education and training
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Education and training. By Sri Kalynan Manam Lakshmi Neelesh Nimmagadda. Education and Training. MAJOR TOPICS Overview of Education, Training, and Learning Rationale for Training Training Needs Assessment Providing Training Evaluating Training Managers as Trainers and Trainees - PowerPoint PPT PresentationTRANSCRIPT
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EDUCATION AND TRAINING
By Sri Kalynan Manam
Lakshmi Neelesh Nimmagadda
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EDUCATION AND TRAININGMAJOR TOPICS Overview of Education, Training, and
Learning Rationale for Training Training Needs Assessment Providing Training Evaluating Training Managers as Trainers and Trainees Workforce Literacy
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CONDT… Improving Learning Why Training Sometimes Fails Quality Training Curriculum Orientation Training Customer Training Ethics Training Making E-Learning Work
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OVERVIEW OF EDUCATION, TRAINING, AND LEARNING
Relation between Education, Training, and Learning????
Training? Education? Same or different?
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CORPORATE TRAINING IN THE UNITED STATES Do you think United States spending more
money on training?
Spending wisely or not
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TRAINING STATUS BY JOB CATEGORY Managers customer service Reps Production personnel supervisors Sales Reps
Among these categories who should get more training ?
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CONDT… Concentrating on Quality or not
Quality or just sell harder?
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SOURCES OF TRAINING Combination Training
External Training
In- house Training
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CONDT… Instructional methods
Types of Training by industry Communication customer relationsTechnical skills ……………….
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COMMUNICATION PROBLEM http://
www.youtube.com/watch?v=kLm8d05D0zI&feature=related
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ATTITUDES TOWARD TRAINING IN UNITED STATES AND OTHER COUNTRIES
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RATIONALE FOR TRAINING The rationale for training can be found in the
following factors: Quality of the existing labor
pool Global competition Rapid and continual change Technology transfer problems Changing demographics
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CROSS CULTURE
http://www.youtube.com/watch?v=4qkQbR3dHEU&NR=1
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TRAINING NEEDS ASSESSMENT Identifying Training Needs
Converting Training Needs to Training Objectives
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PROVIDE TRAINING Internal approaches External approaches Evaluating approaches Partnership approaches
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EVALUATING TRAINING
Evaluating training begins with a clear statement of purpose. With a statement of purpose drafted, the next step is to ask the following questions: Was the training valid? Did the employees learn? Has the training made a difference?
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ACTIVITY
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MANAGERS AS TRAINERS AND TRAINEES Knowledge Willingness to teach Positive helpful Cooperative attitude Leadership abilities Professional attitude and approach Exemplary behavior that sets positive
example
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PRINCIPLES OF LEARNING Peoples learns best when they ready to learn People learn more easily when what they are
learning can be related to some thing they already know
People learns best in step by step manner People learning by doing The more often people use what they are
learning, the better they will remember and understand it.
Success in learning tends to stimulate additional learning
People need immediate and continual feedback to know if they have learned
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FOUR-STEP TEACHING METHOD Preparation Presentation Application Evaluation
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MANAGERS AS TRAINEES Quality basics Strategic quality management Quality planning Quality improvement Quality control
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CONDT… Managers prefers training sessions that enroll
only managers Managers are uncomfortable bring trained by
subordinates Managers prefer to be trained by well-known
outsiders Managers enjoy learning of the experiences
of other managers from well-managed companies
Managers prefer off-site training Managers enjoy visiting companies that have
reputations for excellence
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WORK FORCE LITERACY Basic skill requirements are being increased
by technological advances and the need to compete in international market place
Broader definition of literacy go beyond just reading and writing to include speaking listening and mathematics
Old views of what constitutes literacy no longer apply
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IMPACT OF ILLITERACY ON INDUSTRY Difficult in filling high skill jobs Lower levels of productivity and as a result a
lower level of competitiveness Higher level waste Higher potential for damage to sophisticated
technological systems Greater number of dissatisfied employees in
workplace
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WHAT INDUSTRIES CAN DO ?
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IMPROVING LEARNING Learn to make a schedule and stick to it Have a special place to study Listen and take notes Read assertively Study regularly instead of cramming
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DOES TRAINING FAIL AT ANY MOMENT…? If so what is the reason…
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YES TRAINING FAIL AT SOME TIME Lack of participation in planning by
management To narrow in scope
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QUALITY TRAINING CURRICULUM Quality planning training Quality control training Quality improvement training
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QUALITY PLANNING TRAINING Strategic management for quality Quality policies and their deployment Strategic quality and their deployment The Juran Triology Big Q little Q Triple role concept Quality planning road map Internal external customers How to identify customers Planning micro process Planning macro process
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QUALITY PLANNING TRAINING CONDT… Product design Planning for process control Transfer to operations Santayana review Planning tools
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QUALITY CONTROL TRAINING Strategic management for quality The feedback loop in quality control Controllability Planning for control Control subjects Responsibilities for control How to evaluate performance Interpretation of statistical and economic data for
significance Decision making Corrective action Quality assurance audits Control tools
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ORIENTATION TRAINING Insufficient information Too much information Conflicting information
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QUALITY IMPROVEMENT TRAINING Strategic management for quality The Juran Triology Quality control and its responsibilities Cost of poor quality: how to estimate it Project-by-project concept Estimating return on investment Nominating, screening and selecting projects Infrastructure for quality improvement Macro process improvement Diagnostic journey Remedial journey Progress review Using recognition and reward to motivate Quality improvement tools ant tecniques
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CUSTOMER TRAINING http://
www.youtube.com/watch?v=4rTcUO4IeNg&feature=related
http://www.youtube.com/watch?v=FUrgOkSFD78&feature=related
http://www.youtube.com/watch?v=lwPdQehYXZA&feature=related
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ETHICS TRAINING Drugs and alcohol abuse Employee theft Conflicts of interest Sexual harassment Corporate social responsibility Quality control Abuse of expense accounts Misuse of company property Environmental pollution Methods of gathering competitors information Inaccuracy of books and records Receiving excessive gifts and entertainment
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ETHICS TRAINING CONDT… False or misleading advertising Giving excessive gifts and entertainment Kickbacks Insider trading Antitrust issues Bribery Political contribution and activities Improper relation with local state and federal
government officials Inaccurate time charging to government and
private entities Improper relation with foreign officials
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ORIENTATION TRAINING Insufficient information Too much information Conflicting information
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ORIENTATION TRAINING CONDT… Base orientation topics on a needs
assessment Establish an organizing framework Establish learner control Make orientation process Allow people and personalities to emerge Reflect the organization Have a system to improving updating
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MAKING E-LEARNING WORK Understand that one of the strengths of e-
learning is scalability Don’t try to provide e-learning opportunities
without support Blend e-learning and classroom instruction Design student assessment of online learning Don’t force employees to make a quick
switch from class instruction to online instruction
It is a tool not a strategy
Note: E-learning is catching on but slowly
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Thank you
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