Role of Hr in Service Sector

http//www. authorstream. com/Presentation/richadinker-85391- procreation-development- procreations-types-process-d2-business-finance-ppt-powerpoint/ genteelness And suppuration acquisition And Development cookery is the process of altering employee behaviour and attitudes in a manner that increase the probability of goal attainment. Features of readying Features of prep Training objectives ar tied to administrations business objectives. Training is modular so it rump be adapted to workplace schedules.Training is tailored to trainee necessitate and explicatement styles. Training structure allows employees to learn at their own pace. Trainees are provided regular, ongoing feedback concerning their progress while in the training programme. WHY T & D WHY T & D No one is a perfect fit at the time of hiring and some training & development must take place. plotted development programs will return values to the organization in terms of increased productivity minify costs Morale Flexibility to adapt to changing requirements cut 4Moulds employees attitude Helps them achieve die co-operation Creates greater loyalty to the organization Reduces wastage and spoilage Reduces constant supervision Improves quality Training Process Training Process Determine the mission of the org Job description Training needs assessment Decide around imp objective/priorities Evaluate the curriculum Evaluate the Result of Training TYPES OF TRAINING TYPES OF TRAINING On the chew over Orientation Apprentice Committee assignments Off the job Vestibule Role playing bother Case discussion ConferenceSlide 7 Decision making In basket tune games Case studies Role play Responsible for Training Responsible for Training Top Mgmt Frames the Training form _or_ system of government HR Dept plans, establishes and evaluates Supervisors implement and apply development procedure Employees provide feedback, revision and suggestions http//www. authorstream. com/Presentation/amit. kursija-217224-training-development-appraisals-collective-bargaining-compensation-competency-employee-relations-hr-hrm- valet de chambre-reso-education-ppt-powerpoint/ Training and Development Training and Development Definition Definition Training is the formal and systematic modification of behavior through with(predicate) learning which occurs as a result of education, instruction, development and planned experience. Development is any learning activity, which is order towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance. Training, Development, and rearing Training, Development, and Education HRD programs are divided into three main categories Training, Development, and Education.Training is the acquisition of technology, which permits employees to perform their present job to standards. It improves human performance on the job the employee is presently doing or is being hired to do. Also, it is give wh en in the altogether technology in introduced into the workplace. Development is training people to acquire saucily horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive.It enables workers to create better products, faster go, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job Training, Development, and Education Training, Development, and Education Education is training people to do a different job. It is often given to people who have been identified as being promotable, being considered for a new job both lateral or upward, or to increase their potential.Unlike training, which can be fully evaluated immediately upon the learners returning to work, education can only be completely evaluated when the learners move on to their future jobs or tasks. mark amid Training and Education Distinction between Training and Education The following table draws a distinction between training and education more clearly. Training Education Application Theoretical druthers Job Experience Classroom learning Specific Tasks General concepts Narrow location Broad perspective Distinction between Training and Development Distinction between Training and Development Learning Training Development Who Non-managers Managers What Technical Theoretical Why Specific job General When Short term abundant term Purpose of Training Purpose of Training To increase productivity and quality To promote versatility and adaptability to new methods To reduce the number of accidents To reduce labour turnover To increase job satisfaction displaying itself in lour labour turn- over and less absenteeism To increase efficiency When does the need for training arise? When does the need for training arise?The installation of new equipment or techniques A change in working methods or products produced A realization that performance is inadequate Labour shortage, necessitating the upgrading of some employees A desire to reduce the amount of geek and to improve quality An increase in the number of accidents Promotion or transfer of individual employees. Ensures approachability of necessary skills and there could be a pool of talent from which to promote from. Advantages of Training Advantages of Training 1. Leads to meliorate profitability and/or more positive attitudes toward profits orientation. 2.Improves the job fellowship and skills at all levels of the organization. 3. Improves the team spirit of the workforce. 4. Helps people identify with organizational goals. 5. Helps create a better corporate image. 6. Fasters authentically, openness and trust. 7. Improves the relationship between boss and subordinate. 8. Aids in organizational development. 9. Learns from the trainee. 10. Helps prepare guidelines for work. Disadvantages of training Disadvantages of training 1. Can be a financial drai n on resources expensive development and testing, expensive to operate? 2. Often takes people away from their job for varying periods of time 3.Equips staff to leave for a better job 4. Bad habits passed on 5. Narrow experience Areas of Training Areas of Training The Areas of Training in which training is offered may be classified into the following categories Knowledge Here the trainee learns well-nigh a set of rules and regulations about the job, the staff and the products or values offered by the company. The aim is to make the new employee fully aware of what goes inside and outside the company. Technical Skills The employee is taught a specific skill (e. g. , operating a machine and handling computer) so that he can acquire that skill and contribute meaningfully.Areas of Training Conti. Areas of Training Conti. Social Skills The employee is made to learn about himself and other, develop a right mental attitude, towards the job, colleagues and the company. The principal foc us is on teaching the employee how to be a team division and get ahead. Techniques This involves the application of knowledge and skill to various on-the-job situations. In addition to improving the skills and knowledge of employees, training aims at clouding employee attitudes When administered properly, a training programme.It will go a long way in obtaining employee loyalty, support and commitment to company activities. Issues in Employee Training Issues in Employee Training Communications The change magnitude diversity of todays workforce brings a wide pastiche of languages and customs. 2. Computer skills Computer skills are becoming a necessity for conducting administrative and office tasks. 3. Customer service Increased competition in todays global marketplace makes it critical that employees understand and meet the needs of customers. 4.Diversity Diversity training usually includes explanation about how people have different perspectives and views, and includes technique s to value diversity Issues in Employee Training Conti. Issues in Employee Training Conti. 5. morality Todays society has increasing expectations about corporate social responsibility. Also, todays diverse workforce brings a wide variety of values and morals to the workplace. 6. Human relations The increased stresses of todays workplace can include misunderstandings and conflict. Training can people to get along in the workplace. 7. lumber initiatives Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc. , require basic training about quality concepts, guidelines and standards for quality, etc. 8. Safety Safety training is critical where working with heavy equipment, hazardous chemicals, repetitive activities, etc. , but can also be useful with practical advice for avoiding assaults, etc. Training Process Training Process Steps in the Training Process Steps in the Training Process 1. organisational objectives 2. Assessment of Training needs 3. founda tion of Training goals 4.Devising training programme 5. Implementation of training programme 6. Evaluation of results Organizational Objectives Strategies Organizational Objectives Strategies The first step in the training process in an organization is the assessment of its objectives and strategies. What business are we in? At what level of quality do we wish to provide this product or service? Where do we want to be in the future? It is only after answering these related questions that the organization must assess the strengths and weaknesses of its human resources.Needs Assessment Needs Assessment Needs assessment diagnosis present problems and future challenges to be met through training and development. Organizations spend vast sums of money (usually as a percentage on turnover) on training and development. Before committing such huge resources, organizations that implement training programs without conducting needs assessment may be making errors. Needs assessment occurs at two levels- group and individual. Slide 19 FOR MORE USEFUL EDUCATIONAL PRESENTATIONS AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE VISIT WWW. THECODEXPERT. COM