1. 903431 Human Resource Management CHAPTER 5Training and Development ... LOGO 081-5765046 HRM 5 5-3 12/7/2011Email: sakda@tips.co.th 5 1 RES TS R SULT & rr 5 FOCUS 5-4 5 5-2

2. Training ( ) HR-OD CONCEPT / (Knowledge) (Skills) Mondy and Noe, Human Resource Management, p.202 Outcomes / competency To be developed No YES YES No Mathis R.L. and Jackson J.H, Human Resource RL J H H man Reso rceNoYESETQA 1Management, p.21 No YES 5-7 25-5 5 5 Development ( ) (Learning) Mondy and Noe, Human Resource Management, p.202 , , 5 5-8 5 5-66 3. AttitudeBehavior (Learning Process) ((Knowledge) g ) Knowledge Skill (Ability) (Skill) (Attitude) (Attitude) (Behavior) Ability 1. (Gap) 2. (JOB) 5 5-11 5 5-9 TrainingTeachingg Facilitatoror Expert p Real-Lifeor Theoretical(ATTITUDE) (BEHAVIOR) (APTITUDE) (SKILL) (SKILL) Active or PassiveKNOWLEDGE) (CAPACITY) )() You d it do orWatch Meh What would you do? orHeres how to useHere s 5 5-12 5 5-10 4. vs Education and Training Education Ed-u-cer-e ((ey-doo-ker-ey) ) leads out of ignorance knowledge, skills,knowledge skills and attitudes (SKAs) (SKA s) EducationTraining improving skills - the focus is on performance. 12/7/2011 5 13 5 5-15 5 5-13 Traditional Training CaseComputer VDOStudy Learning/ Learning JobCoaching Rotation OJT Demand - University Executive Supply ProgramProgram ( g Modern Training Career Plan / /PI 5 5-16 5 5-14 5. Education and TrainingEd ti dT i i 3 SkillsKnowledge Attitude Education Training ? 5 5-19 5 5-17 1. 2. 3. 3 A B C D 4. 4 A:AUDIENCE ? (WHO) 5. 5 B:BEHAVIOR ? (WHAT) 6. C:CONDITIONSn ? (HOW) D:DEGREEn ? (HOW MUCH) 5 5-20 5 5-18 6. (Organizational 1 25 Analysis) / (Person Analysis) 34 (Task Analysis) 5 5-23 5 5-21 ( ( ) ( ( ) ( ) ) 5 5-24 5 5-22 7. o o o o OJT ISOo o o // o 5 5-27 5 5-25 o 1.1 10 % 20 %2. 3. 30 %o 4. 4 + + 50 %o 5. 70 %o o 90 %6. , , , , Adapted from Wiman & Meirhenry, .Educational Media, 1960 on Edgar Dale 5 5-28 5 5-26 8. o o ( ) ) o 5 5-31 5 5-29 / 5 5-32 5 5-30 9. 1. 2. 3. Succession Plan 4. 5. 6. 5 5-35 5 5-33 5 o o 1. 1 2. , o 3. o , 4. 4 5. 5 5 5-36 5 5-34 10. () (Group Process) (p) 5 5-39 5 5-37 () () (Audience Reaction Group) Group) (Case Study) (Sensitivity Training) 5 5-40 5 5-38 11. () () (Forum) (Listening Team) (g ) ( p ) (Report) 5 5-43 5 5-41 () () (Syndicate) (Listening Team) (g ) ( p ) (Report) (Symposium) 5 5-44 5 5-42 12. () () (Job Rotation) - (S b C(Sub-Committee)itt ) (Field Trip) 5 5-47 5 5-45 () () (Live Project or Group Work)(j p ) (Committee) (Exercise) (Working Group) 5 5-48 5 5-46 13. () () (Walk Rally)( y) (R l Pl (Role Play Sociodrama) S i d ) (Coaching) 5 5-51 5 5-49 () () (Lecture) 5 5-52 5 5-50 14. () () (Convention) (C ti ) (Work Shop) 5 5-55 5 5-53 () () (Incident Method) (Panel or Round Table) () 4-6 5 5-56 5 5-54 15. () () (Brain Storming) (In Basket Training)( g) Mi d M Mind Mapping i 5 5-59 5 5-57 () () E-Learning (Institute) (I tit t ) (Program Instruction) (Programmed Text Books) 5 5-60 5 5-58 16. () () (Skit or Playlet) (Interviewing)( g) (Laboratory) 5 5-63 5 5-61 () () (Result Demonstration) (Discussion) 2 (Method Demonstration) 5 5-64 5 5-62 17. () () (Leading Discussion)(Panel Discussion) 3-4 (Group Discussion) 7-20 7 20 5 5-67 5 5-65 () (Buzz Group) 5-7 5 5-68 5 5-66 18. SMART GOAL Specific p state desired results in detail Measurable (or observable) use verbs that describe what b h dib h trainees will learn Action describe an action that the trainee will perform R li tiRealistic achievable Time Frame how long will it take the trainees to learn the skill? 5 5-69903431 HumanResource Management LOGO Sakda Hwankaew - sakda@tips.co.th HRM 12/7/2011 5 70