Department of Business Management
Strategic Human Resource Management
Ing. Miloš Krejčí
milos.krejci@mail.vsfs.cz
Strategic Human Resource Management
1. Introduction to Human Resource Management
2. Strategic Human Resource Management
3. Personnel Planning and Recruiting - Job Analysis,
Descriptions and Specifications
4. Employee / Employer Selection and Interviewing
Process
5. Training and Developing Employees
6. Performance Management and Appraisal
7. Coaching, Careers and Talent Management
8. Compensation planning
9. Financial Incentives and Employee Benefits
10. Ethics, Culture, Organizational Change and Fair
Treatment in HR Management
11. Equal Opportunity and Diversity, Labor Relations,
Employee Safety and Health
12. Managing Human Resources in Global and SME
companies
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
2.
Orientation
Orientation Helps New
Employees
Feel welcome
and at ease
Understand the
organization
Know what is
expected in
work and
behavior
Begin the
socialization
process
3.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
The Orientation Process
Company organization
and operations
Employee benefit
information
Personnel
policies
Daily
routine
Employee
Orientation
Safety measures
and regulations
Facilities
tour
4.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
The Training Process
Training
Is the process of teaching / coaching new employees
the basic skills they need to perform their jobs
Reduces an employer’s exposure to negligent training
liability
Training’s Strategic Context
The aims of firm’s training programs must make sense
in terms of the company’s strategic goals = be SMART.
Training fosters employee learning, which results in
enhanced organizational performance
5.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Steps in the Training Process / Cycle
The Four-Step Training Process
1
Needs analysis
2
Instructional design training objectives,
content and budget
3
Program
implementation
4
Evaluation
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Training, Learning, and Motivation
Make the Learning Meaningful
1. At the start of training, provide a bird’s-eye
(helicopter) view of the material to be presented to
facilitate learning.
2. Use a variety of familiar examples.
3. Organize the information so you can present it
logically, and in meaningful units.
4. Use terms and concepts that are already familiar
to trainees.
5. Use as many visual aids as possible.
6. Create a perceived training need in trainees’ minds.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
7.
Training, Learning, and Motivation
Make Skills Transfer Easy
1. Maximize the similarity between the training
situation and the work situation.
2. Provide adequate practice – workshops, cases...
3. Label or identify each step in the process.
4. Direct the trainees’ attention to important aspects
of the job.
5. Provide preparatory information that lets trainees
know what might happen back on the job.
8.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Training, Learning, and Motivation
Reinforce the Learning
1. Trainees learn best when the trainers immediately
reinforce correct responses, perhaps with a quick
“well done.”
2. The schedule is important. The learning curve goes
down late in the day, so that “full day training is not
as effective as half the day or three-fourths of the
day.”
9.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Analyzing Training Needs
Training Needs
Analysis
Task Analysis:
Performance Analysis:
Assessing new employees’
training needs
Assessing current employees’
training needs
10.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Individual Performance
BUILDS THE BUSINESS
Consistently delivers high-quality results, both
short- and long-term.
BUILDS ORGANIZATION CAPACITY
Develops own capabilities.
Supports the development and full utilization of
others' capabilities, and the recruiting, training, and
retention efforts of the organization.
Improves business processes--how the organization
accomplishes its objectives.
11.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Competency Model (pre-work)
PRIORITY SETTING
THINKING/PROBLEM-SOLVING
INITIATIVE AND FOLLOW-THROUGH
LEADERSHIP
WORKING EFFECTIVELY WITH OTHERS
COMMUNICATION
CREATIVITY AND INNOVATION
TECHNICAL MASTERY
12.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Assessing Employees’ Training Needs
Specialized Software
Assessment Center
Results
Individual Diaries
Performance Appraisals
Job-Related Performance
Data
Methods
for Identifying
Training Needs
Attitude Surveys
Observations
Tests
Interviews
Can’t-do or Won’t-do?
13.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Training Methods
On-the-Job Training
Apprenticeship Training
Computer-Based Training
(CBT)
Informal Learning
Simulated Learning
Job Instruction Training
Internet-Based Training
Lectures
Learning Portals
Programmed Learning
Audiovisual-Based Training
Vestibule Training
Teletraining and
Videoconferencing
Electronic Performance
Support Systems (EPSS)
14.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
On-the-Job Training / Coaching
On-the-Job Training (OJT)
Having a person learn a job
by actually doing the job.
Types of On-the-Job Training
Coaching or understudy
Job rotation
Special assignments
Advantages
Inexpensive
Learn by doing
Immediate feedback
15.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Delivering Effective Lectures / Presentations
Don’t start out on the wrong foot.
Give your listeners signals.
Be alert to your audience.
Maintain eye contact with audience.
Make sure everyone in the room can hear.
Control your hands.
Talk from notes rather than from a script.
Break a long talk into a series of five-minute talks.
Practice and rehearse your presentation.
