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KYTC. Prepared by: Safaa S.Y. Dalloul. Training and Development | Unit 4. http ://safaadalloul.wordpress.com. 2013-2014. Elements of Lecture . Career Planning and Development Training and human resource issues in small e-businesses Introduction Training and HR in small e-businesses

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training and development unit 4

KYTC

Prepared by: Safaa S.Y. Dalloul

Training and Development | Unit 4

http://safaadalloul.wordpress.com

2013-2014

elements of lecture
Elements of Lecture
  • Career Planning and Development
  • Training and human resource issues in small e-businesses
    • Introduction
    • Training and HR in small e-businesses
    • An illustrative and personal research agenda
    • Concluding remarks
  • Introduction to Training and Development
  • Job and Career Security
  • HR Development
  • Training and Development
  • The Training and Development Process
    • Determining TD Needs
    • Establishing TD Objectives
    • Selecting TD Methods
    • Implementing TD Programs
    • Evaluate TD
introduction to training and development
Introduction to Training and Development
  • Why Training and Development?
    • To improve employees\' competency and organizational performance.
    • To do their jobs and career well
    • To keep pace with the organization as it changes and grows.
    • To align a firm\'s employees with its corporate strategies.
job and career security
Job and Career Security
  • Job security implies security in one job, often with one company.
  • Career security requires developing marketable skills and expertise that help ensure employment within a range of careers.
hr development
HR Development
  • Human resource development is a major HRM function that consists of:
  • Training and development.
  • Individual career planning.
  • Development activities.
  • Organization development.
  • Performance appraisal.
  • Activity that emphasizes T&D needs.
training and development
Training and Development

Training: activities are designed to provide learners with the knowledge and skills needed for their present jobs.

Development: Learning that goes beyond today\'s job and has a more long-term focus.

training and development1
Training and Development

Training: activities are designed to provide learners with the knowledge and skills needed for their present jobs.

Development: Learning that goes beyond today\'s job and has a more long-term focus.

training and development2
Training and Development

Training: activities are designed to provide learners with the knowledge and skills needed for their present jobs.

Development: Learning that goes beyond today\'s job and has a more long-term focus.

training and development3
Training and Development
  • The most prominent changes affecting T&D:
  • Changes in organization structure caused by mergers, rapid growth, downsizing and outsourcing.
  • Changes in technology and the need for more highly skilled workers.
  • Changes in the educational level of employees, some more highly educated, others needing remedial training.
training and development4
Training and Development
  • The most prominent changes affecting T&D:
  • Changes in humanresources creating a diverse workforce consisting of many groups.
  • Competitive pressures are necessitating flexible courses and just-in-time and just-what\'s-needed training.
  • Increased emphasis on learning organizations and human performance management.
training and development process

External Environment

Internal Environment

Select T&D Method(S)

Establish Specific Objectives

Determine T&D Needs

Implement T&D Programs

Evaluate T&D Programs

Training and Development Process
how can we determine the t d needs
How Can We Determine the T&D Needs?

Organizational analysis: from an overall organizational perspective, the firm\'s strategic mission, goals, and corporate plans are studied, along with the results of human resource planning.

Task analysis: focuses on the tasks required to achieve the firm\'s purposes. Job descriptions are important data sources for this analysis level.

how can we determine the t d needs1
How Can We Determine the T&D Needs?
  • Person analysis: determining individual training needs is the final level. The relevant questions are:
    • Who needs to be trained?
    • What kind of knowledge, skills and abilities (KSA) do employees need? Performance appraisals and interviews or surveys of supervisors and job incumbents are helpful at this level.
establishing td objectives
Establishing TD Objectives

Training and development must have clear and concise objectives.

The purpose of training is firstly established, and then the specific learning objectives about what the training should accomplish.

By objectives, managers can determine whether training has been effective.

selecting td methods
Selecting TD Methods
  • Classroom programs
  • Instructor-led training in the classroom is the most popular training method.
  • The advantage of classroom programs is that the instructor may convey a great deal of information in a relatively short time.
selecting td methods1
Selecting TD Methods
  • Classroom programs
  • The effectiveness of classroom programs improves when:
    • Groups are small enough to permit discussion.
    • When the instructor is able to capture the imagination of the class and utilize multimedia in an appropriate manner.
selecting td methods2
Selecting TD Methods
  • Monitoring and coaching
  • Monitoring: is an approach to advising, coaching, and nurturing for creating a practical relationship to enhance individual career, personal and professional growth and development. And focuses on skills to develop employees to perform to their highest potential and leading to career advancement.
selecting td methods3
Selecting TD Methods
  • Monitoring and coaching
  • Coaching: is a responsibility of the immediate boss and provides assistance much as the same as a mentor.
    • Groups are small enough to permit discussion.
    • When the instructor is able to capture the imagination of the class and utilize multimedia in an appropriate manner.
selecting td methods4
Selecting TD Methods
  • Monitoring and coaching
  • Reverse mentoring: is a process where the older employees learn from the younger employees.
selecting td methods5
Selecting TD Methods
  • Case Study
  • Training method in which trainees study the information provided in the case and make decisions based on it..
selecting td methods6
Selecting TD Methods
  • Videotapes
  • The use of videotapes is a popular training method.
  • Small businesses that cannot afford more expensive approaches.
  • Provides the flexibility desired by any firm.
  • Behavior modeling utilizes videotapes to illustrate interpersonal skills and shows how managers function in various situations.
selecting td methods7
Selecting TD Methods
  • Role playing
  • A training method in which participants are required to respond to specific problems they may actually encounter in their jobs.
  • Trainees learn by doing.
selecting td methods8
Selecting TD Methods
  • Apprenticeship training
  • A combination of classroom instruction with on-the-job training.
  • It is common with craft jobs, such as those of plumber, barber, carpenter … etc.
selecting td methods9
Selecting TD Methods
  • Vestibule Training
  • Training that takes place away from the production area on equipment that closely resembles the actual equipment used on the job.
selecting td methods10
Selecting TD Methods

