2.  Training – the process of teaching new employees the basic skills they need to perform their job.  Development – learning that goes beyond today’s job and has more long-term focus.  Training & Development- continuous effort designed to improve employee competency and organizational performance.

3.  The purpose of training and development is to make sure the employee are working towards organizational goal.  It also needs in order to improved the employees performance in the organization.

4. 1) Determining specific training & development needs 2) Establishing specific training & development objectives 3) Select the T&D method 4) Implement the T&D Programs 5) Evaluate T & D programs

5.  A systematic approach to addressing the needs/ goal of the organization  By analyze the: - The workers - Tasks given

6.  Purpose  Clear objectives must be formulate

7.  On the Job Training(OJT)  Apprenticeship Training  Internships  Role playing  Business games  Instructor- Led  Case study  Behavior modeling  In- Basket Training  Job rotation

8.  Often difficult  Feel they are too busy to engage in T & D efforts  Qualified trainers must be available  Requires high degrees of creativity

9.  Measure the level of customer satisfaction  Determine what participants (trainee) have learned  Behavioral change; attitude, performance  Get the feedback from the participants.

10.  On the Job Training(OJT)  Apprenticeship Training  Internships  Role playing  Business games  Instructor- Led  Case study  Behavior modeling  In- Basket Training  Job rotation

11.  Training a person to learn a job while working on it.  It is informal method that permits an employee to learn job task by actually performing them.  Most firm use this method because it is inexpensive, no need the classroom or program learning device.

12.  Advantages - Inexpensive, employee learn when producing, no need expensive off- site facilities - Facilitates learning since trainees learn by doing & get quick feedback on their performance.  Disadvantage - Low expectations on the trainer’s part may translate into poorer trainee performance.

13.  Combined classroom instruction with on-the- job training.  It is a structured process by which people become a skilled workers.  Traditionally used in craft jobs.

14.  Training approach where university students divide time between attending classes & working for organization  Excellent means of viewing potential permanent employee at work.  Students are enabled to integrate theory with practice.

15.  T&D method where participants are required to respond to specific problems they may accouter in their jobs by acting out real-world situation.  Used to teach such skills as: - Interviewing - Grievance handling - Team problem solving communication - Performance appraisal reviews conference leadership

16.  Permits participants to assume roles such as president, controller, or marketing vice president or two or more similar hypothetical organizations & complete against each other by manipulating selected factors in a particular business situation

17.  the practice of training and learning material between an instructor and learners, either individuals or groups.  Instructors can also be referred to as a facilitator, who may be knowledgeable and experienced in the learning material, but can also be used more for their facilitation skills and ability to deliver material to learners.  Instructors may deliver training in a lecture or classroom format, as an interactive workshop, as a demonstration with the opportunity for learners to practice

18.  T&D method in which trainees study the information provided in the case & make decisions based on it  Used in classroom with instructor who serves as facilitator

19.  T&D method which permits a person to learn by copying or replicating behaviors of others to handle various situations

20.  Exercise in which participant is asked to establish priorities for and then handle a number of business papers or email massage such as memoranda, reports and telephone massage that would be typically cross a manager’s desk.

21.  Employees move from one job to another broaden experience  Helps new employees understand variety of jobs.

22.  Corporate universities  Colleges & universities  Community colleges  Video conferring  Simulators  Video media- video tapes, film  Online higher education

23.  Provide under umbrella of the organization  Focus on creating organizational changes  Proactive & strategic  Growth attributed to universities’ flexibility

24.  Primary delivery system for training professional, technical & management employees  Corporate training programs often partner with colleges & universities

25.  Publicly funded higher education establishment  Delivery vocational training & associate degree programs

26.  Widely used in US  Interactive & offers flexibility & spontaneity in classroom  Used by global firms  Increase access to training, ensure consistency of instruction & reduce cost of delivering T&D

27.  Devices or programs that are located away from the job site and replicate actual job demands  Example: training of airline pilots in a simulators

28.  Educational opportunities including degree & training programs delivered either entirely or partially via the internet  Allows employees to attend class at lunchtime  Reduces commute to school

29.  Employers who approve training policies and targets and provide the necessary funding  Training/ HR departments who plan, organize, conduct and evaluate training programmes.  Head of departments who determine which of their subordinate need training and assist in evaluating the effectiveness of the training  Employees who participate in training efforts as learners  The Government which encourage employers to offer training RESPONSIBILITY FOR TRAINING EMPLOYEES

30.  Increased productivity which in turn leads to higher profits  More satisfied employees which lowers turnover rates  Aid recruitment efforts making it easier to hire talented employees  Trained employees are more innovative  The company is in a better position to compete both nationally and internationally

31.  STEP 1: Break down the job into its separate parts  STEP 2: Give an overview of the job  STEP 3: Demonstrate a part of the job for the trainee  STEP 4: Let the trainee try to do what has been demonstrated  STEP 5: Correct any mistakes made  STEP 6: Let the trainee practice