ABSTRACT
OBJECTIVE AND SCOPE:
The objective of the project is to understand and observe Training Need Assessment and the forking of its various methodologies.
“To Study the Effectiveness of Employees Training & Development Program”. The prime objective of research is to study the changes in skill, attitude, knowledge, behavior of Employees after Training program. It also studies the effectiveness of Training on both Individual and Organizational levels. Due to this research we are able to absorb current trends related to whole academic knowledge and its practical use. Such research is exposed us to set familiar with professional environment, working culture, behavior, oral communication & manners. Since the training is a result oriented process
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Person analysis focuses on identifying whether there is evidence that training is the solution, who need training, and whether the employees have the prerequisite skis, attitude and beliefs needed to ensure they master the contents of the training program. Because performance problems are one of the major reasons that companies consider training for employees, it is important to investigate how persona characteristics, input, output, consequences, and feedback relate to performance and earning. Managers and trainers need to determine if performance problems can be solved using training.
Training is likely the best solution to a performance problem if employees don 't know how to perform. Ifemployees have not received feedback about their performance‚ if they lack the equipment needed to perform the job, if the consequences for good performance are negative, or if they are unaware of the expected standard for performance, then training is not likely to be the best
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Company - manual/Handbook.
EXTERNAL SOURCES:-
External sources are the sources outside the organization
Books
Internet
RESEARCH INSTRUMENTS:
Structured questionnaire was prepared. This questionnaire was designed to meet the research objection.
LIMIITATIONS OF THE STUDY: During the course of the study, there were certain limitation, which are enumerated as below.
Researcher may collect insufficient data for this research work because of limited span of implant training programme and vast topic of research
FINDINGS:
The frequency of communication and meetings between the employer and employee is not satisfactory.
There is lot of scope provided to every employee to increase their soft skills due to training.
Timely training is provided to the employees, which helps in avoiding delay in work.
Trainers at APL are highly qualified and experienced.
Personal Analysis is the key analysis for training need assessment.
Most of the employees know the actual benefit of training that 's why they perceive training as reward and opportunity.
The overall Training programmes in APL is satisfactory.
SUGGESTIONS
Training programs, Meetings, seminars and conferences should be done on the regular basis so as to improve
My attitude to team members and students is marked by respect and courtesy, and I am prepared to exchange viewpoint and ideas with all. Moreover, I enjoy sharing resources and gladly
Through the Professional Presence and Influence course,
4.4 Role in improving quality of learning and development Data analysis needs to be done before and after a learning programme. For example if the equality surveys show that members of disadvantaged groups are less likely to be promoted, we would implement a support/mentoring programme. We would expect to see an improvement in the percentage of managers from disadvantaged groups after the programme. Further attempts at training and support need to be adjusted following data and feedback.
Trainings are not only beneficial to the citizens, but the department as well. Instructional time is justified by the degree of need for the training. For example, there is a high need for high performance CPR training because it is a skill used every day in the department, however the skill needs drastic improvement to meet new AHA standards. Because the department is so large, about 1,100 employees, most trainings are done asynchronously via online instruction or at the station level with your shift supervisor. This keeps staffing to a minimal and allows for less tangible items, therefore reducing cost to participate.
Secondly, he needs to analysis for the right croupiers who need training, by looking at his or her basic skills, which consist of cognitive ability (New York: McGraw-Hill, 1978) and reading ability (Torrence & Torrence, 1987, pp. 44-49), self-efficacy and the awareness of training needs, career interests and goals. After that the input and the output of the training, the consequences and feedback, all must be take
Their employees are given the opportunity to work in a nurturing and thriving environment. The leaders of CarMax have put their words into actions for their employees to benefit from. Their efforts have earned respect from the employees as seen in feedback from employees on their website. The employee development and training initiatives are one of the biggest impacts they can have on their employees. “Training and development play a vital role in the effectiveness of an organization” (Falola, Osibanjo, & Ojo 2014).
Employees with current skills and expertise are generally more potential for the growth of business. To satisfy the actual demands of diverse customers within a freshly opened up store on completely new area demands apparent perception of the consumer user profile for the reason that spot to pick the actual share. The training practice facilitates staff to use their occupations efficiently according to correct information, skill, comprehending and sources. Workers distinguish spaces among their information and ability prior to starting training and advancement practice. Q.3
The references used in this study will be used to build knowledge on the subject, and to identify
For example, if the training conducted does not help improve employee skills then the time and effort put into the training for both the trainer and employee would be wasted. It would be better for the staff to direct their efficiency and target that time to work on the financial benefit of the firm (Price, 2007; Dessler,
Resources could be anything from raw materials, skilled workers, or capital to finance the company. A clothing manufacturer cannot produce products if it does not receive the materials to make the clothing, skilled workers to run the machines, or the finances to pay the workers. These can have a positive or a negative influence on a company because these things are required for the success of the company. Another negative impact could result from the high demand for skilled workers because there will be more competition to attract those workers. Describe four steps involved when setting up an employee training program for a specific job:
• Feedback: Employees should know about their performance. Apart from regular feedback, employees get quarterly reminders to evaluate their expectations. Besides, special sessions on receiving and giving feedback are conducted. • Development and growth : Every employee is responsible for his/her career and personal development.
All of which contribute to a serious drag on performance. To circumvent the above criticism raised on failures of performance management, the following recommendations ought to be considered. One is taking time to comprehend what performance management really is and how to apply it, and then how to relate that function to the other human resource functions. Two is that while most organisations engage in performance management activities, the relatedness and eventual impact on performance differs. Most times, key performance management activities thrive only at communicating results, stopping well before making needed changes.
As a result of this I recognize the education at university is not enough as I thought and if I need to be a professional I should develop my skills in professional way. For this reason I decided to take this course. In this course I learned how to develop my abilities to be effective and more organize in order to encourage myself and my team for work. Before that it is important to rate myself to know where I am exactly and what I need to develop.
Researchers have shaped compelling evidence for the fundamental relation between employee performance and how management acts with them (Boheene & Asuinura, 2011). They claim that the effectiveness of human resource practices, particularly employee selection, performance appraisals, benefits and reward management, procedures and employee training and development often have a direct effect on the productivity and performance of the employee. And implementing an effective human resource management can enhance the organization 's ability to attract and maintain qualified and motivated employees yield greater profitability, low employee turnover and these invariably lead to higher productivity.
TRADITIONAL TEACHING METHODS TO TEACH WITHN THE CONTEXT OF HIGHER EDUCATION Teaching methods refers to the general principles, pedagogy and management strategies used to classroom instruction. The choice to teaching methods depends on what fits educational philosophy, classroom demographic, subject area and school mission statement. The teaching theories can be arrangement into four categories and based on two major parameters- a teacher centred approach versus and a student –centred approach, and high tech material use versus low-tech material use. TEACHER-CENTRED APPROACH TO LEARNING Taken to its most extreme interpretation, teachers are the main figure in a teacher-centred instruction model.