1 / 20

TRAINING & DEVELOPING EMPLOYEES

TRAINING & DEVELOPING EMPLOYEES. Human Resource Management. Activities necessary for staffing the organization and sustaining high employee performance. STEPS TO EFFECTIVE TRAINING. Assessment Development Develop objectives Select method and location Conduct training Evaluate Training.

boone
Download Presentation

TRAINING & DEVELOPING EMPLOYEES

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. TRAINING & DEVELOPINGEMPLOYEES

  2. Human Resource Management • Activities necessary for staffing the organization and sustaining high employee performance.

  3. STEPS TO EFFECTIVE TRAINING • Assessment • Development • Develop objectives • Select method and location • Conduct training • Evaluate Training

  4. STEP 1: NEEDS ASSESSMENT • Purpose of Needs Analysis? • How would you do that?

  5. Components of Needs Assessment • Organizational Analysis • Determine if training is needed and where • Pressure points • Strategic Changes • Training culture • Task Analysis • Person Analysis

  6. TASK ANALYSIS • Develop initial list of tasks involved in reaching a performance objective • Identify essential tasks • Frequency, Difficulty, Criticality • Emphasize those that affect org. performance • Determine required knowledge, skills or abilities to perform those tasks • How?

  7. TASK ANALYSIS METHODS

  8. PERSON ANALYSIS • Purpose?

  9. Due to inadequate aptitude? Selection Problem Is problem due to lack of ability? Due to lack of skills or knowledge? Training Problem Due to poorly understood or unrealistic expectations? Expectations Problem Due to rewards not being valued? Incentives Problem Is problem due to lack of motivation? Due to rewards not being linked to job performance or nor being distributed fairly? Instrumentality or Equity Problem Due to person not believing task can be accomplished? Expectancy/Efficacy Problem Is problem due to performance obstacles? Provide resources/ remove obstacles PerformanceDiagnosis Model

  10. PERSON ANALYSIS • Who needs training? • Characteristics of trainees • Readiness (basic skills; prerequisites) • Motivation • Solutions?

  11. STEP 2:DEVELOPMENT • Set Objectives • Select methods and techniques

  12. TRAINING OBJECTIVES • Purpose? • Effective Training Objectives:

  13. TRAINING METHODS • On-the-Job • Off-the-Job

  14. Training Methods • Presentation (Lecture; Audiovisual) • Advantages? • Disadvantages? • Good for teaching? • Hands-on (OTJ; Sim.; games; cases; role play) • Advantages? • Disadvantages? • Good for teaching? • Team Building (Adventure & Active learning; Team Train) • Advantages? • Disadvantages?

  15. CHOOSING A METHOD

  16. STEPS TO EFFECTIVE TRAINING • Assess Needs • Development • Develop objectives • Select method and location • Conduct training • Evaluate Training • What criteria should be measured? • How should change be measured?

  17. Kirkpatrick’s “Levels” of Evaluation

  18. STEP 3: EVALUATION What criteria should be measured? How should change be measured? • Did change occur? • Was change due to training?

  19. Non-Experimental Designs • After-Only (Case Study) Design Training Measure • One-Group Pre-Post Design Pre-Test Training Measure

  20. EXPERIMENTAL DESIGNS • Two-Group Post-Test Only Design T: Training Measure C: Measure • Two-Group Pre/Post-Test Design T: Pre-Test Training Measure C: Pre-Test Measure

More Related