Training Is Expensive. Without Training It Is More Expensive
Training Is Expensive. Without Training It Is More Expensive
Training Is Expensive. Without Training It Is More Expensive
Without training it
is more expensive
- Nehru 1
A learning experience in which it seeks a
relatively permanent change in an individual that
will improve his/ her ability to perform on the
job. It involves changing of
Skills
Attitude
Knowledge
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More future oriented and more concerned with
education than is training. Management
Development activities attempt to instill sound
reasoning processes to enhance one’s ability to
understand and interpret knowledge.
It focuses on the personal growth & on
Analytical
Conceptual Skills
Human
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WHO IS LEARNING- training is given to non managerial
personnel. Development is given to managerial personnel.
WHAT IS LEARNED- training gives mechanical and
technical operations. Development gives conceptual and
theoretical ideas.
WHY LEARNING-training is give for specific job-related
purpose. Development is given for general knowledge.
WHEN LEARNING-training is given for a short term.
Development is given for a long term.
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Top Mgmt– Frames the Training policy
HT Dept– plans, establishes and evaluates
Supervisors – implement and apply
development procedure
Employees – provide feedback, revision and
suggestions
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No one is a perfect fit at the time of hiring
Planned development programs will increase
productivity, reduced costs and improve morale
Provides flexibility to adapt to changes
Moulds employees’ attitude
Helps them achieve better co-operation
Creates greater loyalty to the organization
Reduces wastage and spoilage
Reduces constant supervision
Improves quality
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Identifying the specific problems
Anticipating the impending problems
Management expectations
Interviewing and observing the personnel on
the job
Performance appraisal
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Check lists
Questionnaires
Morale and attitude surveys
Training needs must contain 3 types of
analysis-
Organizational
Operational
Individual
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Based on in depth understanding of the business and banking environment, domestic as well as
international
TRAINING METHODOLOGY-
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Credit Management
International banking
Management development programmes
Special Capsule Programmes
Personnel Management and Industrial Relations
Inspection and audit
Marketing
Faculty development programmes
Behavioural Science programmes (focus on personal growth
leading to personal efficacy in the organisational context)
Programmes for the officials of other commercial banks,
especially designed to meet their specific needs
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Comprehensive Induction Program for the freshers
Familiarization Program for the experienced new joinees
Management Development Program for middle management
without a formal management degree.
QUALITY TRAINING
Philip Crosby's - Quality Education system is used to fulfil the individual's need to improve
and enable the individual to respond to the organizations need to improve.
The employees are trained on Software Quality systems including aspects like
Configuration Management, Documentation Standards/Systems etc.
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On the job basis
Mutually beneficial- “The company grows through its employees’ growth”.
From training strategy to learning strategy
Training programs divided into 3 categories
Compulsory
Enrollment based
Enrollment based requiring company’s approval
Programs range from basic management courses to individual skill
development courses.
Company pays for the course.
Employees can directly apply with the HR department for any program.
For executive level employees ,there are four compulsory courses
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Training is need based.
The immediate boss and HR manager sit together and decide the
training areas during the Mid year and Annual Review
Identification of training needs of an employee based on:
60% Business Performance
40% Leadership Traits
Strength and Deficiency in above areas
First of all KRAs are identified. Depending on skill set, knowledge set
and Attitude.
Training not restricted to a concept of “T&D department” but Line
managers also work as a mentor, coach and facilitator.
Not only technical or soft skills but they have performance planning
workshop.
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1. Job related
Pharmaceutical business
Minimum 3 weeks induction program
Includes : Product knowledge
Selling skill
Emphasis on analytical skills (forecasting, interpretation)
Preparing him for next position
TRAINING CALENDAR
They decide at the beginning of the year.
Based on general training needs + focused training
It is flexible. Can be changed according to the needs .
There is one corporate calendar
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Cost ( actual currency and lost productivity) drove
the shift from instructor led training to e-learning.
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It is used to train employees geographically
separated from each other or from the trainer.
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Many firms let their employees take online courses offered
by online course providers such as click2learn.com.
Dell introduces about 80 new products every year. It is not possible for
the technical support people to know everything about every product.
Dell therefore focuses on training people on its rules, culture, values,
systems and work processes.
Support systems deliver the rest of what they need to know, when they
need it.
When a customer calls about a specific technical problem, a computerized
job aid takes the customer through an analytical sequence of questions.
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Train people to the point where you
may lose them, and then you won’t
lose them.
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