Training

1. Training - Bharat Thapa NASC

2. Systematic Aapproach to Training Let us re-check our understanding on training How do we perceived training ? TffnLdnfO{ xfdLn] s;/L a'em]sf 5f+} <

3. Can a organization exist without training ? Yes, but….. • It will take longer time • and cost more money • (in today’s time constraint, • it may be too late when employees reach the appropriate level)

4. If you think training is expensive; Try ignorance

5. PhilosophyofTraining Trainingis different from education Trainingis more concerned with action rather than knowing Trainingis learning process rather than teaching Trainingis means for introducing changes in organisation Trainingis not a panacea for all ills

6. Concepts of Training Training is an act of providing learning opportunities Training is an organised process of learning that helps to acquisition or development of those knowledge, skills, techniques and attitudes for desired level of performance of an individual employees

7. Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees Training…………..the focus on learning byanindividual the new ways to doing things.

8. Training is a planned efforts by an organisation to facilitate employees’ learning of job-related knowledge and skills for the purpose of improving performance . Training helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals

9. Training… Systematically planned investment in the development of KSA needed by an individual to perform a job to a satisfactory level

10. Training……. • “ A systematic, planned and controlled learning process…. • intended to help the employees to fulfill their functions in the most efficient mode …….. • through the acquisition and improvement of the level of knowledge, ability and experiences”

11. What training can do ? Improve one’s knowledge and skill level Helps to change one’s attitudes Increase productivity Reduce wastage, accidents, overhead cost Use correctly new technology Implement new or changed policies / regulations Ensure the growth of organization

12. What training can not do ? May not ensure increased job performance Does not increase learning potentialities Does not make anyone learn everything

13. Training can be effective only when it is properly donefor proper persons at proper time.

14. How can we make training effective? • Undertaking training as a Systematic process • Adopting a learning-focused training strategy (helping the learners to learn how to learn)

15. Training is systematic process to be followed 3 phases; Pre-training ( Planning / Designing ) Post-training Training (Implementation) (Application / Evaluation) Key Actors / players of training Training institutions Work organizations Trainees

16. A SYSTEMATIC TRAINING MODEL

17. Training Cycle Training Needs Assessment (TNA ) Evaluation / Feedback Course Design Objective Setting Curriculum Design Lesson plan Implementation

18. Training Needs Assessment (TNA ) Objective Setting Evaluation / Feedback Course Design Implementation

19. Interlinked Needs Assessment Objective Setting Evaluation Course Design Implementation

20. Categorization of Training • Basic Training • Specific Training • Basic Training • a. Pre- Service Training • b. In Service Training 2. Specific Training a. Subject Specific b. Problem Specific c. Institution-Specific

21. Training Management Managerial Academic Training Phase Pre-training Phase Post Training phase

22. Training Management Managerial Functions Operation and Control Planning and Scheduling Evaluation, Feedback and Reporting

23. Training Management People Process Resources Activities

24. Any Questions ?

25. - Bharat Thapa Senior Director of Studies Nepal Administrative Staff College (Mobile: 98510-96440)