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Name-Anju Agrawal Roll No-72/23878 Training Methodology-II Paper-V Response Sheet-1
Name-Anju Agrawal Roll No-72/23878 Training Methodology-II Paper-V Response Sheet-1
-Response sheet-1
Name-Anju Agrawal
Roll No-72/23878
Training Methodology-II
Paper-V
Response sheet-1
As result everyone is being asked to stretch and to do more than ever and to
do it faster.
To ensure solution addresses the issue.
To focus resources, time and effort effectively towards a targeted training
solution.
To eliminate the necessity of looking for another job.
A training need occurs whenever the procedures, processes and methods of
work in an organization are changed. Training can also offer the management
an assessment of those within its labor force who might be well suited for
new jobs and responsibilities.
These needs can be recognized on the basis of:
Analysis of processes of change
Analysis of work problems and
Analysis of the manpower skills of an organization
The management and human resource systems must be willing to accept
the change. The organization must change itself to adjust to the changing
outside world. Change would require orienting and training the people to the
new techniques, skills and adjustments to new situations.
Training needs can be recognized in four sectionsTechnological changesWhenever there is some introduction of new ideas in equipment
and technology, a technological change is said to take place. E.g.
introduction of computers. People have to be oriented to new knowledge;
new skills and also they must appreciate the change process.
Environmental changesThere is constant change in consumers i.e. users habit and taste.
For this, new products and services will require change in systems. Survival
of any organization lies in understanding and an awareness of the changes in
outside world.
Legislative changesIn many basic industries like steel, coal and textiles, there is a
legal framework, shape and application to their concepts of social growth.
The Legislators at central or local level give such frameworks which can be in
area of policy, planning, pricing, wages, and employment policies. Training
has to be designed to respond to these.
Manpower composition changesChanges in the staff composition due to resignations, dismissals, layovers,
retirement and other factors result in changes in internal ratios of manpower.
This not only alters the demographic ratio and quality of experience but also
may change the education level. Hence training need is justified.
Training needs also need to be identified because of the changed character
of managerial work force
Investigate
Training needs
Design training
Conduct Training
Step One- Define purpose of training and target audience Be clear about what your training needs hope to accomplish.
Be clear who will be your target audience.
Step Two- Determine participants needThe more accurately you know the needs of your participants the better your
training design will be. Find out their needs and expectations. Tell the
participants to complete a brief written survey or survey a random number of
participants by phone to get detailed information. Ask them about Current roles and responsibilities
Step Three-
Step Four- Outline training contentTraining has three components- an introduction; a learning component and a
wrap-up and evaluation component.
The evaluation form should ask the following Did the participants acquire the skills and knowledge that they were
supposed to?
Were the trainers had enough knowledge about the training contents?
Were the activities interesting and effective?
Was the training format appropriate?
Was the training on this topic adequate and satisfactory?
Follow-up activities provide continued support and feedback. Prepare followup activities as you develop your training design and these activities should
make the participants reflect on what they have learnt and the process of
implementation.
Some activities include