Jacquiline C.

Dañez
BSIE-IVGK
 INTRODUCTION

It is always necessary to expose

newly hired employees to some kind
of training before they can be
maximally effective on their new job.
Proper training is as important as
proper selection in placing the right
job.
 INTRODUCTION

In modern work environment, we

often find much less systematic
training methods compared to
organizational programs where
employees attend lectures, watch
movies etcetera.
 INTRODUCTION

not only serve the organization

but also you, employee and the
society as a whole
 INTRODUCTION

Training can increase employees’:

Feeling of job security
Provide greater opportunities for
advancement
Enhance their senses of status, self-worth, and
prestige.
 INTRODUCTION

Training needs in industry have always been

important and expected that even greater
demands will be placed on them in future.
Wholly automated machinery is designed and
much requiring little in the way of human
work.
 INTRODUCTION

But employees’ training and growth will

continue throughout their working career.
Through training programs, employees will be
able to advance their ability and motivation
carry them.
THE SCOPE OF
ORGANIZATIONAL
TRAINING
 Companies located in major urban are
pressed to train new employees, not only
on specific job but also in basic area of how
to work.

Sense of responsibility necessary for reliable

work habits─ IMPORTANCE OF COMING
TO WORK REGULARY AND ON TIME.
 Several Aspects of training are potential
sources of discrimination:
1. Selection for Training
- if employees are selected from training
based on such interview or
miniature-training-and-evaluation,
it’s possible that there
will be discrimination
against some
employees.
2. The Training Program
- kind of training offered may have an adverse
impact on certain groups of people who enter
the program with lower level skills or aptitudes.
3. Retention and
Program in Training
-if trainees perform at lower level in
training program are not allowed to remain
in the program.
4. Job Placement After Training
- training performance must be validated
against job performance measures to alleviate
adverse impact and ensure the legality of the
program.
 Precise formulation of objectives
-first step in establishing formal
training

An organizational needs assessment must

be conducted to determine the
company’s goals and how a training
program would help to achieve them.
Job Analysis
-most frequently used technique for determining
training needs and objectives.
The Critical-Incidents Techniques
-focuses on particularly desirable/undesirable
behaviors on the job, can provide valuable
information on how employees cope with critical
events that occurs.
Periodic Performance Appraisal
-source of information on training needs that most
workers receive
Some teachers are:
able to bring the subject matter to life
organize and present it with enthusiasm
to inspire interest in the class

While other instructors :

Can make the classroom experience
frustrating, tiring and boring
 Trainors must be trained
Consequently, crucial task in
establishing an organizational
training program is the
education of those who will be
instructors.
• The solution is:
Use professional teachers, trained
both in skilled to be taught and in
methods of teaching.(Not only
providing maximum effective
instruction but also prevents
interference with the ongoing
operation of the plant.)
• Lastly, professional training staff still
depends on the willingness of the
management to pay the price
necessary to develop a truly effective
training program.