Training & Development

By Shakti Awasthi

Terminology Related To Training & Development

Career a profession or occupation that an employee trains for and pursues as a normal life activity. Career growth an employee s progressive acceptance of new roles and responsibilities within the same organization. Departmental orientation orientation that covers topics unique to the new employee s department and job

 Development programs preparation of individuals to take on future responsibilities Evaluation measurements of an outcome against stated objectives Gap analysis identification of the gap between where employees skills are and where they should be Job rotation a job design strategy that shifts employees from one job to another in the organization

 Mentoring a method that uses a mentor (a person more senior in position or experience who coaches a junior person or protg) On-the-job training any training an employee receives on the job while under direct supervision Organizational commitment an attitude of employees who identify with the organization s values, beliefs, and traditions Organizational orientation orientation that covers matters relevant to all employees Skill obsolescence the situation in which a skill is no longer needed

 Training a process by which people acquire knowledge and skills needed for performance in their current assignments Training needs assessment the process of outlining the training project, analyzing jobs, and identifying knowledge, skill, and ability deficiencies Turnover the permanent separation of employees from the organization, because of resignation, retirements, layoff, or discharge

TRAINING OBJECTIVES NEED TO BE SMART

Specific Measurable Action performed by trainee Realistic Time Framed

CHOICES OF TRAINING METHODS

Hawthorne studies assessed the impact of physical and environmental influences (temperature, light, humidity, rest periods) on employee performance. Regardless of conditions employees perform more efficiently when given attention. Group dynamics factors that influence a group s cohesiveness of effectiveness. Groups take on a distinct personality. Group goals may determine the success or failure of the training program. Laboratory training trainers must be perceived as having credibility in their area of instruction. Lab training examines personal and interpersonal behavior in a group setting. Interpersonal techniques are valuable for teaching people how to work together. Need for achievement the nature of the need for achievement is a strong determinant in occupational choice. Employees have a better perception of training when they view it as a help in career development.