Gary Dessler
Human Resource Management, 8th Edition
Chapter Seven
Training and
Developing
Employees
© Prentice Hall, 2000
Behavioral Objectives
When you finish studying this chapter, you should be able to:
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Describe the basic training process.
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Explain the nature of at least five training techniques.
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Discuss what management development is and why
it’s important.
Describe the five on-and-off-the-job development
techniques.
Explain why training evaluation is important and how
it is best accomplished.
© Prentice Hall, 2000
Chapter 7
1
The Training Process
Training refers to the methods used to give
new or present employees the skills they
need to perform their jobs.
© Prentice Hall, 2000
Chapter 7
2
The Five Steps in the Training and
Development Process
1. Needs Analysis
2. Instructional Design
3. Validation
4. Implementation
5. Evaluation and Follow-Up
© Prentice Hall, 2000
Chapter 7
3
Legal Aspects of Training
Precautions to take include:
1. Confirm claims of skill and experience for all applicants.
2. Reduce the risks of harm by extensively training any
employees who work with dangerous equipment, materials,
or processes.
3. Ensure that the training includes procedures to protect thirdparties’ health and safety (including that of other employees).
4. Evaluate the training activity to determine its effectiveness
in reducing negligence risks.
© Prentice Hall, 2000
Chapter 7
4
Training Techniques
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On-the-Job Training
Apprenticeship Training
Informal Learning
Job Instruction Training
Lectures
Programmed Learning
Audiovisual Techniques
Vestibule or Simulated Training
Computer-Based Training
Training Via CD-ROM and the Internet
© Prentice Hall, 2000
Chapter 7
5
Management Development
Management development is any attempt to
improve managerial performance by imparting knowledge, changing attitudes, or
increasing skills.
© Prentice Hall, 2000
Chapter 7
6
Managerial On-the-Job Training
Techniques
Job Rotation
Coaching/Understudy Approach
Action Learning
The Case Study Method
© Prentice Hall, 2000
Chapter 7
7
Managerial Off-the Job Training
and Development Techniques
Management Games
Outside Seminars
University-Related Programs
Role Playing
Behavior Modeling
In-House Development Centers
© Prentice Hall, 2000
Chapter 7
8
The Behavior Modeling Procedure
1. Modeling
2. Role playing
3. Social reinforcement
4. Transfer of training
© Prentice Hall, 2000
Chapter 7
9
Training Effects to Measure
Four basic categories of training outcomes can be measured:
Reaction
Learning
Behavior
Results
© Prentice Hall, 2000
Chapter 7
10