Evaluation Phase
Identification of training needs:
Identify training needs is a process that involves
establishing individualslack areas where skill , knowledge and skill in
performing the job effectively consisting 3components .
1. Organizational Analysis : - Comprehensive analysis of the
organizational structure,
objectives , culture, decision-making processes - future
goals and so on. analysis
begins with a short term and underestimate the long term
goals of the organization.
__ Do we have an adequate number of people to meet the
objectives of the organization ?
__ Do your people have required skill and knowledge?
__ Are employees willing to learn ?
Two . Task analysis : Detailed analysis of the various
components of jobs and how they are
performed. Task analysis to indicate whether the tasks have
changed over time
And if employees have the proper skill performs its duties.
Three . Man Analysis : The focus is in particular their
ability , skills, knowledge and attitudes.
Indicators for assessing performance :
Meeting deadlines __
__ Quality of performance
__ Work Behavior
__ Absenteeism
Training objectives :
The aim of the training is different according to employees
who belong to different
levels of the organization.
1. The basic objective of the training but to establish a
correspondence between the man and his
job.
Two . The training is designed to enhance the knowledge,
skills and attitudes and thus provide the
individual to be more effective in your current job or
prepare for future missions .
From the point of view of an individual growth organization
is a means for organized
efficiency. In this context , the purpose of the formation
can be summarized as follows: -
1.Induction : - Training is a significant input into the way
of life of the company.
The organizations have to offer introductory courses to all
employees who enter the
organization to let them know
1. What is corporate culture ?
Two . How does the structure?
Three . What are the policies and rules of the organization?
April . What are the designs of liberty or the limits of
behavior?
2.Updating : - A major objective of the training is to avoid
obsolescence
employees by upgrading their skills and knowledge .
3.Preparing for future missions .
4.Improvement performance in training can be an important
aid administrators
development of themselves and their subordinates. It is not
a substitute for development
at work, that comes from doing , experiencing, observing ,
giving and receiving
feedback and coaching. Research has shown that 80% of
development of a person takes
place at work. However, the formation may contribute to the
significant 20% which makes the
difference. Training can lead to an improvement in the
person of :
knowledge
Skills
attitude
There is increasing its potential for better performance at
work.
May . growth
The training is also aimed at developing people for higher
levels of responsibility
reducing the need to hire outsiders. This would have the
effect
to improve the morale of existing employees.
Effectiveness 6.Organizational
In training the company provides a means to achieve
organizational development . it
can be used to strengthen the values, construction equipment
improving intergroup relations and
quality of working life . The ultimate goal of training in
the long term is to improve the
business performance through better personal fulfillment .
TRAINING PHASE
Training Methods
There are many different ways to train . In fact , entire
books have been written about the
ways to deliver training. How can an administrator
responsible for training their employees
choose an appropriate method ? This article defines some of
the most common training
methods and reviews pros and cons of each.
The method by which training is delivered often varies
depending on the needs of the
company , the learner , and the task being performed . The
method should suit the
audience , content , business| environment and the learning
objective . Ideally, the
method chosen will motivate employees to learn, help
employees prepare for
learning , allow students to apply and practice what they
have been taught , help students
retain and transfer what they have learned, and integrate
performance with other skills
and knowledge.
Training methods in the workplace
This is the most common method of job training . The student
is at work and
manager or mentor shows the student how to do the job. To be
successful , training
should be done in accordance with a structured program that
uses lists, work breakdowns ,
and performance standards as a lesson plan . Common methods
of job training
include: -
Proof The proof is very effective for training in basic
skills. coach
shows students how to do something . The instructor may
provide an opportunity for students
to carry out the task being shown .
Panel The panel provides several views on a topic to find
alternatives to a
situation. Panel members may have different views, but also
must be targeted
Concerns for the purpose of training. This is an excellent
method to use out
resources .
Projects The projects require students to do something at
work, thus improving
business as well as help you learn about the issue of
training. This could involve
Participation in a team , creating a database , or the
formation of a new process. the
type of project varies by company and the skill level of the
student.
Mentoring A mentor can teach others in their learning.
Mentors help employees resolve
problems both through training in skills and attitudes
through effective models
and behaviors. This system is sometimes known as a buddy
system .
Training Methods Off-The -Job
In basket Exercise Recently, the in-basket has become a
focus of interest because of their
useful in the selection through a wide variety of jobs. A
variety of techniques have been
used to develop in baskets . In an exercise in traditional
basket , candidates are given time
to review the material and start writing any of the actions
that have been considered more
appropriate for each item in the basket. When time is called
by the exercise, inbasket
materials and notes , letters , memoranda , or other written
correspondence by the
candidate are collected for review by one or more advisers.
Often , candidates are then
interviewed to ensure that the evaluator ( s ) understand
the actions taken by the candidate and
justification of actions. If an interview is not possible,
it is also very common
have the candidate complete a summary sheet ( for example, a
questionnaire).
Evaluation focuses Some companies run a series of extended
selection procedures
( assessment centers ) with a duration of one or two days ,
and sometimes more. Usually these
are after the first round of interviews before making the
final selection, but can
be used as an initial screening process . Usually carried
out either on company premises
or at a nearby hotel , and are considered by many employers
as the most fair and
precise method of recruitment . This is because they are a
number of different
selectors a chance to see it for a longer period of time
than is possible with a single
interview and a chance to see what it can do , rather than
what it says it can do,
a variety of situations.
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