Chapter 8
Training and Developing Employees
1.
Describe the basic training process.
2.
Describe and illustrate how you would go about identifying training requirements.
3.
Explain how to distinguish between problems you can fix with training and those
you can’t.
4.
Explain how to use five training techniques.
1
Orienting Employees
Employee Orientation
A procedure for providing new employees with basic background information
about the firm
What is the orientation content?
What is the need for orientation?
2
Orienting Employees
The Orientation Process
Formal Orientation
Informal Orientation
The Employee Handbook
3
The Training Process
Training
The process of teaching new or present employees the basic skills they need to
perform their jobs.
4
The Training Process
Training Strategic Context
The firm’s training programs must make sense in terms of the company’s
strategic goals.
Performance Management
Taking an integrated, goal-oriented approach to assigning, training, assessing,
and rewarding employees’ performance.
5
The Training Process
The Five Step Training and Development Process
1
Needs analysis
2
Instructional design
3
Validation
4
Implement the program
5
Evaluation
6
The Training Process
Training
needs
identification
Evaluation
Implementing
training
program
The
Training
Cycle
Model
Training
needs
analysis
Setting
training
objectives
Designing
training
program
7
The Training Process
Training, Learning, and Motivation
How to make learning meaningful?
How to make skills transfer easy?
Motivation Principles for Trainers
8
The Training Process
Analyzing Training Needs
Training
Gap
Job Requirements
Employee Capabilities
9
The Training Process
Analyzing Training Needs
Performance Analysis
Verifying that there is a performance deficiency and determining whether that
deficiency should be corrected through training or through some other means.
Training Problem
Other Problems
Can’t Do
Won’t Do
What is competency models?
10
The Training Process
Levels of Training Needs Analysis
Level 1
Organizational analysis
Level 2
Task / job analysis
Level 3
Person / employee analysis
What are the tools of training needs analysis?
11
The Training Process
Negligent Training
A situation where an employer fails to train adequately, and the employee
subsequently harm a third party.
12
The Training Process
Establishing Training and development Objectives
Training Objectives and Goals
Competency input – working conditions – standards & measurement
13
Training Methods
1
On the job training (coaching – understudy – job rotation)
2
Apprenticeship training
3
Informal learning
4
Job instruction training
5
Lectures
6
Programmed learning (intelligent tutoring systems)
7
Audiovisual training (DVD – films – PP presentations – videoconferencing –
audiotapes – videotapes)
14
Training Methods
8
Simulated training
9
Computer based training (interactive multimedia training - virtual reality training)
10
Electronic performance support systems (EPSS – job aid)
11
Distance and internet based training (teletraining – videoconferencing)
12
Internet based training (virtual classroom)
13
Using E-learning (MP3 – instant massaging)
14
Improving productivity through HRIS: learning portals
15
Literacy training techniques
15
Management Development
Management Development
Any attempt to improve current or future management performance by imparting
knowledge, changing attitudes, or increasing skills.
Succession Planning
A process through which senior-level openings are planned for and eventually
filled.
16
Management Development
Managerial On-the-Job Training
1
On the job training
2
Coaching – Understudy
3
Action Learning
17
Management Development
Managerial Off-the-Job Training and development Techniques
1
The case study methods
2
Management games
3
Outside seminars
4
University related programs
5
Role playing
18
Management Development
Managerial Off-the-Job Training and development Techniques
6
Behavior modeling
7
Outsourced learning
8
Corporate universities
9
In house development centers
10
Executive coaches
11
The SHRM learning system
19
Managing Organizational Change and Development
What to change?
What is the HR managers role in change?
20
Managing Organizational Change and Development
What are Change Approaches?
1
Lewin’s Change Approach
2
Organizational Development Approach
3
Total Quality Management Approach
4
Reengineering Approach
What
Are
The
Human
Resource
Management
Applications
For
Each
Approach?
21
Evaluating Training and Development
Designing the Study
Time series design
Controlled experimentation
22
Evaluating Training and Development
Training Effects to be Measured
1- Reaction
Effectiveness
2- Learning
3- Behavior
Cost Effectiveness
4- Results
23