| 1 |
Introduction to training and development |
CO1: Explain the basic concepts and importance of training and development. |
LO1: Understand the scope and significance of training. |
PO1, PO4 |
| 2 |
Training and Human Resource Development |
CO2: Analyze the role of training in HR development. |
LO2: Develop insights into HRD through training programs. |
PO1, PO2, PO4 |
| 3 |
Training, Development and Education |
CO3: Differentiate between training, development, and education. |
LO3: Explain how each concept applies in organizational settings. |
PO1, PO4 |
| 4 |
Training & Empowerment |
CO4: Assess how training empowers employees. |
LO4: Identify the link between training and employee empowerment. |
PO3, PO5 |
| 5 |
Qualities of an Effective Trainer (Case Study) |
CO5: Evaluate the competencies of successful trainers. |
LO5: Develop trainer evaluation frameworks. |
PO1, PO3, PO5 |
| 6 |
Keys to Effective Presentations |
CO6: Develop presentation skills for training delivery. |
LO6: Deliver impactful presentations using effective methods. |
PO1, PO5 |
| 7 |
Instructional Methodologies (Andragogy vs. Pedagogy) |
CO7: Compare instructional methodologies. |
LO7: Choose appropriate instructional strategies. |
PO1, PO4 |
| 8 |
Adult Learning Principles and Conditions |
CO8: Apply adult learning principles in training programs. |
LO8: Design effective adult learning experiences. |
PO1, PO2 |
| 9 |
Special Tools and Techniques in Training |
CO9: Explore innovative training tools and techniques. |
LO9: Utilize contemporary tools in training sessions. |
PO1, PO6 |
| 10 |
Training Needs Assessment (Case Study) |
CO10: Conduct training needs analysis. |
LO10: Develop insights from case studies on TNA. |
PO2, PO4 |
| 11 |
Need Analysis of Training |
CO11: Design a need analysis framework. |
LO11: Prioritize training needs based on organizational goals. |
PO2, PO4 |
| 12 |
Determination and Prioritization of Training Needs |
CO12: Develop criteria for prioritizing training needs. |
LO12: Justify decisions in prioritization exercises. |
PO2, PO4 |
| 13 |
Designing Training Programs |
CO13: Formulate effective training programs. |
LO13: Apply instructional design models. |
PO1, PO2 |
| 14 |
Preparation of Training Modules |
CO14: Create detailed training modules. |
LO14: Customize modules for different learner groups. |
PO1, PO5 |
| 15 |
Drafting a Training Course Design |
CO15: Develop course outlines and session plans. |
LO15: Integrate learning objectives with content delivery. |
PO1, PO5 |
| 16 |
Implementation of Training Course |
CO16: Execute a comprehensive training course. |
LO16: Manage logistics and learner engagement. |
PO5, PO6 |
| 17 |
Case Study |
CO17: Analyze real-world training cases. |
LO17: Apply lessons from case studies to organizational scenarios. |
PO2, PO4 |
| 18 |
Training Evaluation |
CO18: Evaluate training effectiveness. |
LO18: Design evaluation metrics and feedback mechanisms. |
PO2, PO5 |
| 19 |
Coaching/Mentoring for Performance Improvement |
CO19: Implement coaching and mentoring programs. |
LO19: Demonstrate mentoring strategies for employee development. |
PO3, PO5 |
| 20 |
Training Trends in India and Abroad |
CO20: Explore emerging trends in training. |
LO20: Compare global training practices with Indian trends. |
PO4, PO7 |
