It might be difficult to overstate the importance of ppt in your current training program, and employee development articles in educating your workforce. The importance of training ppt documents stems from their ability to be easily shared, incorporated into larger educational packages, and their tendency to convey critical lessons clearly and succinctly. But many firms make the mistake of simply mandating that their employees review such-and-such article, or attend so-and-so presentation rather than to incorporate these elements into a comprehensive training program.

Unfortunately, organizations that make this mistake likely do not recognize the importance of employee training to an organization. By providing ongoing workforce training, you will enable one employee to pick up where another left off, keeping them all on the same page without having to provide constant help and supervision.

The importance of employee training to an organization should never be underestimated. And, ongoing training can be thought of as the best insurance policy against all sorts of the inevitable changes and the unforeseeable needs that will arise in your organization from time to time.

The benefits of training on an ongoing basis also includes the maintenance of team cohesion, the creation of a common mindset and a shared vocabulary. As with learning, in general, the benefits of training your team are a challenge to enumerate.

There are, however, several clear benefits. It is important to understand the difference between training and development. These are two of the most critical areas of Human resource management. They are concerned with the ways your workforce self-organizes- indeed whether or not it can. Training and Development are the primary ways through which the performance of groups and individuals are improved within an organization.

It is important to understand what is involved in the implementation of any employee training and development program. Be sure that your organization is ready for the improvements that your workforce will want to execute after their training is complete.

They must have the authority and resources to use their new skills. Qualified trainers must be available to perform the required training.

Training and development ppt in hrm should be checked off your list of training materials to have on hand early. Other Powerpoint resources and reference materials that your Human Resources Dept. The main purpose of training is to produce a positive change in the functioning of an organization. When it comes down to it, there are a ton of benefits of training and development for employees. But, those that do track their training programs see clear benefits of training and development in the workplace.

So, why should your organization implement training, and how long can you afford to put it off. The benefits of training in an organization can be as broad and profound as the imaginations of those who receive training in the first place. A training program gives everyone the opportunity to strengthen those skills. This helps ensure that everyone on your team is up to par and can perform their job day in and day out. With proper training and development, weakness can turn into strengths and your employees can excel.

Improve Performance : Once weaknesses are turned into strengths, your employees will really have the chance to improve their performance. Training gives everyone a great understanding of their responsibilities and the knowledge and skills they need to do that job. This will enhance their confidence which can also improve their overall performance.

Foster Growth : The bottom line of any business is financial growth. If one could do it alone, there would be no need for a workforce.

And every workforce must be trained. Your most valuable employees are ambitious and have room to grow. By giving them the training they need to maximize their skills, they will be able to fill out those hard to reach goals that only the most talented and dedicated employees can. Enhance Satisfaction : By investing in training, companies show their employees that they are valued and that they matter. This goes a long way in making employees feel appreciated and satisfied with their careers.

Increase Consistency : An effective training program ensures that employees have a consistent experience and background of knowledge. This consistency is extremely important when it comes to understanding processes, products, or services. For example, a robust customer service training program ensures that your agents and reps are more likely to deliver a consistent experience to customers.

Or, for a sales team, this means that everyone knows how to deliver a great first demo. This is a great way to make sure all employees are aware of the expectations and best practices of their team. Reduce Turnover: Employee turnaround costs you time and money.

By training your staff proactively, you can improve their confidence and their abilities. You will need to contact your new company directly for assistance. We cannot help you, please do not waste your time contact us. For more information, see our page about signing in to your account. Train your employees to be safe on the job and it will reduce job site accidents. Productivity — When employees know what they need to do and how they need to do it, it will boost productivity rates.

Recruitment — Job seekers want more than just a paycheck. They want their job to have value and an opportunity for advancement. Certainly science and technology are important, but we need to refocus liberal education, not ignore it. History, in all its complexity. Critical thinking — how to debate, how to recognize persuasive techniques, how to understand multiple perspectives, how to mediate between different viewpoints. Key skill: how to research, how to evaluate what you see and read.

Sites like Stack Overflow for software engineers demonstrate a new moral sense that learning in private is selfish. Public learning is becoming the norm. Instead, most focus will be on childhood education for the poorer sectors of the world. Udacity is a good example of the trajectory.

After starting a company to pursue the idea, he pivoted, focusing specifically on skill-oriented education that is coupled directly to the job market. These need not be MOOCs. Even mobiles can be sources of education. I hope we will see more opportunities arising for sharing this kind of knowledge. New online credential systems will first complement, then gradually replace the old ones. The skills of the future? Those are the skills a robot cannot master yet. Leadership, design, human meta communication, critical thinking, motivating, cooperating, innovating.

In my black-and-white moments I say: Skip all knowledge training in high schools. We make you better than a robot. We let you cooperate with robots. We build your self-trust. We turn you into a decent, polite, social person. And most importantly, we do not mix education with religion — never. The subject-matter-specific part of a B. A large part of this time is spent not in a classroom but becoming fluent through monitored practice, including group work, internships and other high-intensity, high-interaction apprentice-like programs.

There are possibilities for adding limited skill sets to otherwise qualified workers, e. Jobs that seem viable may fall victim to a surprising development in automation see, for example, filmmaking ; new categories of work may not last long enough to support large numbers of employees. Automation and semi-automation e. Training is useful but not the end of education — only a kind of education. As for sipping: you need not know the name of every bear to know you should avoid bears.

