Methods Of Training - Ppt Download

This PowerPoint presentation will help all of you in understanding the different methods of training.

Hi Tanwarrajat,

I saw your PowerPoint presentation on Methods of Training and I have a clarification, not about your presentation but regarding training in general. I am interested in understanding the Training of Trainers (ToT) concept, specifically in the context of People Skills training within Communication Skills.

Regards,
Shubhra
HR Coordinator
NCR Corporation India Pvt Ltd.

Hi Tanwarrajat,

The PPTs on Training are really good. Thank you for sharing.

Regards,
Bharathi

Eric, can I have your email address so that I can send you the PPT? Also, thanks to all of you for the appreciation, and I will try to keep posting more data for your information.

Dear Sir,

As I went through your presentation, everything is very good and easy to understand. This is helpful for those who want to develop their career in training and development along with the HR field, and it is very helpful to me as well. Keep it up. I wish you all the best for your future HR presentations.

Thanking you.

Yours sincerely,
B.M. Sreenivasan
Email: sreenivasan@gmail.com

The Company management has realized that clerical support services are important to ensure the smooth functioning of the organization. It is the responsibility of each Department Manager and Section Supervisor to pay more attention to secretarial and clerical training.

The following is a list of eight suggested segments in a clerical training program:

I. New Employee Orientation
This orientation must be basic and should contain all information the employee needs to know to work satisfactorily in the organization, such as working hours, meal times, schedule of paydays, attendance policy, etc.

II. Basic Task Training
The supervisor or Head of Department (HOP) could use on-the-job training to train new employees on how to perform simple or complex clerical tasks. It is better to involve working manuals, booklets, and sample work. The demonstration of senior clerical staff is more helpful in enabling new employees to learn faster.

III. Technical Refresher Training
Any changes in the company usually impact the work of the concerned employees as soon as they occur. If so, the clerical staff needs to refresh and follow different procedures. It is useful to apply informal discussion sessions among the employees.

IV. Time Management
Some clerical work involves task organizing, expedient work processing, etc. Good time management can promote work efficiency. Asking each employee to write out a list of tasks that must be done in the coming month and reviewing the results at the end of the month can help in understanding time control.

V. Written Communication
Training clerical employees in writing skills can save a lot of administrative time for management personnel. The training program should consist of three parts: Learning, Doing, and Monitoring.

VI. Interpersonal Relations Training
Clerical employees may assist their superiors in receiving visitors, taking phone calls and messages, arranging appointments, travel plans, and meetings. Interpersonal skills are crucial in this role, and training in human interaction may include self-awareness, team building, group norms & feedback, etc.

VII. Life/Career Planning Workshops
These workshops are designed to help individuals reflect on their past experiences, successes, failures, and plan for the future by setting goals and creating action plans.

VIII. Special Outside Training Program
Some programs offered by business schools, universities, or counseling companies can improve clerical employees' productivity, quality, or attitude. The company's tuition refund program can be applied to requests for outside training.

Thank you.
John Chiang
Shanghai, China

Talk about skills and technical training

I. Purposes
Skills and Technical Training are provided to:
1. Compensate for deficiencies in the knowledge or skills of entry-level workers.
2. Provide training on special equipment, processes, or techniques.
3. Remedy employee performance deficiencies caused by inadequate skills or knowledge.
4. Upgrade the skills and knowledge of current employees required by the introduction of new systems, equipment, tools, procedures, techniques, or products.

II. Essential Points on Designing Training
Skills and technical training programs are conducted in accordance with stipulated requirements. They:
1. Employ direct, hands-on experiences; doing rather than reading, listening, or observing.
2. Make use of facilities, equipment, and tools that are identical or comparable to and compatible with those found on the job.
3. Involve working conditions that duplicate or simulate desirable occupational settings.
4. Employ training systems that meet the following standards:
(1) Acceptable to trainees.
(2) Effective in developing job skills and competencies.
(3) Make for easy transition from training to the workplace.
(4) Efficient in terms of time, costs, and flexibility.
(5) Adaptable to change job tasks and conditions.
5. Are based upon:
(1) Personnel requirements in both kind and numbers.
(2) Occupational, job, and task analysis.
(3) Employee needs assessment and analysis.
(4) User needs.
(5) Performance objectives.
(6) Trainee feedback and follow-up.

III. Leader skills and practices
Skills and Technical Training programs are conducted by Instructors who:
1. Have sufficient experience in the occupation, trade, or craft.
2. Have been trained as instructors.
3. Have highly developed demonstration, diagnostic, and coaching skills.
4. Serve adequately as role models.

IV. Methods and techniques
Skills and Technical Training programs employ and emphasize:
1. Lecture, discussion, demonstration, and performance.
2. Extensive use of equipment, tools, models, mockups, and audiovisual aids.
3. Task lists and job aids.
4. Safe work habits and the use of applicable protective clothing and safety devices.
5. Reasoning problem-solving and exercise of judgment in work-related situations.

V. Evaluation
The effectiveness of Skills and Technical training programs is evaluated by:
1. Internal evaluation techniques:
(1) Observation of the training.
(2) Trainee reactions and opinion surveys.
(3) Test scores.
(4) Instructor observations and comments.
2. External evaluation techniques:
(1) Reports of supervisors.
(2) Bottom-line indicators and results, such as productivity, amount of scrap and waste, number of rejects, and the quality of products and services.

John

Good, but it required some extra effort from my point of view. Or, as I want, there is a simple and best way, as per the trainer's consultation.

Good PowerPoint, though it's always good to be biased towards the more interactive approaches to training because it's much more effective.