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Chapter 7
Training and Developing Employees
1. Summarize the purpose and process of employee orientation.2. List and briefly explain each of the five steps in the training process.3. Conduct a needs assessment to identify training requirements.4. Explain how to distinguish between problems you can fix with training and those you can’t.5. Discuss how you would motivate trainees.6. Explain how to use five training techniques.7. List and briefly discuss four management development methods.8. List and briefly discuss the eight steps in leading organizational change.9. Answer the question, “What is organizational development and how does it differ from
traditional approaches to organizational change?”10. Explain what to consider in evaluating the effectiveness of a training program.
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Orienting and On-boarding New Employees
Employee Orientation
A procedure for providing new employees with basic background information about the firm
Welcoming new employees
What is the Purpose of Employee Orientation?
Provide them with basic information
Helping employees to understand the organization Helping employees to socialize
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Orienting and On-boarding New Employees
The Orientation Process
The Employee Handbook Orientation Technology
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Overview of the Training Process
Training
The process of teaching new or present employees the basic skills they need to perform their jobs.
Negligent Training
A situation where an employer fails to train adequately, and the employee subsequently harms a third party.
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Overview of the Training Process
Aligning Strategy and Training
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.
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Overview of the Training Process
The ADDIE Five Step Training Process
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2
3
4
5
Design the overall training program.
Analyze the training need.
Develop the course (actually assembling/creating the training materials).
Implement training, by actually training the targeted employee group usingmethods
Evaluate the course’s effectiveness
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Overview of the Training Process
Conducting the Training Needs Analysis
Job Requirements Employee Capabilities
Training
Gap
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Overview of the Training Process
Conducting the Training Needs Analysis
Strategic Training Needs Analysis Current Training Needs Analysis
Task Analysis: Analyzing New Employees Training Needs
Talent Management: Using Profiles and Competency Models
Performance Analysis: Analyzing Current Employees Training needs
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Overview of the Training Process
Conducting the Training Needs Analysis
Training Needs Analysis
Is training a solution?
Is training the best solution?
Can’t Do
Won’t Do
Training Problem
Other Problems
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Overview of the Training Process
Designing the Training Program
Setting learning objectives Creating a motivational learning environment
Making the learning meaningful Making skills transfer obvious and easy
Reinforcing the learning Ensuring transfer of learning to the job
Other training design issues
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Overview of the Training Process
Developing the Program
Training content Materials
Specific instructional methods Custom
Off-the-shelf
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Implementing Training Programs
1 On the job training (coaching – understudy – job rotation – special assignments– mentoring - reverse mentoring)
2 Apprenticeship training
3 Informal learning
4 Job instruction training
5 Lectures
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Implementing Training Programs
6 Programmed learning (intelligent tutoring systems)
7 Audiovisual based training (DVD – films – PP presentations – videoconferencing– audiotapes – videotapes)
8 Vestibule Training
9 Electronic Performance Support Systems (EPSS)
10 Videoconferencing
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Implementing Training Programs
11 Computer-Based Training (CBT)
12 Simulated Learning
13 Internet-Based Training (Learning portals)
14 Improving Productivity Through HRIS (Learning Management Systems)
15 Mobile Learning
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Implementing Training Programs
16 The Virtual Classroom
17 Lifelong and Literacy Training Techniques
18 Diversity Training
19 Team Training
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Implementing Management Development Programs
Management Development
Any attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills.
Strategy’s Role in Management Development
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Implementing Management Development Programs
Managerial On-the-Job Training
1 Coaching – Understudy
2 Job Rotation
3 Action Learning
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Implementing Management Development Programs
Off-the-Job Management Training and Development Techniques
1 The case study methods
2 Management games
3 Outside seminars
4 University related programs
5 Role playing
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Implementing Management Development Programs
Off-the-Job Management Training and Development Techniques
6 Behavior modeling
7 Corporate universities
8 Executive coaches
9 The SHRM Learning System
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Managing Organizational Change Programs
What to change?
What is the HR managers role in change?
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Managing Organizational Change Programs
What are Change Approaches?
1 Lewin’s Change Approach
2 Organizational Development Approach
WhatAre The
HumanResource
ManagementApplications
ForEach
Approach?
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Evaluating the Training Efforts
Time series design
Controlled experimentation
Designing the Study
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Evaluating Training and Development
Effectiveness
Cost Effectiveness
1- Reaction
2- Learning
3- Behavior
4- Results
Training Effects to be Measured
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