Training & Developmental Approaches
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Transcript of Training & Developmental Approaches
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Training and DevelopingEmployees
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EMPLOYEE TRAINING VALUE
Job complexity
Job changes
Employee diversityLearning designed to
produce a change
Employee training
Skills needed to do thejob at hand
Employeedevelopment ????????
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5: TRAINING - LEARNINGPRINCIPLES
Motivation
Feedback
ReinforcementPractices improves
performance
Transferable
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6: TRAINING NEEDS
Organization goals
Tasks to complete
those goalsBehaviors needed to
perform those tasks
Employee deficienciesin
Skills
Knowledge
Abilities
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6: BEFORE YOU TRAIN..
MAKE SURE
PERFORMANCEDEFICIENCY IS DUETO LACK OFTRAINING
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6: TRAINING APPROACHES
(ON-THE-JOB)
Strengths
Simple
Actual jobWeaknesses
Productivity
Mistakes
TypesApprenticeship
Job instructiontraining
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WHATIS OJT
KNOWLEDGE / SKILL TRANSFER
THROUGH
INFORMAL MEANSIN
REAL ENVIRONMENTBY
REPETITIVE PROCESS
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MOREABOUT OJT
TRAINING STYLE NOT RESTRICTED TO ANY STANDARD TIME,
METHODOLOGY, SEQUENCE OR EVALUATION METHODOLOGY
NO CLASS ROOM TRAINING ( class room training may be
applicable to certain departments)
REPETITIVE PROCESS TO GAIN DESIRED LEVEL OF SKILL BEFORE
ONE CAN BE DECLARED INDEPENDENT WORKER
MAINT / PRODUCTION DRIVES OJT
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Advantages
i. Training can be delivered at
optimum time and at site of workii. Trainee will have the opportunity to
practice immediately
iii.Immediate feedbackiv.Training by colleagues
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OJT ORGNIZTION
Trainee the mostimportant person
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Stages of On-the-Job Training
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6: TRAINING APPROACHES
(OFF-THE-JOB)
Classroom lectures
Films and videos
DemonstrationsCase studies
Simulations
Programmedinstruction
Interactive video disks
Virtual reality
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6: AND..
Computer-basedtraining
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6: EMPLOYEE
DEVELOPMENT
Future oriented
Education, not
trainingReasoning, decision
making
Personal growth
All employees, notjust managers
E l D l t
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Employee Development
Methods
Job rotationAssistant
to positions
Committee
assignment
Lectures
& Seminars
Team buildingThird-party
interventions
Coaching
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6: EMPLOYEE
DEVELOPMENT METHODS
Job rotation
Assistant-to positions
Committeeassignment
AND
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6: EMPLOYEE
DEVELOPMENT METHODS
Lectures andseminars
AND.
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6: EMPLOYEE
DEVELOPMENT METHODS
Coaching
Simulations
Outdoor training
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7: ORGANIZATION
DEVELOPMENT
Goal is to helporganizations(people) adapt tochange
Change affects
Technology
SystemsPeople
Processes
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7: ORGANIZATION
DEVELOPMENT GOALS
Help employees adaptto change
Build acceptance of
new cultureGenerate support for
whatever actions needto be taken
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7: ORGANIZATION
DEVELOPMENT METHODS
Climate surveys
Team building
Third-partyinterventions
Change agents
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7: OD - THE LEARNING
ORGANIZATION
ORGANIZATIONDEVELOPMENT
BECOMES
ORGANIZATIONALTRANSFORMATION
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8: EVALUATING TRAINING
AND DEVELOPMENT
NEEDS TO BE MORETHAN JUST FUN
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8: EVALUATING TRAINING
AND DEVELOPMENT
Cost effectiveness
Deficiencies corrected
Productivity measured
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8: PERFORMANCE-BASED
EVALUATION MEASURES
Post-trainingperformance method
Pre-post-trainingperformance method
Pre-post-trainingperformance withcontrol group method
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8: POST-TRAINING
PERFORMANCE
Train
Evaluate performance
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8: PRE-POST-TRAINING
PERFORMANCE
Establish/identify
baseline
Train
Evaluate performance
8 PRE POST TRAINING
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8: PRE-POST-TRAINING
WITH CONTROL GROUP
Establish/identifybaseline
Control groupHold out some
subjects
Do nothing to them
Train the restEvaluate performance
of both groups
Compare results
8 INTERNATIONAL
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8: INTERNATIONAL
ISSUES
Training
Culture
Language
Techniques
Development
Necessary for
executivesExpatriates