1. Training & Development

2. It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.

3. 10 - 3  Employee training › A planned attempt by an organization to facilitate employee learning of job-related knowledge, skills, and behaviors  Development › Teaching managers and professionals the skills needed for both present and future jobs

4. 10 - 4  Training usually involves teaching operational or technical employees how to do their jobs more effectively and/or efficiently.  Responsibilities for training are generally assigned to the HR function.  In general, training is intended to help the organization function more effectively.  Managers must be sure that productivity can be increased through training and that productivity gains are possible with existing resources.

5. 10 - 5  Development is generally aimed at helping managers better understand and solve problems, make decisions, and capitalize on opportunities.  Development is often considered a HR function.

6. Reasons for Training New Program Cost Control Employee Promotion Turnover

7. Objectives & Strategies Assess Training needs Set training goals Design training Implement training Evaluate Training The Training Process

8.  TO COMPETE IN A GLOBAL MARKET.  TO RUN AN ORGANIZATION IN A EFFICIENT & EFFECTIVELY.  TO BE A WINNER.

9. 10 - 9  Needs analysis › The assessment of the organization’s job-related needs and the capabilities of the current workforce  The manager must carefully assess the company’s: › Strategy › Resources available for training › General philosophy regarding training and development  Decision must be made about training employees for current jobs versus for future jobs

10. 10 - 10  The organization should know in advance what it expects of its employees prior to training.  The HR manager planning the training must look at the current state of affairs, decide what changes are necessary, and formulate these changes into specific training development goals.  Goals should be objective, verifiable, and specific.

11. 10 - 11  The first steps are outlining and defining training and development program content.  Then define the content, which specifies the material that is intended to be taught.  Another approach is to focus on what is to be learned.  More complex training requires a more complex definition of content.

12. ACTIONS INVOLVED IN IN IMPLEMENTING THE TRAINING PROGRAMME Deciding the location and organizing other facilities. Scheduling training programme. Conducting the training programme. Monitoring the progress of trainee.

13. 10 - 13  Performance before training should be measured.  When training has been completed, all trainees should be able to demonstrate capabilities from the training.  For management development, organizations can rely on evaluations completed by the trainees after a particular training program.

14.  ON THE JOB TRAINING  OFF THE JOB TRAINING THE ACTIVITES FOR WHICH THEY ARE USED

15. INNOVATIONSKILL TRAINING SAFETY EDUCATIONCREATIVE & TECHNICAL EDU. SALES SUPERVISORY & MANAGERIAL EDU. A. ON THE JOB APPRENTICEYY INTERNSHIPYYY JOB ROTATIONYY COACHINGYYYY B.OFF THE JOB VESTIBULEYY CASE STUDYY SIMULATIONYYYY

16.  “The Education Centre, one of the largest of its kind in the world, will train technology professionals. Located in the 270-acre Infosys Mysore campus, the centre can accommodate 4,500 trainees at any given time. Infosys’ total investment commitment in the Mysore Centre is Rs. 520 crore (USD 119.3 million), of which Rs. 285 crore (USD 65.4 million) pertains to the Global Education Centre complex.”

17.  TCS begins training program in the United States Tata Consultancy Services chose Columbus for its first US-based training program for university graduates. TCS, a worldwide information technology, or IT, and management consulting company which employs about 50 consultants in Columbus, hopes to train as many as 100 employees by the end of the year, said S. Neethi, head of TCS' training faculty.

18.  CASTROL OIL Castrol Academy is a comprehensive assessment tool consisting of eleven multi-level technical training modules designed to improve crew skills and knowledge levels. From Ship Types to Used Oil Analysis, the training covers key areas of the marine industry ensuring greater crew capability. Castrol Academy combines traditional print-based modules, with interactive DVDs and online assessment.

19.  Retail Management Training Gets Serious - The Pantaloons Chapter  I strongly believe the success behind the big names globally in retailing lies with good employeesapart from the million odd other things that it takes to build a successful retail business. But one of the most important front- end is the employees and training is essential.  Pantaloon Retail India Limited recently signed up with K.J.Somiaya Institute of Management & Research Studies. The course will be for 18 months long with 6 months on the job training at various formats and stores of Pantaloon.

20. AN EFFORT BY SHWETA JHANJHOT