The need for Training and Development is determined by the employee’s performance deficiency, computed as follows. Development: Development means those learning opportunities designed to help employees to grow. On the Job Trainings: These methods are generally applied on the workplace while employees is actually working. Job Rotation: In this method, usually employees are put on different jobs turn by turn where they learn all sorts of jobs of various departments.
Job Coaching: An experienced employee can give a verbal presentation to explain the nitty-gritty’s of the job. Job Instruction: It may consist an instruction or directions to perform a particular task or a function. Apprenticeships: Generally fresh graduates are put under the experienced employee to learn the functions of job.
Internships and Assistantships: An intern or an assistants are recruited to perform a specific time-bound jobs or projects during their education. Off the Job Trainings: These are used away from work places while employees are not working like classroom trainings, seminars etc. Classroom Lectures: It is a verbal lecture presentation by an instructor to a large audience. Simulation: creating a real life situation for decision-making and understanding the actual job conditions give it. Case Studies:  It is a written description of an actual situation and trainer is supposed to analyze and give his conclusions in writing. Sensitivity Trainings: This is more from the point of view of behavioral assessment, under different circumstances how an individual will behave himself and towards others. Programmed Instructions: Provided in the form of blocks either in book or a teaching machine using questions and Feedbacks without the intervention of trainer.
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Fundamental to the delivery of any path project is the development of the team and the professional development of all individuals.
This section looks at how project managers can identify the skills and knowledge required to successfully deliver a competent project as well as provide the training and development required for both themselves and the project team.
This is a good place to point out that when setting any objectives for training we should be using the standard management practice of using SMART objectives. SYou will notice that the above objectives are specific in that they explain a number of individual tasks. MThey are measurable in that you can determine if the tasks have been completed by checking against the targets, e.g. TFinally, the project should be time-bound in that you have to set time targets for completion, and possibly for reviewing progress. If you are able to set SMART objectives it makes the job of evaluation and review much easier. The need for staff training can be idenitifed in a number of ways, such as during interviews, through feedback from colleagues, by competence or knowledge tests, by observing work taking place, or from appraisal documents or CVs. Do not be overspecific about each and every aspect of the job, and do not use vague expressions: communication skills, for example, may cover questioning, listening and talking to a group. Whatever technique is used, it is best to include this in a personal development plan (PDP).
The department, organisational or team training needs analysis should be set out in a similar way to the PDP.

It is the role of the manager or team leader to analyse the identified needs in order to determine the priorities for the team as a whole and to decide in which order these needs can be met, given that there are always budgetary constraints.
None of us works in isolation, although we sometimes would like to think we can, every action we take, every thing we say has possible consequences for others in the organisation or in the team.
Focusing on getting the job done may be detrimental to other team members and affect how the team works.
Focusing on individuals, through favouritism for example, may be detrimental to the team spirit and affect how the task is carried out. Focusing on keeping the whole team happy may be detrimental to individual team members and affect teamwork. It is the aim of everyone in an organisation to achieve a balance and to encourage and support individuals so that a strong team can be built while ensuring that the task is being carried out.
It is up to the team leader or manager to ensure that there is a maximum overlap so that individuals work well within the team and that the team works well together to complete the task.
Team leaders have a major role in facilitating this through their management and communication skills.
Once a list of needs have been determined a timescale for achieving them has to be set down. If the manager or team leader does this, then the team development plan is more specific to the needs of the team, more cost-effective and more likely to take the team forward in its task. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Resume of Experience - Seeking Director or Manager of Training and Development for Leadership or Operations Management. Clipping is a handy way to collect and organize the most important slides from a presentation. The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment.
The objective is to give a comprehensive awareness about the jobs of different departments. Advantages – Self paced, trainees can progress at their own speed, strong motivation for repeat learning, material is structured and self-contained. Advantages – Provides accountabilities, modifiable to technological innovations, flexible to time. At all levels there is an expectation that the skills, attitudes and knowledge required to deliver successful projects will be gained while these projects develop. The intention here is to give an overview, as there are training and development texts that cover this subject in much more detail. For example, is there sufficient time for completion and does the candidate have access to a computer? Clearly projects have to be set at an appropriate level and be relevant to the development of the individual. Skills and knowledge audits and a SWOT analyses are well-known techniques that can be used for self-assessment as well as for identifying the needs of individuals and groups.
You should attempt to be as clear and concise as possible about the skill or knowledge required.
It is a good technique for helping staff identify their own training needs with or without support.
Training and assessment skillsTo fulfil role in training and developing my team to meet the required job standards.Attend training course leading to the Certificate for Skills Trainers and assessors by August 2002. Report writingTo improve my knowledge of standard report writing techniques.Attend a short course when available by September 2002.

Project managementTo enable me to fully understand and manage projects.To attend an introductory course by June 2002 with a view to commencing a certificate course in early 2003.
It is standard practice to compile these individual plans and to produce composite plans for a department or specific group. However, simply compiling a list of team members’ training needs may result in a list of individually identified needs and not a plan that suits the organisation or the project team.
Pushing others to achieve difficult targets is well known to have a demotivating effect on all.
Trained and educatedinternal and external stakeholders on benefits and process to obtain buy-in. That any training and development program must contain an element of education is well understood by HR Specialists. Instead it provides the general knowledge and attitudes, which will be helpful to employers in higher positions. It is an ideal method to promote decision-making abilities within the constraints of limited data.
Advantages – increased ability to empathize, listening skills, openness, tolerance, and conflict resolution skills. Disadvantages – Scope for learning is less; cost of books, manuals or machinery is expensive. This is a widely recognised and used model of the processes involved in professional development. By comparing the exisiting skills and knowledge of the team members with the recommended ones, you can determine what training is required.
These, in turn, can then be combined with plans from other groups to form an organisational training needs analysis. Sometimes, individuals may push for expensive training that is not a priority for the team as a whole, or inappropriate or costly training may be prioritised badly.
Any such program has university professors as resource persons to enlighten participants about theoretical knowledge of the topics proposed to discuss. Role Plays: Here trainees assume the part of the specific personalities in a case study and enact it in front of the audience. Development activities such as those supplied by management development programs are generally voluntary in nature. Directed the activities of 14 operations and training professionals (including external vendors) in the design, implementation, and evaluation of training programs to increase leadership and work skills. Development provides knowledge about business environment, management principles and techniques, human relations, specific industry analysis and the like is useful for better management of a company. Management to teach classes on leadership and to create a culture of feedback and recognition.
Led cross-organization project to create a process for Sustainable Leadership Development ? Linked hiring, on-boarding, key competencies, performance reviews, and gap tracking. Participated in a 9 month training project for high potential managers reporting to CEO on how to increase employee engagement across the organization.

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