BBA_4.2_HRM.1_training & development.pptx

Training and development

1. Unit 4 Ch : 2 Training & Development : Definition & Methods

2. Chapter Outline: Training & Development: Definition, Difference Orientation: Definition Types Training: Formal, Informal, Individual, Collective, Serial, Disjunctive, Investiture, Divestiture. Career Planning: Definiton and Process.

3. Training is Expensive…..But Without Training it is More Expensive.

4. Training: Helps employees to do their current jobs. Development: Helps the individual handle future responsibilities.

5. Training is the formal and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience. It's a short-term process. Refers to instruction in technical and mechanical problems Targeted in most cases for non-managerial personnel Specific job-related purpose Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance. Training…

6. Initial Training is all about… Orientation of the company Telling Them about…. Who we are”…. (company Knowledge) & “what we do”…. And telling them “ how You are going to do what we do ”…(job Knowledge)

7. “Orientation is a  systematic and planned introduction of employees to their jobs, their co-workers and the organization.” Typically Induction(orientation) conveys three types of information General information about daily work routine. A review of the organization’s history A detailed presentation, perhaps in a brochure of the organization’s policies, work rules and employee benefit

8. Induction…

9. What to Oriente??

10. Benefits of Orientation Welcome new employee Provides essential information Helps you get to know the employee and assess training needs Create a Positive 1st Impression Reduce turnover

11. On the job training…. Focus on learning while individual is engaged in work

12. Serial V/s Disjunctive Training Serial Training Disjunctive Training An experienced employee inducts a new hire in case of serial Induction new hire do not have predecessors to guide them. maintains traditions and customs. produces more inventive employees.

13. Investiture V/s Divestiture Training

14. Career Planning

15. What is Career Planning??? Career planning is the process by which one selects career goals and the path to these goals. The major focus of career planning is on assisting the employees to achieve a better match between personal goals and the opportunities that are realistically available in the organization.

16. Objectives of Career Planning   Identifying and making clear opportunities available. To identify the career stages To achieve the organization's goal.

17. Career planning process

18. Case Study 1

19. Company XYZ is a mid-sized technology firm that specializes in software development and IT solutions. The company has experienced steady growth over the past few years and is now facing challenges related to employee skill gaps, performance inconsistencies, and employee retention. The management recognizes the need for a comprehensive training and development program to address these issues and enhance the overall capabilities of the workforce.

20. Objectives: Skill Enhancement: Develop a program that focuses on improving technical, soft, and leadership skills among employees. Performance Improvement: Ensure that the training directly contributes to improved employee performance and productivity. Employee Retention: Create a positive learning environment that boosts employee engagement and reduces turnover. Measurable Outcomes: Establish key performance indicators (KPIs) to measure the success of the training and development program.

21. Implementation: 1. Needs Assessment: Before designing the program, XYZ conducted a thorough needs assessment by surveying employees, conducting interviews, and analyzing performance data. The assessment identified gaps in technical skills, project management abilities, and communication skills. The company also discovered a desire among employees for career growth opportunities. 2. Program Design: Based on the needs assessment, XYZ designed a multifaceted training and development program that includes the following components Technical Training: Offered workshops, online courses, and hands-on training sessions to enhance technical skills, such as programming languages, software tools, and industry-specific knowledge. Soft Skills Development: Implemented communication workshops, conflict resolution training, and emotional intelligence seminars to improve interpersonal skills and teamwork. Leadership Development: Introduced leadership training for high-potential employees, focusing on decision-making, team management, and strategic thinking. Cross-Functional Exposure: Organized cross-functional projects to provide employees with opportunities to work on different aspects of the business and broaden their skill sets. 3. Implementation: The training and development program was rolled out in phases. XYZ partnered with external training providers for specialized courses and also leveraged internal subject matter experts. Regular feedback sessions were held to ensure that the training content remained relevant and effective.

22. 4. Performance Measurement: To measure the program's success, XYZ established several KPIs: Skill Improvement: Regular assessments were conducted to track the enhancement of technical and soft skills among employees. Performance Metrics: Employee performance data was compared before and after training to evaluate any improvements. Employee Feedback: Surveys and focus group discussions were conducted to gather feedback on the training's impact on job satisfaction and engagement. Retention Rate: The company monitored employee turnover rates to determine if the program positively influenced retention. 5. Continuous Improvement: Based on the feedback and performance data, XYZ made continuous improvements to the program. Adjustments were made to the training content, delivery methods, and scheduling to better meet employee needs.

23. Results: After one year of implementing the training and development program, XYZ observed the following outcomes: Skill Enhancement: Technical skills improved by 25%, and soft skills saw a 20% improvement. Performance Improvement: Employee productivity increased by 15%, and project completion times decreased by 10%. Employee Retention: Employee turnover decreased by 30% as employees reported higher job satisfaction and growth opportunities. Measurable Outcomes: The program successfully achieved its established KPIs, demonstrating its effectiveness. Conclusion: Company XYZ's successful implementation of a comprehensive training and development program resulted in improved employee skills, enhanced performance, increased job satisfaction, and reduced turnover. The case study highlights the importance of conducting thorough needs assessments, designing tailored programs, measuring outcomes, and continuously improving the training approach.

24. Case study 2

25. introduction: Company XYZ is a multinational technology firm with a workforce of over 5,000 employees globally. In the highly competitive tech industry, the company recognizes the importance of maintaining a skilled and knowledgeable workforce. To stay ahead of the curve and foster continuous growth, Company XYZ places a strong emphasis on training and development programs for its employees. Challenge: Company XYZ faced several challenges related to employee performance, including: Rapid Technological Advancements: The fast-paced nature of the technology industry meant that employees needed to continually update their skills to remain relevant and effective. High Turnover Rate: The company struggled with retaining top talent due to intense competition and attractive offers from rival firms. Skill Gaps: As the company expanded into new areas, there were instances of skill gaps emerging among employees, hindering project execution and innovation.

26. Training and Development Strategy: Company XYZ devised a comprehensive training and development strategy to address these challenges: Skills Assessment: The company conducted regular skills assessments to identify gaps in employees' expertise. This assessment helped in tailoring training programs to meet specific needs. Customized Learning Paths: Based on the skills assessment, employees were provided with personalized learning paths. These paths included a mix of online courses, workshops, seminars, and hands-on training sessions. Internal Knowledge Sharing: The company encouraged knowledge sharing among employees through internal workshops, lunch-and-learn sessions, and collaborative projects. This facilitated cross-functional learning and the dissemination of best practices. Mentorship Programs: Seasoned employees were paired with newer ones to provide guidance, share experiences, and offer career advice. Leadership Development: Identified high-potential employees were enrolled in leadership development programs to prepare them for future managerial roles.

27. Implementation: Company XYZ adopted a blended approach to training and development: Online Learning Platforms: The company subscribed to various online learning platforms offering a wide range of courses, enabling employees to learn at their own pace. In-House Workshops: Regular in-house workshops were conducted by internal experts and external trainers. These workshops covered technical skills, soft skills, and emerging industry trends. Conferences and Seminars: Employees were encouraged to attend relevant industry conferences and seminars to gain exposure to the latest advancements and network with peers. Hands-On Projects: Employees were given opportunities to work on real projects that aligned with their learning goals. This practical experience accelerated skill acquisition.

28. Results: Company XYZ's focus on training and development yielded significant results: Reduced Turnover: The increased investment in employee growth led to higher job satisfaction and reduced turnover rates, as employees felt valued and invested in. Enhanced Performance: The company observed improved individual and team performance, as employees were better equipped to tackle challenges and contribute effectively. Innovation: Skill gaps decreased, leading to improved innovation and the ability to explore new market opportunities. Leadership Pipeline: The leadership development program resulted in a stronger internal leadership pipeline, reducing the need to hire externally for managerial roles. Conclusion: Company XYZ's commitment to training and development proved to be a pivotal factor in overcoming challenges and achieving its business goals. By providing tailored learning opportunities, fostering a culture of continuous learning, and nurturing employee growth, the company managed to build a skilled, engaged, and high-performing workforce, positioning itself as a leader in the competitive technology industry.