Yet the continual construction of knowledge and cultures requires more from us. So far, training formally as in Kahn Academy and Lynda. No programmer or developer could keep up without the informal training of Stack Overflow. No need for debate. A little information sip will let us know. But what is left out? Collaborative construction of knowledge in new areas, deeper investigation into known areas, and the discovery of entirely new areas of knowledge.

This is our challenge: how to create wisdom from knowledge, not just jobs from training and information. Today programming is increasingly become a trade. The problem with many websites is not so much the training of the programmers as much as getting managers and C-level people who understand the new concepts of a world being redefined by software. We need to think about co-evolving work and workers.

And, as always, critical thinking will remain the biggest challenge. Rigorous science and humanities courses help students learn how to learn. Skills training all too often does not. Of course, it can complement core academic courses, and is likely to be part of a lifetime of learning for those switching occupations.

But turning high school and college into narrow vocational education programs would make their graduates more vulnerable to robotic replacement, not less.

We need to invest in higher education, shoring up support for traditional universities and colleges, lest they eventually become bastions for reproduction of an elite, leaving the rest of society to untested experiments or online programs. Online learning is a good complement for existing colleges — but cannot replace them.

Online-only programs emphasize the upside of high-tech approaches, but rarely grapple with the downside. Big-data surveillance will track the work students do, ostensibly in order to customize learning. Get stuck on a lesson? Just keep interfacing with a keyboard, camera and perhaps haptic sensors. Just let cameras record your every move and keystroke — perhaps your eye movements and facial expressions, too. They will just verify that student X can do task Y. It could be a very profitable business.

If students pay less for actual instruction by experts, they have more money to spend on badges. This is the for-profit model — shift money away from instruction and amenities and toward administrator salaries and marketing. There are serious worries about rapid centralization and reuse of student data by under-regulated firms. How individuals develop the skills will be less important [than] having the skills. As mastery learning evolves, so will our performance-based assessment systems, providing universities and businesses a greater set of evidence and qualifications then is currently available.

K teachers are constantly pulled from class time with students for professional development or during class are required to take attendance, [complete] grade assessments, fill out grade checks, practice fire drills — all degrading quality teaching time. If online systems just removed these barriers they would be a great benefit, but there is so much more these systems can offer.

Many of the new skills necessary for jobs of the future require digital skills to be successful. Too often education leaders and politicians make unilateral decisions about the interaction between teacher and learner instead of building and maintaining an environment for great teaching and learning to take place.

Three dynamics that will affect all learning and retraining efforts: 1 Newer tools are changing our sense of identity. Everyone in a technology-based profession will need to be a quant [ quantitative analyst ] or keep up with the quants. Because all human processes and activities can now be quantified, and there is considerable exploration and technology development in the application of quantification to everything from our sleep patterns and shopping habits to our emotions and online behaviors, many new and important business models are emerging from quantification and the learning algorithms that drive it.

Said simply, the greatest skill will be the ability to think through the cloud of facts, data, experience and strategic direction that products and services require. Design thinking or visual thinking will be a critical part of managing a data-driven world. Data mining and management can be taught effectively. Thinking, problem-solving, reflection and visioning are difficult to teach at scale. It offers a more true moving score. But platforms like Coursera can amplify the talents of gifted and effective instructors and reduce the cost of education in the coming decade for all.

Some schools and colleges will thrive and prosper at a level not seen in their history. The greatest thinker of the 21st century, [whoever] he or she is, will understand more about how she thinks and learns than any student in any previous generation, and all before ever stepping foot inside a schoolhouse.

Imagine for a moment the power of knowing beforehand how well you would perform on a test. Telemetric education also offers the opportunity for everyone to raise his or her hand and be heard. This whole argument is a sham meant to attack the fundamental purpose and basis of education.

A wide range of activities may enable skills to be learned — especially multidisciplinary skills, such as critical thinking or social interaction — without specifically teaching those skills. Of course, they will continue to require the time and participation of the individual learner, and in many cases, social interaction with other learners, but the labor-intensive learning industry we have developed to this point will not be required.

However, in 10 years it will be arguable and probably demonstrable that your own computer networks will know you better than any individual instructor could, even an instructor who worked with you your entire life. Sure, there are disasters like the Facebook news stream, but people are already amazed at how much Google knows about them. And we know that with enough data analytics can outperform humans even in complex tasks. Most actual assessment not to be confused with multiple-choice tests in school or professional programs is based on expert recognition.

The submitted behavior an essay, performance in surgery, piloting an aircraft in a simulation is not assessed according to whether a set of indicators is achieved this would possibly be a necessary, but never a sufficient, condition. Development is a broad, ongoing multi-faceted set of activities training activities among them to bring someone or an organization up to another threshold of performance, often to perform some job or new role in the future.

Training and development can be initiated for a variety of reasons for an employee or group of employees, e. There are numerous sources of online information about training and development. Several of these sites they're listed later on in this library suggest reasons for supervisors to conduct training among employees. These reasons include:. In addition to the articles on this current page, also see the following blogs that have posts related to this topic.

Go to main Training and Development page. To round out your knowledge of this Library topic, you may want to review some related topics, available from the link below.