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Group 2 (III-AMA):

Induction, Training and Employee Development


3.1 Induction
- meant to induct a new employee into the new social setting of his work.
- informed about the rules, working conditions, privileges and activities and
particulars pertaining to the organization.

other

3.1.2 Effective induction programme


Consultant of this induction programme may be consulted by;

Senior management
Supervisors or line managers
HR Officials
Health and Safety Managers
Employee or Trade Union Representative

3.1.3 What induction programme involves

introduction to the business


layout of buildings
terms & cond. of employment
relevant personnel policies
business rules & procedures
arrangement for involvement
welfare & employee benefits

3.1.4 Follow up
3.2 Training and Development
Training is the act of increasing the knowledge and skills of an employee for doing a
particular job; imparts specific skills for specific purposes; mainly job-oriented.
Development includes the process by which managers and executives acquire not
only skills and competency in their present jobs but also capacities for future managerial
positions.
3.3 Needs and Benefits of Training

increased quality & quantity of output


utilize and develop full potential
increase in morale
reduced cost of production

reduced cost of supervision


replacement for more position
ensures long-term stability and flexibility
increased MV and earning power

3.4 Types of training programmes


Job Training
Refresher Training
Promotional Training
3.5 Training and development methods

On The Job Methods


Specific Job Training
Apprenticeship Training
Coaching & Understudy Program
Job Rotation
Special Projects & Task Forces

Off The Job Methods


Special courses & lectures
Conferences
Case Study
Simulation - role playing
Sensitivity training

3.6 Characteristics of a good training programme

Determination ofa training mode.


Relevance to job requirements.
Allowance for individual differences.
Training programme should be result-oriented.
Suitable incentives.
Management support.

3.7 Designing the training programme

The trainer
The trainees
The curriculum
The training material
The methods and techniques
The timing and sequencing

Location
The physical facilities and training equipment
3.8 Evaluation of training
3.8.1 Why evaluation?
If the developmental objectives were achieved;
If the method of instruction were effective;
If the best and and the most economical training activities were
organized and implemented.

Organizations
Deficiencies
Identified

Potential
Training Need

Task/Data
Analysis

Establish
Training
Objectives

Reporting
Results

Training Planning

Evaluation Activities

Information
Breakdown

Evaluating the
Training Staff

Learning
Outlines
Evaluating the
Training
Programme

Evaluating the
Learners

Selection/D
esign of
Evaluation
Method

Implementation
of Training

The sequence of training activities


3.8.2 Criteria for evaluation of training

Reaction of trainees
Learning
Behavioral changes
Impact on organizational effectiveness

Scheduling
Training

3.8.3 Techniques of evaluation

Instructor
Trainee
HR Manager
Top management