MBA Presentations

By
Imashok

imashok 9620619777 1
Training

Presentation

By
Naveen
Radhakrishna
Megesh
imashok

imashok 9620619777 2
 contents

• Areas of training.

• Training needs assessment.

• Training methods.
1. On the job.
2. Off the job

imashok 9620619777 3
 Areas Of Training

• Knowledge

• Technical Skills

• Social Skills

• Techniques

imashok 9620619777 4
 KNOWLEDGE

• Learns about set of rules and

regulation about the job.

• Learns about the staff and products

or services offered by the company.

• Aim is make employee aware about

the company.

imashok 9620619777 5
 Technical skills

• The employee is taught about the

specific skill so that he can acquire that
skill and contribute meaningfully.

• Eg, operating a machine,

handling a computer ,etc..

imashok 9620619777 6
 Social skill

• Learn about himself and others.

• Develop a right mental attitude

towards the job, colleagues and
company.

• Teaching how to be a team member

and get ahead.

imashok 9620619777 7
 Techniques

• It involves application of knowledge

and skill to various on-the-job
situations.

• It mainly aims at moulding employees

attitudes.

• It also aims at employee loyalty,

support and commitment to company
activities.
imashok 9620619777 8
 A Systematic Approach To
Training

It consist of five phases

 Training needs assessment

 Implementation
 Evaluation
 Training design(methods)
 Determination of training objectives

imashok 9620619777 9
 Training needs assessment

Training efforts must aim at meeting

the needs of the organization and the
individual employees.
This, essentially involves three types
of analysis
1. Organizational analysis
2. Task or Role Analysis
3. Person Analysis

imashok 9620619777 10
 1. Organizational analysis

This is a study of the entire

organization terms of its objectives,
utilization of resources to achieve
objectives etc.
 Analysis of objectives
 Resource utilisation
 Environmental scanning
 Organizational climate analysis

imashok 9620619777 11
 2. Task or Role Analysis

This is a detailed
examination of a
job, its various
components, like
knowledge, skills,
attitudes and
abilities needed to
achieve optimum
performance.

imashok 9620619777 12
 3. Person Analysis

Here the focus is on

the individual in a
given job; analyzes
how well the
individual employee
is doing the job
about and
determines which
employees need
training and what
kind..
imashok 9620619777 13
 Data sources used in training
needs assessment
Organizational analysis Task analysis person analysis

Organizational goals & objectives Job descriptions performance data or

appraisals
Personal inventories Job specifications Work Sampling
Skills inventories Performance standards Interviews
Organizational climate Analysis Performing the job Questionnaires
Efficiency Indexes Work sampling Tests(KASOCs )
Change in systems or Subsystems Reviewing Literature customer /employee attitude
(e.g. equipment) on the job
survey
Management requests Asking questions about Training progress
the job
Exit interviews Training Committees Rating scales
MBO or Work planning systems Analysis of operating CIT
Problems
Customer surrey/ satisfaction Diaries
data Devised situations
(e.g. role play)
Assessment centre
MBO or work planning
imashok 9620619777 systems 14
 4. Identify Training Objectives

Objective

Innov Problem Regu

ative Solving lar
●
Anticipating ●
Training clerks ●
orientation
problems to reduce ●
Recurring
before they complaints training of
occur ●
Training interviewers
●
Team building supervisors in ●
Refresher
sessions with communication courses on
the s imashok
to reduce
9620619777 safety 15
departments grievances procedures
5. Training Methods

Formal training methods includes

On the job training -
covering job instruction training,
coaching, mentoring, job rotation
apprenticeship training, committee
assignments etc
Off the job - lectures, conference,
stimulation exercises & programmed
instruction

imashok 9620619777 16
6. Evaluation

Evaluation helps in controlling &

correcting the training programme

imashok 9620619777 17
 Advantages of training needs
assessment
• Gives a consensus of what skills are
important to job performance

• Helps understand skills levels in

different departments

• Consensus of identifying critical skills

• Gives consensus to identify alignment

of skills with organizational goals and
in-turn to reward system of
organization.
imashok 9620619777 18
 On the Job Training Methods

1) Job instruction Training: Here the

trainee receives an overview of the
job. The trainer actually
demonstrates the Job & the trainee
is asked to copy the trainer’s way.
The trainee, finally, tries to perform
the job independently.

