Introduction to Employee learning and Development, learning, Meaning and significance,The Forces Influencing Working and Learning, classification of learning capabilities, learningtheories- Reinforcement Theory, Social Learning Theory, Goal Theories, Expectancy Theory,Adult Learning Theory, pedagogy and andragogy; The basic principles of learning, The LearningProcess , Mental and Physical Processes, The Learning Cycle, Instructional Emphasis forLearning Outcomes
Training and Learning: Introduction, Relationship, meaning, Designing Effective Training,Forces influencing working & learning, Strategic Training, Work Environment, Characteristicsinfluencing transfer of training, organizational environments encouraging transfer;
Training Needs Analysis: Meaning and significance of training needs, types of needs,components of needs, data collection, analysis and interpretation. Meaning and significance oftraining design and development, principles of training design, design process, identifying thetraining objectives, determining structure, content, duration, method, learning activities,
Training implementation & Methods: Meaning and significance of implementation, making orbuying decision, implementation process for making and buying decisions, skills of effectivetrainer.Training Methods: Presentation Methods, Hands-on Methods, Group Building Methods.Choosing Training methods. E-Learning & Use of Technology in Training: Technology\'sInfluence on Training, Technology & Multimedia, Computer-Based Training, DevelopingEffective Online Learning, Blended Learning, Simulations, Mobile Technology & TrainingMethods, Intelligent Tutoring Systems, Distance Learning, Technologies for Training Support,Technologies for Training Administration, Learning Management Systems (LMSs), Systems forTraining Delivery, Support & Administration, Choosing New Technology Training Methods.Outward bound methods: Meaning and significance of outward bound learning (OBL)methods, process of OBL, risk, safety and ethical issues. Training aids.
Training Evaluation: Meaning, Reasons for Evaluating Training and significance of trainingevaluation, Donald Kirkpatrick’s Evaluation Model, Return on investment in Training, Types ofEvaluation Designs, Considerations in Choosing an Evaluation Design, data collection fortraining evaluation, Threats to Validity, Determining Costs, Evaluation Practices in differentorganizations, Measuring Human Capital and Training Activity
Executive development/ Management developmentNeed, factors affecting MDP, methods, process, administration, delivery, costing & pricing,Company Strategies for Providing Development, Increased Use of New Technologies forLearning, Increased Demand for Learning for Virtual Work Arrangements, Increased Use ofTraining Partnerships & Outsourcing Training,
Careers and Career Management: Introduction, Importance, Career: meaning, A Model ofCareer Development (Career Stages), Career Management Systems, Roles of Employees,Managers, Human Resource Managers, and Company in Career Management, Evaluating CareerManagement Systems. Special Challenges in Career Management.Practical Components:• Study training programs and processes in different organizations and analyze theireffectiveness.• Students to design a training program for a specific job role.• Students are expected to conduct a mock training session including need identificationand a set of students to evaluate the effectiveness of the same.• Give a training needs analysis case and ask the students to find out the training needs.• Implement various training methods, observe and submit a report on its effectiveness.