TRAINING AND

DEVELOPMENT
Strategic Approach
 Employee Orientation Process
 Encourage employee confidence

 Promote communication in the workplace

 Provide new employees with concise

information

 Combines organization goals and personnel

goals
 Internship
PROS CONS
 Improves confidence  Low productivity

 Better integration to the  Not all interns offer best

company returns for investment
 Discover new talents and
future leaders
 Accidents may happen

 Freeing time for other  may require much

employees attention and follow up
 Case study
PROS
 Insight for further
research
 Relevant to all parties
involved
 Turns opinions into facts
 Relatively inexpensive
CONS
 It takes longer
 Labor Intensive method
 Influence factors within
the data
 Small sample size to be
effective
 Job Rotation
PROS CONS

 Identifying talents  Wastage of time and

efforts
 Increased productivity
 Stress and anxiety
 Increased innovation
 Resistance from
 Enhanced feeling of employees
employees physically
 Zero results
 Tools for Employee Orientation
 Voice to text tools

 Detailed reporting and analytics

 Microlearning platforms

 Web-conferencing tools
 Process for Measuring Training
 Identify what you need to measure

 Create an evaluation schedule

 Design and deploy your evaluations

 Data analysis and reporting

 Performance Appraisal Methods
PROS CONS
 Development of employees  Leniency and severity

 Performance employees  The halo effect

 Promotions  Contrast error

 Career planning  Rater bias

 Motivation
 Sampling error
 Performance Management and
disciplinary issues
 One entirely looks into performance the other,
behavior

 Closer look into the employees output

 Able to see where the problems lie

Performance management preparation
 Performance expectations and goals

 Maintaining excellent documentation

 Making sure you get feedback from employees

 Proactive style of operations

 Formal and Informal Appraisal
 Difference is timing of evaluation

 Long-term and short-term objectives

 Observation of ongoing initiative

 Make bonds stronger

 Recommendations
 Begin with performance planning

 Create an ongoing process

 Get vast information from several sources

 Effective goal-setting
 References
 Masalimova, A. R., Usak, M., & Shaidullina, A.
R. (2016). Advantages and disadvantages of
national and international corporate training
techniques in adult education. Current science,
1480-1485.
 Wilson, G. (2012). Redesigning OR
orientation. AORN journal, 95(4), 453-462.
 Demartini, C. (2014). Performance management
systems. Contributions to Management Science,©
Springer-Verlag Berlin Heidelberg.