Inputs in T & D

 Skills

 Education

 Development

 Ethics

 Attitudinal changes

 Decision making & problem solving

 T & D as a source of Competitive
advantage
 Removes performance deficiency

 Brings about stability, flexibility and capacity

for growth

 Minimizes accidents, scraps and damage

 Meeting future employee needs

 Needs assessment methods

Methods

Group/organizational
Individual analysis
analysis
 Group/organizational
analysis
 Organizational goals and objectives

 Personnel/skills inventories

 Exit interviews

 Quality circles

 Customer survey/satisfaction data

 Consideration of current and projected changes

 Individual analysis

P A

 Interviews

 Training progress
 Designing T & D programme
 Who are the trainees ?

 Who are the trainers ?

 What methods to be adopted ?

 What should be the level of training ?

 What learning principles are needed ?

 Where is the programme conducted ?

 Management Development
Programmes (MDP’s)

MDP’S

On the job Off the job

 On the job methods

 Job rotation

 Coaching or understudy

 Action learning

 Staff meetings

 Lateral transfer
 Off the job

 Seminars & conferences

 Case studies

 Games

 Role plays

 Behaviour modelling

 Corporate universities
 Career development
 Career is progress or general course of
action of a person in some profession or in
an organization.

 Career planning is a process whereby an

individual sets career goals and identifies
the means to achieve them.
 Career development refers to a formal
approach used by the firm to ensure that
people with proper qualifications and
experiences are available when needed.

 Career management is the process of

enabling employees to better understand
and develop their skills and interests and
use them for the benefit of the
organization and self.
 Roles in Career development
 Employer’s role

 Employee’s role
 Employer’s role
 Job postings

 Formal education

 Counseling by mangers

 Succession planning

 Mentoring

 Assessment centers

 Expatriation/repatriation
 Employee’s role
 Assessing one’s own KSA’s

 Seek out information about career options

 Make use of development opportunities

provided in the organization

 Establish goals and career plans

 Accept that career planning and

development are one’s own responsibility