For managers being developed for executive roles, rotation to different functions in the company is regular carried out. This approach allows the manger to operate in diverse roles and understand the different issues that crop up. If someone is to be a corporate leader, they must have this type of training. An organized and helpful way to develop talent for the management or executive level of the organization is job rotation.
It is the process of preparing employees at a lower level to replace someone at the next higher level. It is generally done for the designations that are crucial for the effective and efficient functioning of the organization. A trainer who is aware of the work well is likely to do many things and in the process might miss few things.
The second step is to find out what the trainee knows and what training should focus on. When the trainer finished, the trainee demonstrates how to do the job and why is that done in that specific manner. Trainee actually demonstrates the procedure while emphasizing the key points and safety instructions. In this step, the focus is on improving the method of instruction because a trainer considers that any error if occurring may be a function of training not the trainee. This step allows the trainee to see the after effects of using an incorrect method.
The trainer then helps the trainee by questioning and guiding to identify the correct procedure. It is ability of an individual to sense what others feel and think from their own point of view.
This can be done when the trainee faces dilemma in which his old values is not able to provide proper guidance. The reasoning of the feedbacks are discussed which motivates trainees to experiment with range of new behaviors and values. This process constitutes the second step in the change process of the development of these values. Transactional Analysis Transactional Analysis provides trainees with a realistic and useful method for analyzing and understanding the behavior of others.
In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person. This motivation-reaction relationship between two persons is a transaction. Transactional analysis can be done by the ego states of an individual. An ego state is a system of feelings accompanied by a related set of behaviors. There are basically three ego states: Child: It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses which come to her naturally from her own understanding as a child.
The characteristics of this ego are to be spontaneous, intense, unconfident, reliant, probing, anxious, etc. Parent: It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses imposed on her in her childhood from various sources such as, social, parents, friends, etc. The characteristics of this ego are to be overprotective, isolated, rigid, bossy, etc.
Adult: It is a collection of reality testing, rational behavior, decision-making, etc. A person in this ego state verifies, updates the data which she has received from the other two states. It is a shift from the taught and felt concepts to tested concepts. All of us evoke behavior from one ego state which is responded to by the other person from any of these three states. Lectures It is one of the oldest methods of training.
This method is used to create understanding of a topic or to influence behavior, attitudes through lecture. A lecture can be in printed or oral form. Lecture is telling someone about something. Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic. Training is basically incomplete without lecture. When the trainer begins the training session by telling the aim, goal, agenda, processes, or methods that will be used in training that means the trainer is using the lecture method.
It is difficult to imagine training without lecture format. There are some variations in Lecture method. The variation here means that some forms of lectures are interactive while some are not. Straight Lecture: Straight lecture method consists of presenting information, which the trainee attempts to absorb. In this method, the trainer speaks to a group about a topic. However, it does not involve any kind of interaction between the trainer and the trainees.
A lecture may also take the form of printed text, such as books, notes, etc. The trainer in case of straight lecture can decide to vary from the training script, based on the signals from the trainees, whereas same material in print is restricted to what is printed.
A good lecture consists of introduction of the topic, purpose of the lecture, and priorities and preferences of the order in which the topic will be covered. A Training Game is defined as spirited activity or exercise in which trainees compete with each other according to the defined set of rules.
Simulation is creating computer versions of real-life games. Simulation is about imitating or making judgment or opining how events might occur in a real situation. It can entail intricate numerical modeling, role playing without the support of technology, or combinations. Some of the examples of this technique are: Trainees can therefore experience these events, processes, games in a controlled setting where they can develop knowledge, skills, and attitudes or can find out concepts that will improve their performance.
The training objective clears what goal has to be achieved by the end of training program i. Training objectives assist trainers to design the training program. The trainer — Before starting a training program, a trainer analyzes his technical, interpersonal, judgmental skills in order to deliver quality content to trainers. The trainees — A good training design requires close scrutiny of the trainees and their profiles.
Age, experience, needs and expectations of the trainees are some of the important factors that affect training design. Training climate — A good training climate comprises of ambience, tone, feelings, positive perception for training program, etc.
Therefore, when the climate is favorable nothing goes wrong but when the climate is unfavorable, almost everything goes wrong. Training strategies — Once the training objective has been identified, the trainer translates it into specific training areas and modules. The trainer prepares the priority list of about what must be included, what could be included. Training topics — After formulating a strategy, trainer decides upon the content to be delivered.
Trainers break the content into headings, topics, ad modules. These topics and modules are then classified into information, knowledge, skills, and attitudes. The various requirements in a training program are white boards, flip charts, markers, etc. Training implementation is the hardest part of the system because one wrong step can lead to the failure of whole training program. Even the best training program will fail due to one wrong action.
Completing training design does not mean that the work is done because implementation phase requires continual adjusting, redesigning, and refining. Preparation is the most important factor to taste the success. Therefore, following are the factors that are kept in mind while implementing training program: The trainer — The trainer need to be prepared mentally before the delivery of content. Trainer prepares materials and activities well in advance. The trainer also set grounds before meeting with participants by making sure that he is comfortable with course content and is flexible in his approach.
Physical set-up — Good physical set up is pre-requisite for effective and successful training program because it makes the first impression on participants. Classrooms should not be very small or big but as nearly square as possible. This will bring people together both physically and psychologically. Also, right amount of space should be allocated to every participant. The trainer must tell the participants the goal of the program, what is expected out of trainers to do at the end of the program, and how the program will run.
Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines. Purposes of Training Evaluation The five main purposes of training evaluation are: Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.
Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training. Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly.
Power games: At times, the top management higher authoritative employee uses the evaluative data to manipulate it for their own benefits. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. During Training: It is the phase at which instruction is started.
This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase. According to a survey, those companies that align their management development with tactical planning are more competitive than the companies who are not. Therefore, it is important to consider management development as an important part of organizational competitiveness.
Identification of training needs and priorities. Organization all analysis. Man Analysis. Statement of training needs. Establishment of training goals and selection of trainees. Selection and training of training personnel. Application of selected training techniques. Evaluation of training Programme. Mangharam will always meet specified quality standards and applicable legal statutory requirements. Training is required for several purposes.
Accordingly, training programmes that are organized in J. Orientation Training: Induction or orientation training seeks to adjust newly appointed employees to the work environment. It is brief and informative. Job Training: Employees may be taught the correct method of handling equipments and machines used in a job. Safety Training: Training provided to minimize accidents and damage to machinery.
It involves instruction in the use of safety devices. Promotional Training: It involves training of existing employees to enable them to perform higher level jobs.
Refresher Training: Employees to be trained in the use of new methods and techniques. This training is designed to revive and refresh the knowledge and to update the skills of the existing employees. The effectiveness of training programme can be judged only with the help of training needs identified in advance. In order to identify training needs the gap between the existing and required levels of knowledge, skills, performance and aptitude should be specified.
The problem areas that can be resolved through training should also be identified. Subjects of training at J. Notification consists of information regarding Training, Time and Place. Information regarding training means which type of training will have to be given to trainees, i. After this, an appropriate training programme can be designed and conducted. Personnel Manager Date J. Code No. Download the best Resume Formats for Account Manager and finance manager also here you can find free resumes regarding Junior Accountants Here you can download the most simple and easy word format of Student Biodata Sample and also Student Biodata Template for free.
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