16.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Programmed Learning
Presenting
questions, facts,
or problems to
the learner
Providing
feedback on
the accuracy
of answers
Allowing the
person to
respond
Advantages
Reduced training time
Self-paced learning
Immediate feedback
Reduced risk of error for learner
17.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Intelligent Tutoring Systems
Advantages
Reduced learning time
Cost effectiveness
Instructional consistency
Types of Programmed Learning
Interactive multimedia training
Virtual reality training
Virtual classroom
18.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Internet-Based Training
Teletraining and Videoconferencing
Distance
Learning
Methods
Electronic Performance Support
Systems (EPSS)
Computer-Based Training
E-learning and learning portals
19.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Lifelong / Career Learning
Employer Responses to
Employee Learning Needs
Provide employees with
lifelong educational and
learning opportunities
Instituting skills
and competencies
development programs
20.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Management Development Programs
Long-Term Focus of
Management Development
Assessing the
company’s strategic
needs
Appraising
managers’ current
performance
Developing the
managers and
future managers
21.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Promotion Planning
Steps in the Promotion Planning Process
1
Anticipate management needs
2
Review firm’s management skills inventory
3
Create replacement charts
4
Begin management development
22.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Management Development Techniques
Managerial On-the-Job Training
Job
rotation
Coaching and
understudy
Action
learning
23.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Other Management Training Techniques
Off-the-Job Management Training
and Development Techniques
The case study method
Role playing
Management games
Behavior modeling
Outside seminars
Corporate
universities
University-related programs
Executive coaches
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Evaluating the Training Effort
Choosing Which Training Effects to Measure
Reaction of trainees to the program
Learning that actually took place
Behavior that changed on the job
Results achieved as a result of the training
25.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Effective Training
How to delivere efective on the job COACHING and group
TRAINING within the organization?
Trainer
Training Skills
„Train the Trainer Course“
26.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Training Ground Rules
There is no such thing as a stupid question!
- Respect each other
- Listen
- Keep an open mind
- Contribute ( try out new methods)
- Ask if something is not clear
- Help each other
- Everyone has the right to be heard uninterrupted
- Take risks/make mistakes. This is not competitive
- Be on time
27.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Concept of Training
Teaching = Knowledge
Training = Skills + Habits to make knowledge productive
Balance
- Training
- Motivation
28.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
How do adults learn the best?
- Underrate
- Dislike theory
- Dislike risk (want safe environment)
- Need reasons why (motivation)
- Like informal training
- Like real life situation
‘Tell me and I will forget, show me and I may remember,
but allow me to do and I will understand’
29.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Concept of Training
-Knowledge
-Attitude
-Skills
- Habits
30.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Training Principles
1) Preview the job to be learned
2) Break down the job into teachable parts
3) Associate new ideas with old (already known)
4) Make first impression - good impression
5) Make strong impressions, use your creativity
6) Repeat impressions often
7) Make use of recent impressions
8) Recognize training results
9) Follow up an smooth out handling of the job
10)Rebuild parts into a complete unit
31.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Training Environment
How can we create a favourable environment?
- Do people always look forward to being trained?
- Any concerns?
- Expectations?
32.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Effective Feedback
Providing… (next slide)
Receiving
• feedback provider wants to help
• actively ask for feedback
• active listening (skill)
• thank them
• think about it…
33.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Providing Effective Feedback
Content
• Describes how the person's skills were (or could be) used
to achieve improved results.
• Focuses on the individual's abilities to both "Build the
Business" and "Build the Organization."
• Includes honest, actionable feedback on both strengths
and development opportunities.
Structure = START - STOP – CONTINUE
• What should the individual START doing to be more
effective?
• What should the individual STOP doing to be more
effective?
• What should the individual CONTINUE doing to be more
effective?
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
34.
Providing Effective Feedback
Delivery = sandwich structure
Stop
Start
Continue
=
Continue
Start
Stop
Continue
35.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Training Expectations
SMART
Communicate the required standard of performance
Training standards vs. absolute performance standards
Setting training expectations
Feedback
36.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Training / Learning Cycle
The training cycle applies to every training situation
Explanation
Demonstration
Application
Consolidation
37.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Explanation
1) Training objective
2) What are the benefits to the trainee of effective/improved
performance in this area?
3) What are the teachable parts of this training topic?
4) What do I expect from the trainee? What should he/she
expects?
5) Answer trainees questions and get agreement to
proceed.
Plan for “explanation”.
38.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Demonstration
Trainer demonstrates:
- Skills
- Habits/ Attitude
- Let trainee participate from the start
- Expectations/skills use
- Environment
- Objectives
- Planning
Demonstration should exactly mirror the explanation
Demonstration should be consistent over the daily job
performance
39.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Demonstration
Demo is successful, when …...
….. trainee can see demonstrated skill
….. trainee is able to use demonstrated skill
….. trainee is no.1
….. „Business needs“ and problems are no. 2
40.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Application
41.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Consolidation of Training / Coaching Action
1) Agree the training objectives
2) Get input from trainee
3) Discuss the training/ feedback
- stop
- start
- continue
4) Reach agreement
42.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
Key Terms
employee orientation
Training
task analysis
competency model
performance analysis
on-the-job training (OJT)
job instruction training (JIT)
programmed learning
electronic performance support
systems (EPSS)
virtual classroom
lifelong learning
management development
job rotation
action learning
case study method
role playing
behavior modeling
executive coach
organizational development
controlled experimentation
Training cycle
Providing / Receiving Feedback
43.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
LEARNING OUTCOMES
1. Summarize the purpose and process
of employee orientation.
2. List and briefly explain each of the four steps in the
training process (learning cycle).
3. Discuss how you would motivate trainees.
4. Describe and illustrate how you would identify training
requirements.
5. Explain how to distinguish between problems you can
fix with training and those you can’t.
6. Explain how to use five training techniques.
44.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
LEARNING OUTCOMES
7. List and briefly discuss four management development
programs.
8. List and briefly discuss the importance and techques of
trainig / coaching.
9. Discuss how you would provide / receive feedback.
45.
Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz