Submit Search
Upload
Training Development Employee Skills
•
Download as PPTX, PDF
•
6 likes
•
6,108 views
AI-enhanced title
M
minnoo
Follow
Daw Sanda Win, Lecture , Department of Economics
Read less
Read more
Leadership & Management
Report
Share
Report
Share
1 of 49
Download now
Recommended
Career management & Development
Career management & Development
Jay Raval
Talent Management
Talent Management
HR at VASHI ELECTRICALS PVT. LTD.
Employee Training & development
Employee Training & development
Ncell
What is Performance Management
What is Performance Management
Hrhelp board
Employee training development
Employee training development
Pradeep Yuvaraj
Succession planning
Succession planning
mayakurian
Training & Development ppt
Training & Development ppt
Manoj Kumar
Chapter 7 Training And Development
Chapter 7 Training And Development
Arvind prabhu Dewakar
Recommended
Career management & Development
Career management & Development
Jay Raval
Talent Management
Talent Management
HR at VASHI ELECTRICALS PVT. LTD.
Employee Training & development
Employee Training & development
Ncell
What is Performance Management
What is Performance Management
Hrhelp board
Employee training development
Employee training development
Pradeep Yuvaraj
Succession planning
Succession planning
mayakurian
Training & Development ppt
Training & Development ppt
Manoj Kumar
Chapter 7 Training And Development
Chapter 7 Training And Development
Arvind prabhu Dewakar
training and employee development
training and employee development
zarna pansuriya
training & development ppt
training & development ppt
Monishaangel
Strategic training
Strategic training
Sai Mahesh
Introduction to employee training and development ppt 1
Introduction to employee training and development ppt 1
Tanuj Poddar
Training & development of employee
Training & development of employee
Qamar Farooq
Succession planning ppt
Succession planning ppt
Laura Beauchamp-Apperson
Training and development of employees
Training and development of employees
Ryan Shams
Strategic Training and Development
Strategic Training and Development
Janel P. Phillip, SHRM - SCP, MSc, NLP
Unit- 1. Performance Management and reward systems in Context
Unit- 1. Performance Management and reward systems in Context
Preeti Bhaskar
Introduction to hrm 2
Introduction to hrm 2
Manish Parihar
Management development
Management development
Deepshikha Yadav
Concept and importance of training
Concept and importance of training
shashank jain
Methods Of Training
Methods Of Training
jitu
Introduction,meaning,nature,scope of hrm
Introduction,meaning,nature,scope of hrm
Vinayak Bhalavi
Training and development
Training and development
Ashu Risky Rider
Nature and-scope-of-hrm
Nature and-scope-of-hrm
ShaziaKhanum4
CBHRM Unit IV-Competency Mapping.pdf
CBHRM Unit IV-Competency Mapping.pdf
MIT
Identification of training and development needs
Identification of training and development needs
Jacob John Panicker
Development & career management
Development & career management
Yudi Fathoni Wijaya
Introduction to Human Resource Management
Introduction to Human Resource Management
learnito
Employee training and development seminar
Employee training and development seminar
Ncell
Chapter 9 Selecting Human Resources
Chapter 9 Selecting Human Resources
Rayman Soe
More Related Content
What's hot
training and employee development
training and employee development
zarna pansuriya
training & development ppt
training & development ppt
Monishaangel
Strategic training
Strategic training
Sai Mahesh
Introduction to employee training and development ppt 1
Introduction to employee training and development ppt 1
Tanuj Poddar
Training & development of employee
Training & development of employee
Qamar Farooq
Succession planning ppt
Succession planning ppt
Laura Beauchamp-Apperson
Training and development of employees
Training and development of employees
Ryan Shams
Strategic Training and Development
Strategic Training and Development
Janel P. Phillip, SHRM - SCP, MSc, NLP
Unit- 1. Performance Management and reward systems in Context
Unit- 1. Performance Management and reward systems in Context
Preeti Bhaskar
Introduction to hrm 2
Introduction to hrm 2
Manish Parihar
Management development
Management development
Deepshikha Yadav
Concept and importance of training
Concept and importance of training
shashank jain
Methods Of Training
Methods Of Training
jitu
Introduction,meaning,nature,scope of hrm
Introduction,meaning,nature,scope of hrm
Vinayak Bhalavi
Training and development
Training and development
Ashu Risky Rider
Nature and-scope-of-hrm
Nature and-scope-of-hrm
ShaziaKhanum4
CBHRM Unit IV-Competency Mapping.pdf
CBHRM Unit IV-Competency Mapping.pdf
MIT
Identification of training and development needs
Identification of training and development needs
Jacob John Panicker
Development & career management
Development & career management
Yudi Fathoni Wijaya
Introduction to Human Resource Management
Introduction to Human Resource Management
learnito
What's hot
(20)
training and employee development
training and employee development
training & development ppt
training & development ppt
Strategic training
Strategic training
Introduction to employee training and development ppt 1
Introduction to employee training and development ppt 1
Training & development of employee
Training & development of employee
Succession planning ppt
Succession planning ppt
Training and development of employees
Training and development of employees
Strategic Training and Development
Strategic Training and Development
Unit- 1. Performance Management and reward systems in Context
Unit- 1. Performance Management and reward systems in Context
Introduction to hrm 2
Introduction to hrm 2
Management development
Management development
Concept and importance of training
Concept and importance of training
Methods Of Training
Methods Of Training
Introduction,meaning,nature,scope of hrm
Introduction,meaning,nature,scope of hrm
Training and development
Training and development
Nature and-scope-of-hrm
Nature and-scope-of-hrm
CBHRM Unit IV-Competency Mapping.pdf
CBHRM Unit IV-Competency Mapping.pdf
Identification of training and development needs
Identification of training and development needs
Development & career management
Development & career management
Introduction to Human Resource Management
Introduction to Human Resource Management
Similar to Training Development Employee Skills
Employee training and development seminar
Employee training and development seminar
Ncell
Chapter 9 Selecting Human Resources
Chapter 9 Selecting Human Resources
Rayman Soe
KTU TRAINING AND DEVELOPMENT MBA NOTES 1st module
KTU TRAINING AND DEVELOPMENT MBA NOTES 1st module
Revathy Nair
Hrm training & development
Hrm training & development
Guru Nanak Institute of Engg & Tech,Deptt of Management Studies,Nagpur
Hrm training and development
Hrm training and development
Shwetha Rapol
Hrm training & development
Hrm training & development
Tanuj Poddar
Developing People
Developing People
veekaybatra
Profitable people ppt
Profitable people ppt
Arise Roby
Profitable people ppt
Profitable people ppt
Arise Roby
Chapter 1 Introduction to Training and Development.ppt
Chapter 1 Introduction to Training and Development.ppt
Dr. Nazrul Islam
Careers and hr development
Careers and hr development
Seta Wicaksana
1677Training and DevelopmentBlend ImagesBlend Images.docx
1677Training and DevelopmentBlend ImagesBlend Images.docx
felicidaddinwoodie
Training and Development
Training and Development
Ahsan Khan
Trainig and development
Trainig and development
shiva5717
Chapter 09
Chapter 09
Avinash Kumar
Ch-3-Training & Development.ppt
Ch-3-Training & Development.ppt
AdanePetros3
Learning and development in HR management.pptx
Learning and development in HR management.pptx
MITSDEDistance
MBA760 Chapter 02
MBA760 Chapter 02
iDocs
Training_And_Development_System_DMGT518.pdf
Training_And_Development_System_DMGT518.pdf
Ritu Canser
Developing Learning Organisation.ppt
Developing Learning Organisation.ppt
joinmustafa
Similar to Training Development Employee Skills
(20)
Employee training and development seminar
Employee training and development seminar
Chapter 9 Selecting Human Resources
Chapter 9 Selecting Human Resources
KTU TRAINING AND DEVELOPMENT MBA NOTES 1st module
KTU TRAINING AND DEVELOPMENT MBA NOTES 1st module
Hrm training & development
Hrm training & development
Hrm training and development
Hrm training and development
Hrm training & development
Hrm training & development
Developing People
Developing People
Profitable people ppt
Profitable people ppt
Profitable people ppt
Profitable people ppt
Chapter 1 Introduction to Training and Development.ppt
Chapter 1 Introduction to Training and Development.ppt
Careers and hr development
Careers and hr development
1677Training and DevelopmentBlend ImagesBlend Images.docx
1677Training and DevelopmentBlend ImagesBlend Images.docx
Training and Development
Training and Development
Trainig and development
Trainig and development
Chapter 09
Chapter 09
Ch-3-Training & Development.ppt
Ch-3-Training & Development.ppt
Learning and development in HR management.pptx
Learning and development in HR management.pptx
MBA760 Chapter 02
MBA760 Chapter 02
Training_And_Development_System_DMGT518.pdf
Training_And_Development_System_DMGT518.pdf
Developing Learning Organisation.ppt
Developing Learning Organisation.ppt
Recently uploaded
Unlocking Productivity and Personal Growth through the Importance-Urgency Matrix
Unlocking Productivity and Personal Growth through the Importance-Urgency Matrix
CIToolkit
Measuring True Process Yield using Robust Yield Metrics
Measuring True Process Yield using Robust Yield Metrics
CIToolkit
原版1:1复刻密西西比大学毕业证Mississippi毕业证留信学历认证
原版1:1复刻密西西比大学毕业证Mississippi毕业证留信学历认证
jdkhjh
Digital PR Summit - Leadership Lessons: Myths, Mistakes, & Toxic Traits
Digital PR Summit - Leadership Lessons: Myths, Mistakes, & Toxic Traits
Hannah Smith
How-How Diagram: A Practical Approach to Problem Resolution
How-How Diagram: A Practical Approach to Problem Resolution
CIToolkit
Beyond the Five Whys: Exploring the Hierarchical Causes with the Why-Why Diagram
Beyond the Five Whys: Exploring the Hierarchical Causes with the Why-Why Diagram
CIToolkit
Paired Comparison Analysis: A Practical Tool for Evaluating Options and Prior...
Paired Comparison Analysis: A Practical Tool for Evaluating Options and Prior...
CIToolkit
Chapter 1 Performance Management HRM.ppt
Chapter 1 Performance Management HRM.ppt
2020102713
Farmer Representative Organization in Lucknow | Rashtriya Kisan Manch
Farmer Representative Organization in Lucknow | Rashtriya Kisan Manch
Rashtriya Kisan Manch
Shaping Organizational Culture Beyond Wishful Thinking
Shaping Organizational Culture Beyond Wishful Thinking
Giuseppe De Simone
The Final Activity in Project Management
The Final Activity in Project Management
CIToolkit
Choosing the best strategy qspm matrix.pptx
Choosing the best strategy qspm matrix.pptx
Madan Karki
Simplifying Complexity: How the Four-Field Matrix Reshapes Thinking
Simplifying Complexity: How the Four-Field Matrix Reshapes Thinking
CIToolkit
From Red to Green: Enhancing Decision-Making with Traffic Light Assessment
From Red to Green: Enhancing Decision-Making with Traffic Light Assessment
CIToolkit
Mind Mapping: A Visual Approach to Organize Ideas and Thoughts
Mind Mapping: A Visual Approach to Organize Ideas and Thoughts
CIToolkit
From Goals to Actions: Uncovering the Key Components of Improvement Roadmaps
From Goals to Actions: Uncovering the Key Components of Improvement Roadmaps
CIToolkit
Effective learning in the Age of Hybrid Work - Agile Saturday Tallinn 2024
Effective learning in the Age of Hybrid Work - Agile Saturday Tallinn 2024
Giuseppe De Simone
THE LEADERSHIP TO CHANGE THE WOLRD THIS IS YOUR HOUR PURSUES YOUR GIFT, TALEN...
THE LEADERSHIP TO CHANGE THE WOLRD THIS IS YOUR HOUR PURSUES YOUR GIFT, TALEN...
PROF. PAUL ALLIEU KAMARA
Recently uploaded
(18)
Unlocking Productivity and Personal Growth through the Importance-Urgency Matrix
Unlocking Productivity and Personal Growth through the Importance-Urgency Matrix
Measuring True Process Yield using Robust Yield Metrics
Measuring True Process Yield using Robust Yield Metrics
原版1:1复刻密西西比大学毕业证Mississippi毕业证留信学历认证
原版1:1复刻密西西比大学毕业证Mississippi毕业证留信学历认证
Digital PR Summit - Leadership Lessons: Myths, Mistakes, & Toxic Traits
Digital PR Summit - Leadership Lessons: Myths, Mistakes, & Toxic Traits
How-How Diagram: A Practical Approach to Problem Resolution
How-How Diagram: A Practical Approach to Problem Resolution
Beyond the Five Whys: Exploring the Hierarchical Causes with the Why-Why Diagram
Beyond the Five Whys: Exploring the Hierarchical Causes with the Why-Why Diagram
Paired Comparison Analysis: A Practical Tool for Evaluating Options and Prior...
Paired Comparison Analysis: A Practical Tool for Evaluating Options and Prior...
Chapter 1 Performance Management HRM.ppt
Chapter 1 Performance Management HRM.ppt
Farmer Representative Organization in Lucknow | Rashtriya Kisan Manch
Farmer Representative Organization in Lucknow | Rashtriya Kisan Manch
Shaping Organizational Culture Beyond Wishful Thinking
Shaping Organizational Culture Beyond Wishful Thinking
The Final Activity in Project Management
The Final Activity in Project Management
Choosing the best strategy qspm matrix.pptx
Choosing the best strategy qspm matrix.pptx
Simplifying Complexity: How the Four-Field Matrix Reshapes Thinking
Simplifying Complexity: How the Four-Field Matrix Reshapes Thinking
From Red to Green: Enhancing Decision-Making with Traffic Light Assessment
From Red to Green: Enhancing Decision-Making with Traffic Light Assessment
Mind Mapping: A Visual Approach to Organize Ideas and Thoughts
Mind Mapping: A Visual Approach to Organize Ideas and Thoughts
From Goals to Actions: Uncovering the Key Components of Improvement Roadmaps
From Goals to Actions: Uncovering the Key Components of Improvement Roadmaps
Effective learning in the Age of Hybrid Work - Agile Saturday Tallinn 2024
Effective learning in the Age of Hybrid Work - Agile Saturday Tallinn 2024
THE LEADERSHIP TO CHANGE THE WOLRD THIS IS YOUR HOUR PURSUES YOUR GIFT, TALEN...
THE LEADERSHIP TO CHANGE THE WOLRD THIS IS YOUR HOUR PURSUES YOUR GIFT, TALEN...
Training Development Employee Skills
1.
Training and Development,
Coaching, Mentoring, Counseling Daw Sanda Win Lecturer Department of Economics National Management College
2.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. What is HRM? Managing PEOPLE 2
3.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Managing people is optimum utilization of people. 3
4.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Resources? 4 Land Labour Capital
5.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Resources Men Money Materials Machines Methods Management Information Minutes ( Time ) 5
6.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Management? 6 Getting things done through and with other people
7.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Physical or Mental Work? MENTAL WORK 7
8.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. ARTS: Thinking SCIENCE: Doing Both ARTS and SCIENCE ARTS OR SCIENCE? 8
9.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. The term HRM refers to activities undertaken to attract, develop and maintain an effective work force within an organization 9
10.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Human Resource Management 10 All managers are resource managers. Employees are viewed as valuable assets. Matching process, integrating the organization’s goals with employees’ needs.
11.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Human Resource Management Goals Develop an Effective Workforce Training Development Appraisal Maintain an Effective Workforce Wage and salary Benefits Labor relations Terminations HRM planning Job analysis Forecasting Recruiting Selecting Attract an Effective Workforce Company Strategy
12.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. HR Activities or Functions 1) HR Planning 2) Recruitment 3) Selection 4) Training and Development 5) Compensation and Benefits 6) Performance Appraisal 7) Health and Safety 8) Disciplines and Grievances 9) Termination or Dismiss
13.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. How Important is Training and Development? Organization are always changing – Technology improves – Organizational values change – Business strategies change – Customer needs change If KSA are not updated, employees will not perform well. Employees are given the opportunity to perform because they need to be motivated. However, they will not perform well without ability. ( Performance = A × M × O) Ability is not just natural talent, it is mostly learned. Therefore, an appropriately trained and developed workforce can mean the difference between success and failure. 13
14.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. 14 The benefit to the organization of training its staff will be seen in terms of: • increased efficiency and productivity; • reduction in costs; • reduction in supervisory problems and grievances; • reduction in accidents; • improved quality; • improved motivation and morale among employees; • encouraging a culture of flexibility; • developing a culture of learning; • easing skills shortages; • planning for succession.
15.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. 1515 The individual will also benefit in terms of: • the acquisition of new skills; • increase in employment prospects; • improved promotion prospects; • increased ability to cope with the pressures of work resulting in less stress at work; • increased job satisfaction.
16.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Training and Development It is the means by which an organization invests in its employees. Change requires new skills and attitudes, so organizations that do not invest in training and development cannot hope to benefit from change. 16
17.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Training and Development Definitions Training is designed to permit learners to acquire knowledge and skills needed for their present jobs. Development involves learning that goes beyond today’s job and has a more long-term focus. 17
18.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Training Versus Development 18 Learn specific behaviors and actions: Demonstrate techniques and process Understand information concepts and context: Develop judgment: Expand capacities for assignments Shorter-term Longer-term Performance appraisals, Cost/benefit analysis, Passing tests, or certification Qualified people available when needed: Promotion from within possible: HR-based competitive advantage Focus: Time Frame: Effectiveness Measures: Training Development
19.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Different Views upon Training and Development 19 Traditional Now 1. Expense or cost 1. Investment 2. Cut from the budget 2. Changes in the perception of people as a resource 3. Training 3. Learning 4. Offer a job 4. Promote Employability
20.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Top Management Support Commitment from Specialists and Generalists Learning Styles Other Human Resource Functions Factors Influencing Training and Development 20
21.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Model of a training system
22.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Training Cycle 22 Organizational Training Policy Identification of Training Needs Plan of Training Required Implementation of Training Evaluation of Training
23.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Training Needs Assessment Organizational analysis involves determining the appropriateness of training, giving the company’s business strategy, its resources available for training, and support by managers and peers for training activities. Task analysis identifies the important tasks and knowledge, skill, and behaviors that need to be emphasized in training for employees to complete their jobs. Person analysis involves determining whether performance deficiencies result from a lack of knowledge, skill or ability, identifying who needs training and determining employees' readiness for training.
24.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Training Needs Assessment 24 The Skills Gap Skills Already Acquire d Skills Needed
25.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. 2525 Training needs analysis This seeks to identify the gap between: • the knowledge and skills possessed and the knowledge and skills required; • actual performance and target/standard performance The analysis is not confined to individuals, but to teams, departments and the corporation as a whole. The training need is any shortcoming, gap or problem that prevents the individual or organization achieving its objective and can be overcome or reduced by training.
26.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Levels of Training Needs Assessment 26 Organization – wide – sources Grievances Observations Exit interviews Accidents Complaints Waste/ Scraps Equipment use Training observations Task Analysis Sources Job requirements = Employee KSAs Job description Requirements = Job Specifications Individual Employee Sources Tests Questionnaires Records Attitude Surveys Performance Appraisals
27.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Using Job Performance to Analyze Training Needs 27
28.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Plan of Training Required Techniques Facilities Locations Trainers 28
29.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Implementation Phase Once training needs have been assessed and training objectives identified, then appropriate the training approaches and methods must be selected. 29
30.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Training Approaches On the job training places the employees in actual work situations and makes them appear to be immediately productive. Simulation uses a training site set up to be identical to the work site. Cooperative trainings both mix classroom training and on- the- job experiences. e.g. internships, apprenticeships training 30
31.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Training Approaches Behaviorally experienced training focuses less on physical skills than on attitudes, perceptions, and interpersonal issues. Example Case studies, Business games Classroom and Conference training: Training seminars, courses, and presentations can be used in both skills- related and developmental training. Distance Training: Many colleges and universities are using interactive two-way television to present classes. 31
32.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Consideration when selecting training Approaches 32
33.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Evaluation Phase Ways of Evaluation of Training – Cost/benefit analysis – Benchmarking – Levels of Evaluation 33
34.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Balancing Costs and Benefits of Training 34 Costs •Trainer’s salary •Materials for training •Living expenses •Costs of facilities •Equipment •Transportation •Trainee’s salary •Lost Production (opportunity cost) Benefits •Increase in production •Reduction in errors •Reduction in turnover •Less supervision necessary •Ability to advance •New capabilities •Attitude changes
35.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Benchmarking Benchmark measures of training that are compared from one organization to others. HR professionals in an organization gather data on training and compare it to data on training at other organizations in the same industry and same size. 35
36.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Levels of training evaluation 36
37.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Levels of training evaluation Reaction: Organization evaluate the reaction level of trainees by conducting interviews or by administering questionnaires to the trainees. Learning: Learning level can be evaluated by measuring how well trainees have learned facts, ideas, concepts, theories, and attitudes.
38.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Levels of training evaluation (Cont.) Behavior: Behavioral level involves measuring the effect of training on job performance through interviews of trainees and their coworkers and observing job performance. Results: Results, such as productivity, turnover, quality, time, sales, and costs, by measuring the effect of training on the achievement of organizational objective.
39.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Steps to Effective Training and Development View training and development as an investment. Match training and development to organizational objectives. Assess training needs in consultation with the potential trainee and the line manager. Don’t treat training as a punishment. Put a monitoring and evaluation procedure in place. Remember that leaning never stops. Structure the training. 39
40.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Coaching • Coaching is • a personal (usually one-to-one), • on-the-job approach • used by managers • to help people develop their skills. • Managers have a personal responsibility for ensuring that subordinates acquire and develop the skills they need. 40
41.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Coaching (Cont.) • The need for coaching may arise from formal or informal performance reviews • Opportunities for coaching will emerge during normal day- to day activities. • Every time you delegate a new task to someone, a coaching opportunity is created to learn any new skills or techniques. 41
42.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Coaching (Cont.) • It is used in a large number of organizations • Coaching at work survey found an overwhelming 80% of managers believed they would benefit from more coaching in their place of work. 42
43.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Coaching Steps Step 1: You do; you say. – The coach explains a procedure while performing it. Step 2: They do; you say. – The coach to have the employee do the same procedure as the coach explains each step. Step 3: They do; they say. – Finally, as the coach observes, the employees perform the task again as they explain to the coach what they are doing. – Employees create the new steps they learned. 43
44.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Potential Pitfalls 1. Misunderstanding 2. Lecturing 3. Insufficient Time 4. Harping Back 5. Reluctance 44
45.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Mentoring Mentoring is – a personal development relationship in which a more experienced person helps a less experienced person. – a process for the informal transmission of knowledge, and psychological support which are relevant to work, or career development. 45
46.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Coaching is not Mentoring A Coach is not senior to the person and not typically give advice or pass on experience. is frequently delivered by line managers with their teams. A Mentor is a more senior person who shares experience and advices a junior person is not typically the line manager, but someone who is available for advice and guidance when needed. 46
47.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Counseling Counseling is – a process that focuses on enhancing the psychological well- being of employees. – some kind of sharing thoughts and feelings with someone not personally involved in an employee’s life. – amp to develop a clearer understanding of his/ her concerns and help him/ her acquire new skills to better manage personal and educational issues. 47
48.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Coaching is not Counseling Counseling deals with personal problems begins with a problem is sought by people having difficulties focus on the past and the origins of problems Coaching addresses workplace performance begin with a goal is used by high achievers as much as beginners. focuses on the future and developing a workable solution. 48
49.
Copyright © 2005
by South-Western, a division of Thomson Learning. All rights reserved. Thank You Very Much For Your Attention 1-49
Download now