Handbook of Human Resource Management Practice

Good for beginners,students,professionals,general public,contains management definitions,introduction,and process.includes organizational behavior,leadership,motivation,group dynamics,communication,stress management,interpersonal relations,personality development.HRM Planning,Recruitment,selection,job analysis,job enrichment,induction,performance management,training & development,training need analysis,industrial relations,health and safety,welfare and benefit,HR reports,conflict management

Search This Blog

Monday, October 12, 2009

THE TRAINING PROCESS- ORGANIZATIONAL OBJECTIVES,NEEDS ASSESSMENT,IDENTIFY THE GAP BETWEEN EXPECTED AND ACTUAL PERFORMANCE,ESTABLISH TRAINING OBJECTIVE

(a) ORGANIZATIONAL OBJECTIVES

First the organization has to understand whether their objectives are achieved by employees. If not organization should establish its objectives in employees; and the training also have to helps above activity.

(b) NEEDS ASSESSMENT

Then the employer or organization should estimate the need of the training. There organization can use many of methods such as questionnaires, income expenditure ratio etc. The training programme is based on this training needs assessment.

(c) IDENTIFY THE GAP BETWEEN EXPECTED AND ACTUAL PERFORMANCE

After training needs assessment there have to identify the gap between expected and actual performance of employee. This will helps to identify the weight of training that employee needs. Otherwise even after training the organizational expectation may not be achieved.

(d) ESTABLISH TRAINING OBJECTIVES

This is also an important step of training process. To earn what is needed actually is based on this step. After identify the gap between expected and actual performances they have to identify how to establish the missed objectives in to employees and what would be the objectives that have to be established. The process of this step is helpful for that.


About This Blog

  © Blogger templates ProBlogger Template by Ourblogtemplates.com 2008 | Blogger Blog Templates

Back to TOP