]
 




Y

 
 


] 

]
 



 

]
 




Y

‡ Training is a learning experience in that it seeks
a relatively permanent change in an individual
that will improve his or her ability to perform on
the job.
‡ Changing of KSAos
 

]
 




YY

 
 
§. Needs analysis
Identify job performance skills needed, assess prospective trainees
skills, and develop objectives.
2. Instructional design
Produce the training program content, including workbooks,
exercises, and activities.
3. Validation
Presenting (trying out) the training to a small representative
audience.
4. Implement the program
Actually training the targeted employee group.
5. Evaluation
Assesses the program¶s successes or failures.
 

]
 




Ê

 

 

‡ Management development
Ł Any attempt to improve current or future
management performance by imparting
knowledge, changing attitudes, or increasing
skills.

‡ On the Job Methods

‡ Off the Job Methods
 

]
 




Y
Ê

§. Orientation Training
2. Job Instruction Training(JIT)
3. Apprentice Training
4. Informal Learning
5. Job Rotation
6. Coaching
 

]
 




§   

‡ Employee orientation
Ł A procedure for providing new employees with
basic background information about the firm.
‡ Orientation content
Ł Information on employee benefits
Ł Personnel policies
Ł The daily routine
Ł Company organization and operations
Ł Safety measures and regulations
Ł Facilities tour
 

]
 




3  
Y

Ł Listing each job¶s basic tasks, along with key

points, in order to provide step-by-step training
for employees.
£ Prepare
£ Present
£ Try out
£ Follow up
 

]
 





3. Apprenticeship training
Ł A structured process by which people become
skilled workers through a combination of
classroom instruction and on-the-job training.
4. Informal learning
Ł The majority of what employees learn on the job
they learn through informal means of performing
their jobs on a daily basis.
 

]
 




  


Moving a trainee from department to department to

broaden his or her experience and identify
strong and weak points.
 

]
 




u 

‡ The trainee works directly with a senior manager or
with the person he or she is to replace; the latter is
responsible for the trainee¶s coaching.
 

]
 






Y
Ê

§. Simulation exercise
2. Programmed Instruction
3. Audiovisual-based training
4. Computer-based Training (CBT)
5. Distance and Internet-Based Training
6. Case study
7. Management Games
8. Outside seminar
9. Role Playing
§ . Corporate universities
 

]
 






Y
Ê

§§.Classroom Lectures/ Conferences
§2.Films
§3.Experiential exercises
§4. Television
§5. Conference or Discussion
 

]
 




§ 


Simulated training (occasionally called vestibule
training)
Ł Training employees on special off-the-job
equipment so training costs and hazards can be
reduced.
 

]
 




3  



‡ Programmed instruction (PI)
Ł A systematic method for teaching job skills
involving:
O Presenting questions or facts
O Allowing the person to respond
O Giving the learner immediate feedback on the
accuracy of his or her answers
‡ Advantages
Ł Reduced training time
Ł Immediate feedback
Ł Reduced risk of error for learner
 

]
 




  





Ł To illustrate following a sequence over time.

Ł To expose trainees to events not easily
demonstrable in live lectures.
Ł To meet the need for organization wide training
and it is too costly to move the trainers from place
to place.
 

]
 




ë  
Y
!Y

‡ Advantages
Ł Reduced learning time
Ł Cost-effectiveness
Ł Instructional consistency
‡ Types of CBT
§. Intelligent Tutoring systems- guides for next
step.
2. Interactive multimedia training. Eg medical
students.
3. Virtual reality training eg pilot and Army people.
 

 

  !
 ]
 





Y

‡ Teletraining
Ł A trainer in a central location teaches groups of
employees at remote locations.
‡ Videoconferencing
Ł Interactively training employees who are
geographically separated from each other²or
from the trainer²via a combination of audio and
visual equipment.
‡ Training via the Internet
Ł Using the Internet or proprietary internal
intranets to facilitate computer-based training.
Ł Click2learn.com
 

]
 







6. Case study method
Managers are presented with a description of an
organizational problem to diagnose and solve.
7. Management game
Teams of managers compete by making
computerized decisions regarding realistic but
simulated situations.
 

]
 







Ł Many companies and universities offer Web-based

and traditional management development
seminars and conferences.
 

]
 




D "




Ł Creating a realistic situation in which trainees

assume the roles of persons in that situation.
 

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§  
  

Ł Provides a means for conveniently coordinating all

the company¶s training efforts and delivering
Web-based modules that cover topics from
strategic management to mentoring.
 

]
 






Y
Ê

§§.Classroom Lectures/ Conferences
§2.Films
§3.Experiential exercises
§4. Television
§5. Conference or Discussion
 

]
 




"
 
‡ Human Resource Management, 6th edition, K
Aswathappa.
‡ Human Resource Management, § th edition,
Gary Desseler.
 

]
 




Y