Documente Academic
Documente Profesional
Documente Cultură
Systematically reinforcing each successive step that moves an individual closer to the desired response.
There are four ways to shape behavior such as: (1) (2) (3) (4) Positive Reinforcement Negative Reinforcement Punishment Extinction
Dr. Sarita Kumari,Professor,SIESCOMS,Navi Mumbai 2
Effect on Behavior
Fast learning of new behavior but rapid extinction Average and irregular performance with rapid extinction Moderately high and stable performance with slow extinction
Example
Compliments
Weekly paychecks
Pop quizzes
Fixed-Ratio
High and stable performance attained quickly but also with rapid extinction
Very high performance with slow extinction
Piece-rate pay
Variable-Ratio
Commissioned sales
3
What is Training??????
-Training is the act of increasing the knowledge and skills of an employee for performing a particular job. The major outcome of training is learning. -A process whereby people acquire capabilities to aid in the achievement of organizational goals. Includes both hard and soft skills -Poorly trained employees may perform poorly and make costly mistakes.
Features of Training
Features of Training: Increase knowledge and skills for doing a particular job
It bridges the gap between job needs and employee skills, knowledge and behaviors.
Focuses attention on the current job. Concentrates on individual employees.
Tends to be more narrowly focused and oriented toward shortterm performance concerns.
Dr. Sarita Kumari,Professor,SIESCOMS,Navi Mumbai 6
Goals of Training
Some important goals of training are:
1. Training Validity- Did the trainees learn skills or acquire knowledge or abilities during training? Transfer Validity- Did the knowledge, skills or abilities learned in training lead to improved performance on the job?
2.
3.
Intra Organizational Validity-Is the job performance of a new group of trainees in the same organization that developed the program comparable to the job performance of the original training group(s)?
Inter Organizational Validity-can a training program that has been validated in the organization be used successfully in another firm?
4.
Conduct training
Organizational Analysis
Job/Task Analysis
Individual/Person Analysis
11
Role Analysis
Finding out how the various roles have to be performed and what kind of skills, knowledge, attitudes are needed to meet the job needs Data collection through questionnaires, interviews, reports , tests , observation etc. Appropriate training programme is prepared paying attention to 1.Performance standards required of employees 2.The tasks they have to discharge 3.The methods they will employ on the job 4.How they have learned such methods.
Dr. Sarita Kumari,Professor,SIESCOMS,Navi Mumbai
Person Analysis
Whether performance is satisfactory or training is required?
Whether the employee is capable of being trained and the specific areas in which training is needed? Whether poor performers (who can improve with requisite training inputs) on the job need to be replaced by those who can do the job.
12
13
ORIENTATION RECURRING
14
Training Approaches
Location
Presentation
Type
15
Location Options
On-the-Job-Training (It is provided when the workers are taught relevant knowledge, skills, and abilities at the actual workplace)
Job Instruction Training (JIT) Coaching Mentoring Job Rotation Apprenticeship Training Committee Assignments
Off-the-Job-Training (Trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance)
Vestibule Training Role Playing Lecture Method Conference/Discussion Approach Programmed Instruction
Dr. Sarita Kumari,Professor,SIESCOMS,Navi Mumbai 16
17
Presentation Options
The most common presentation techniques used by trainers are: 1. 2. 3. 4. 5. 6. 7. Slides and Videotapes Tele-training Computers Simulations Virtual Reality Classroom instruction Role plays
18
Type Options
Skills Training Refresher Training Cross-Functional Training Team Training Creativity Training Diversity Training (work force diversity) Ethics Training Customer Service Training
19
21
23
24
An action orientation Quality decision-making skills Ethical values Technical skills Team building Developing subordinates Direct others Dealing with uncertainty
Ability to work under pressure Ability to work independently To solve problems quickly To use past knowledge in a new situation
25
26
Methods/Techniques of MDPs
MDPs help in acquiring and developing different types of managerial skills and knowledge.
Different types of techniques are used to acquire and develop various types of managerial skills and knowledge.
27
Types of MDPs
(a) In-Basket Exercise (b) Business Games (c) Case Study
(a) Role Play (b) Sensitivity Training (c) Behavior Modeling (a) On-the-job Experiences (b) Coaching (c) Understudy
2.Interpersonal Skills
3.Job Knowledge
4.Organizational Knowledge
5.General Knowledge
29
30