from
training
 Few qualities of Reluctant Learner

• Home assignment
 Organization Development

• Organization Development Techniques have

been created to change the values and
attitudes of people and the structure of the
Organization in order to make more adaptive
to new changes in the Business World
 Adult Learning Principles

• Definitions

– Andragogy- the art and science of helping adults learn.

– Pedagogy- the art and science of helping children learn.

– Adult Learner- a person more than 18 years old who seeks

new skills or information and who exhibits self-direction and
autonomy.

– Self-direction- the opportunity for a person to determine the

ways in which she will learn.