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Business Process Modeling Tool Selection

por Shaji Sethu

Civil Engineering

por Shaun Bunch

English as a Global Language

por Luis Angel Sanchez Luna

WordPress

por Ragnar Lodbrock

Aim Of The Study

View of organisation

Could be ineffective if

lacks of coaching from job

learning process lacks quality guidance

On-the-job training performs better

Producing actual and immediate result

trainee develops expeetise

trainee learns effectively

individual performs his duty

Create effective performance of organisation

Quantitative method approach is used

Questionnaire method

7 different reputable service firms in Nigeria

Models of training and development

Philips' five level model (2003)

Swanson and Holton's model of evaluation (1999)

Kirkpatrick four level taxonomy (1976)

Evaluating training and development

Levels to consider

Result

In terms of reduced turnover

Increase in productivity

Increase in job satisfaction

Behaviour

Improved job performance

Learning

Knowledge

Skills

Attitude

Changes in abilities

Reaction

Immediate reaction from participant about training

To assess training effectiveness on goals and outcome

Training methods

Off-the-job training

Outdoor workshop

Discussion

Case study

Role playing

Lecture

On-the-job training

Job rotation/planned experience

Mentoring

Demonstrating

Coaching

Conduct based on current level of trainee expertise and needs

Changed tremendously because of changes in technology

Aim of training and development

Organisation will achieve increased productivity

Employees will achieve job satisfaction

Enhancing employees performance through learning process

Help employees incontributing to organisational strategic goals and objectives

Loosen up potentials of employees

Maintain most valuable assets by HRD functions

Challenges faced by HRD in Nigeria

Quest for change in business delivery

Diversity in the workforce

Continues drive for quality

Increased trends in new technology