Innovative Training Program for Employee Development

This presentation discusses the definition of training, the need for training for employees and organizations, the fields of training, and the training process. It emphasizes the importance of an innovative training program for employee development, which includes technical, team, managerial, and safety training, as well as soft skills training. The program helps employees adopt new skills, develop better communication skills, and improve their cooperation, leadership, and problem-solving skills. It also helps organizations maintain consistency, increase productivity, loyalty, and quality of products, and reduce costs and turnover.

INNOVATIVE TRAINING PROGRAM

DEFINITION OF TRAINING
• Process of teaching o developing the self or others.
• It is the core of the guiding process.
• Helps the employees to maintain, upgrade and update their skills
throughout their working life (Salas et al. 2012).

INNOVATIVE TRAINING PROGRAM
• The new training program for the employees will be an amalgamation of different types of
training.
• Besides technical training, the employees will be provided the team training, the managerial
training and the safety training.
• The employees will also be trained to utilize the resources available to them.
• Normally the employees are trained in any one field but, in this module the employees will be
trained in every field.
• Special training on the soft and the safety skills

IMPORTANCE OF THE NEW TRAINNG PROGRAM
• The training program will also help the employees to adopt new skills and
techniques.
• The new training program will educate the employees regarding the team work
and management of team.
• This style of training will develop certain skills in the employees such as
cooperation, leadership, problem solving.
• The new program will help the employees to develop better communication skills.
• The employees have the information and knowledge regarding almost all the
department of the organization.

NEED OF TRAINING FOR EMPLOYEES
• Improves the performance of the employees
• Helps in improving the satisfaction and helps to keep up the spirit of
the employees.
• Identifies and addresses the weakness of the employees.
• The employees improve through the process of training.
• Helps in the reduction of the turnover of the employees (Elnaga and
Imran 2013).

NEED OF TRAINING FOR THE ORGANIZATION
• Helps to maintain the consistency of the organization.
• Helps in increasing the productivity, loyalty and the quality of the products.
• Helps in the implementation of the new and improved strategies and the
products.
• Reduces the cost of the organization.
• Reduction in time for the purpose of the supervision of the employees.
• Helps in the enhancement of the reputation and the profile of the
companies and organizations.

FIELDS OF TRAINING
• Technical or technological training
• Quality training
• Skills training
• Soft skills training

FIELDS OF TRAINING (continued)
• Professional an legal training
• Team training
• Managerial training
• Safety training (Nader ad Nadler 2012)

THE TRAINING PROCESS
• Identification of the skills that are necessary for the employees.
• Through planning of the whole training program.
• Analysis of the training program and identifying the satisfaction level of
the employees.
• Implementation of the training program.
• Evaluation of the training program (Basarab and Root 2012).

CONCLUSION
• Training is the most important aspect for the development of any
organization.
• Training not only helps the organization to develop, but also the
employees to develop as well.
• The employees are upgraded to new techniques and skills through
the process of training.
• The mew program of the training will help the employees in their all-
round development.

REFERENCING
• Basarab Sr, D.J. and Root, D.K., 2012. The training evaluation process: A
practical approach to evaluating corporate training programs (Vol. 33).
Springer Science & Business Media.
• Elnaga, A. and Imran, A., 2013. The effect of training on employee
performance. European Journal of Business and Management, 5(4),
pp.137-147.
• Nadler, Z. and Nadler, L., 2012. Designing training programs. Routledge.
• Salas, E., Tannenbaum, S.I., Kraiger, K. and Smith-Jentsch, K.A., 2012. The
science of training and development in organizations: What matters in
practice. Psychological science in the public interest, 13(2), pp.74-101.