imashok 9620619777 19
 Job instruction Training

Demerit
Merits s
●
Trainee learns ●
Trainee should be
fast, as good as trainer,
●
It is economical, ●
Should be
●
Suitable for cautious,
unskilled semi ●
Experienced cant
skilled, use,

imashok 9620619777 20
 2). Coaching
Here the supervisor
explains things & answers
questions; throws light on
why things are done the way
they are, offer a model for
trainees to copy conducts lot
of decision making
meetings, and allows
trainees freedom to commit
mistakes & learn
• Coaching thus requires lot of
teaching skills
imashok 9620619777 21
3).Mentoring

The use of an experienced person

to teach & train someone with less
knowledge and experience in given
area is known as mentoring. The
mentor nurtures, supports &
guides the efforts of young persons
by giving appropriate information,
feedback & encouragement
whenever required.

imashok 9620619777 22
 3). Mentoring
Successful mentoring

Good Good
mentors mentees
●
Listen & understand ●
Listen
●
Challenge & stimulate ●
Act on advise
learning. ●
Show commitment to
Coach.
learn
●

●
Build self confidence.
●
Provide wise counsel.
●
Check ego at the door
●
Teach by e.g.
●
Ask for feedback
●
Act as roll model.
●
Are open minded.
●
Share experiences. ●
Are willing to change.
●
Offer encouragement. ●
Are proactive
imashok 9620619777 23
Job Rotation

It involves the movement of trainee

from one job to another.

demerit
merits s
●
Improves participants job skills,
●
Increased workload for
satisfaction participants
●
Provides valuable opportunities ●
Constant job change may
to network within organization produce stress & anxiety
●
Offers faster promotions & ●
Mere multiplication of duties do
higher salaries to quick learners not enrich the life of trainee
●
Lateral transfers may be ●
Development costs may shoot
beneficial in rekindling up when trainees commit
enthusiasm & developingimashok
new 9620619777mistakes, handling tasks less24
ideas optimally
Apprenticeship Training

Most craft workers such as

plumbers, carpenters etc are
trained through formal a
Apprenticeship programmes. In this,
method the trainees are put under
the guidance of a master worker
typically for 2-5 years

imashok 9620619777 25
 Committee assignments

• In this method,
trainees are
asked to solve
an actual
organizational
programme
working along
with other
trainees.

imashok 9620619777 26
 Off the job training methods

• Vestibule training: it occurs off the

job on equipment or methods that are
highly similar to those used on the
job.

imashok 9620619777 27
 Off the job training methods

• Role playing:
This is a development
technique requiring
the trainee to
assume a role in a
given situation &
act out behaviours
associated with that
role.

imashok 9620619777 28
 Off the job training methods

• Lecture Method:
Here the instructor
organizes the
study material
on a topic & offers
it to a group of
trainees in the
form of talks.

imashok 9620619777 29
 Off the job training methods

Conference/
Discussion
method:
• In this trainer
delivers a lecture
& involves the
trainees in a
discussion so that
the doubts about
the job to be
undertaken get
clarified. imashok 9620619777 30
 Off the job training methods

• Programmed instruction: This is an

approach that puts material to be
learned into highly organized logical
sequences that require the trainees to
respond.

imashok 9620619777 31
 Computer- based training.

• CBT services are where a trainee

learn by executing special
training programs on a computer
retaining to their occupation. Use
of computers in imp training,
monitoring trainee progress,
providing feedback &
assessing final results. Also
called CAI

imashok 9620619777 32
 Electronic performance Support
Systems.
Any computer software program
or component that improves
employee performance by
1. Reducing the completely or no’
of steps to perform a task
2. Providing performance info an
employee needs to perform a
task
3. Providing a DSS that enables
an employee to identify the
action that is appropriate for a
particular set ofimashok
conditions
9620619777 33
 Internet – based training.

IBT is a form of distance training in

which the internet is used to
deliver training material.
Professional instruction material
developers are hired to create
training material.
1. High speed networks
2. Electronic mail
3. Chat rooms
4. Video conferencing
5. Internet
imashok 9620619777 34
Thank you!

imashok 9620619777 35