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Chapter 8. Training and Developing Employees. Describe the basic training process. Describe and illustrate how you would go about identifying training requirements. Explain how to distinguish between problems you can fix with training and those you can’t.

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chapter 8
Chapter 8

Training and Developing Employees

  • Describe the basic training process.
  • Describe and illustrate how you would go about identifying training requirements.
  • Explain how to distinguish between problems you can fix with training and those you can’t.
  • Explain how to use five training techniques.
orienting employees
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?
orienting employees1
Orienting Employees

The Orientation Process

  • Formal Orientation
  • Informal Orientation

The Employee Handbook

the training process
The Training Process

Training

  • The process of teaching new or present employees the basic skills they need to perform their jobs.
the training process1
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.
the training process2

1

2

3

4

5

The Training Process

The Five Step Training and Development Process

  • Needs analysis
  • Instructional design
  • Validation
  • Implement the program
  • Evaluation
the training process3

Training

needs

analysis

Setting

training

objectives

The Training Process

Training

needs

identification

Evaluation

The

Training

Cycle

Model

Implementing

training

program

Designing

training

program

the training process4
The Training Process

Training, Learning, and Motivation

  • How to make learning meaningful?
  • How to make skills transfer easy?

Motivation Principles for Trainers

the training process5

Training

  • Gap

Job Requirements

  • Employee Capabilities
The Training Process

Analyzing Training Needs

the training process6
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?
the training process7
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?

the training process8
The Training Process

Negligent Training

  • A situation where an employer fails to train adequately, and the employee subsequently harm a third party.
the training process9
The Training Process

Establishing Training and development Objectives

Training Objectives and Goals

  • Competency input – working conditions – standards & measurement
training methods
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)

training methods1
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

management development
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.
management development1
Management Development

Managerial On-the-Job Training

1

On the job training

2

Coaching – Understudy

3

Action Learning

management development2
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

management development3
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

managing organizational change and development
Managing Organizational Change and Development

What to change?

What is the HR managers role in change?

managing organizational change and development1
Managing Organizational Change and Development

What are Change Approaches?

1

Lewin’s Change Approach

What

Are

The

Human

Resource

Management

Applications

For

Each

Approach?

2

Organizational Development Approach

3

Total Quality Management Approach

4

Reengineering Approach

evaluating training and development
Evaluating Training and Development

Designing the Study

  • Time series design
  • Controlled experimentation
evaluating training and development1
Evaluating Training and Development

Training Effects to be Measured

Effectiveness

1- Reaction

2- Learning

3- Behavior

Cost Effectiveness

4- Results

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