Scope of Training.pptx

This PPT is useful form B.com & B.com Hons students

1. Scope Of Training Course Co-ordinator: Dr. Neetu Kushwaha

2. Topic to be Covered: 2 Shadowing Training Management Development Programs Scope of Training: On Board Soft Skills Technical Product/Services Anti-Harassment Lega l

3. Shadowing Training Job shadowing is a type of on-the-job training that allows an interested employee to follow and closely observe another employee performing the role. This type of learning is usually used to onboard new employees into an organization or into a new role. Job shadowing may also be used as a learning opportunity for interns or students to gain an understanding of the role requirements and the job tasks. 3

4. 4 Management Development Programs Development is different from training. While training improves skills of a person in the present job, development improves his skills in future jobs. Development enables a person to assume jobs of higher skill, competence and responsibility. Development is the "long-term training designed to increase an employee's job effectiveness and to develop his or her ability to assume greater job responsibilities“. Development prepares people to assume jobs with higher responsibilities in the future Training is, thus, related to the current job that a person is performing. Development improves his ability to perform present and future jobs with greater competence and skill . Training increases the skill while development shapes attitude. Development is a step further than training

5. 5 Need for Development Improves knowledge, skills and attitudes of a person and makes him effective on the job. It prepares a person to assume jobs with higher skills and competence. It leads to individual growth and organizational effectiveness. It identifies creativity and potential for innovation and makes people competent to hold jobs that require special talents It promotes career development, managerial and communication skills of people.

6. Methods of Management Development 6 1 On the Job In these methods, managers observe the behaviour of other managers and learn through them. Excellent managers, thus, act as role models for other managers who follow their behaviour . 2 Off the Job In these methods, managers are trained outside the work place. While working outside the organization, they meet people from other organizations, share their experience and knowledge and get mutually benefitted.

7. On the Job Method 7 PLANNED WORK ACTIVITIES TRAINING POSITION JOB ROTATION COACHING The superiors provide coaching to the subordinate managers and guide them to acquire various working skills. This develops potential managers who succeed the outgoing managers M anagers work on different jobs by rotation and acquire varied skills to work on those jobs. Managers gain experience of different departments to perform a wide variety of tasks The fresh appointees work under managers as trainees and assistants. Gradually , they develop managerial skills and become competent to assume higher managerial positions . The trainees take important job assignments and attend meetings to learn managerial aspects of the organization and, thus, develop their managerial skills.

8. 8 Off the Job Method Classroom coaching develops various case studies and role playing methods to enhance skills of managers. It introduces managers to new concepts principles, theories and business situations and enhances their knowledge on management development areas. Sponsored programmes : Various outside agencies and universities conducts programmes for management development. Managers attend these courses rather than getting training within the organization. Lectures and demonstrations form are part such development programmes . Seminars: Managers of different departments pool their ideas, information and suggestions and learn through each other's experience in seminars. Problems of different nature are discussed and solutions are suggested without disturbing the actual work. situations . Simulation: Models of real business situations are created and managers perform roles similar to the actual work place. Without disturbing the work situations, managers develop competence and skill to deal with behavioural and non- behavioural aspects of their jobs. C s s s

9. Scope of Training 9 Scope of Training Legal On Board Soft Skill Technical Product/Services Anti-Harassment

10. 10 Onboarding: Onboarding means coming on board, this kind of training is provided in the initial days of joining organization. This training is specifically for new joinees and focuses on letting the new joinees kno about the vision, mission of the organization, acquainting new joinees to their superiors and subordinate and also informing them about the human resource policies, benefits etc . This is also an orientation of new employees to the way of working and culture of the organization . It is usually held at 3 levels organizational (by the head of the institution i.e. CEO, president or any equivalent), departmental the department head) and human resource level (by the human resource manager).

11. 11 Soft Skills: Skills which helps to deals with people is known as soft skills. These skills are not only called people skills but life skills also as it makes life easy as it trains people to deal with people . Communication skills, negotiation skills, leadership skills, time management skills, conflict resolution, emotional intelligence, adaptability are all examples of soft skills.

12. 12 Technical skills /Hard Skills: Technical skills are the knowledge and abilities to perform specific tasks that require specialized or qualified expertise. Technical skills are also known as hard skills and are used in many different fields and industries, such as science, technology, engineering, math, business, and health care. Technical skills may involve using certain tools, programs, or methods like knowing computer programming language is a technical skill.

13. 13 Product and Service: Some job profiles require training on product and services, like banking officials are given training on products and services for instance when a new systematic investment plan introduced by a bank, the banking officials are training about the SIP (its features, advantages, comparison with other sips, process to invest in the sip. Legal: Employees should also be informed of the legal issues and aftermath of these kinds of challenges. The legal aspects/ aftermath related to such issues should be introduced in the training programs so that employees are aware about the repercussions of such a behavior.

14. 14 Anti-Harassment: As workforce diversity has become very important due to the diverse workforce (male, females transgender, specially abled, single (divorced/ widowed parent) people from different regions, religions, countries etc.), many companies have introduced anti-harassment policies . An anti-harassment policy aims to address and prevent antagonistic situations that violate the dignity of employees. It pertains to single or repeated incidents of intimidation, humiliation, degradation, bullying, or other undesirable verbal, non-verbal, or physical conduct toward one person or a group of people . Therefore, regular training for Anti-Harassment should be conducted by the organization.

15. 15