Simulation

Training approach utilizes devices or programs replicating tasks away from the job site.

The devices range from simple paper mock-ups of mechanical devices to computerized simulations of total environments.

selecting td methods11
Selecting TD Methods
  • Simulation
  • Training and development specialists may use simulated sales counters, automobiles, and airplanes.
selecting td methods12
Selecting TD Methods

Business games

Simulations, computer-based or non-computer-based that attempt to duplicate selected factors in a particular business situation, which the participants manipulate.

selecting td methods13
Selecting TD Methods

Basket training

A simulation in which the participant is asked to establish priorities for and then handle a number of business papers such as memoranda, reports, and telephone messages that would typically cross a manager\'s desk.

selecting td methods14
Selecting TD Methods

Distance learning and videoconferencing

A great deal of training takes place using this technology, offering the prospect of increasing the number of trainees and at the same time saving companies money.

Distance learning, videoconferencing, and similar technology can increase access to training consistency of instruction, and reduce the cost of delivering T&D programs.

selecting td methods15
Selecting TD Methods

Computer-bases training

A teaching method that takes advantage of the speed, memory, and data manipulation capabilities of the computer for greater flexibility of instruction.

selecting td methods16
Selecting TD Methods

E-learning (Web-based Training)

It is an umbrella term describing online instruction.

The versatility of online instruction has important implications for T&D since the demand for an educated and empowered workforce is critical in the new economy.

E-learning (Web-based training) is available anytime, anywhere in the world and in different languages.

selecting td methods17
Selecting TD Methods

On-the-job training

It is an informal approach to training in which an employee learns job tasks by actually performing them.

management development
Management Development

Learning experiences are provided by an organization for the purpose of upgrading skills and knowledge required in current and future managerial positions.

management development1

In-house

Management Development
  • Training that is more specific to needs.
  • Lower costs.
  • Less time.
  • Consistent and relevant material.

In-House Development is in-side the organization by using the internal sources For many reasons:

management development2

In-house

Management Development
  • More control of content and faculty.
  • Development of organizational culture and teamwork.

In-House Development is in-side the organization by using the internal sources For many reasons:

management development3

Out-house

Management Development
  • An outside perspective.
  • New viewpoints.
  • Exposure to faculty experts and research.
  • Broader vision.

In-House Development is Out-side the organization by using the external sources For many reasons:

implementing td programs
Implementing TD Programs
  • A perfectly conceived training program can fail if management cannot convince the participants of its merits.
  • Participants must believe that the program has value and will help them to achieve their personal and professional goals.
implementing td programs1
Implementing TD Programs
  • Implementation of training program difficulties:
    • It implies change, which employees may strongly resist.
    • Participant\'s feedback is vital, as there are often bugs in new programs.
implementing td programs2
Implementing TD Programs
  • Implementation of training program difficulties:
    • It may be difficult to schedule the training around present work requirement, unless the employee is new to the firm.
    • It is important to maintain training records including how well employees perform during the training and on the job. (i.e. Follow up + Cost)
evaluate td
Evaluate TD
  • We have different approaches to evaluate TD:
    • Participants\' opinions: it is asking the participant\'s about their opinions to provide a response and suggestions for improvements.
    • Extent of learning:
      • Administering tests are to determine what the participants in a T&D program have learned.
evaluate td1
Evaluate TD
  • We have different approaches to evaluate TD:
    • Behavioral change: tests may accurately indicate what trainees learn, but they give little insight into whether the training leads participants to change their behavior.
    • Accomplishment of T&D objectives: determining the extent to which programs have achieved stated objectives and have actually impacted performance.
career planning and development
Career Planning and Development
  • Career is a general course that a person chooses to pursue throughout his or her working life. “Usually Change”
  • Career Planning is an on-going process whereby an individual sets career goals and identifies the means to achieve them.
career planning and development1
Career Planning and Development
  • Organizational Career Planning is the planned succession of jobs worked out by a firm to develop its employees.
team together everyone achieve more
TEAM: Together Everyone Achieve More

Break

What is the life?

TEAM

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