Training and Developing Employees

1. Chapter 8 Part 3 | Training and Development Training and Developing Employees © 2008 Prentice Hall, Inc. All rights reserved. www.bzupages.com

2. After studying this chapter, you should be able to: • 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. © 2008 Prentice Hall, Inc. All rights reserved.

3. Orientation Helps New Employees Feel Welcome and At Ease Understand the Organization Know What Is Expected in Work and Behavior Begin the Socialization Process Purpose of Orientation © 2008 Prentice Hall, Inc. All rights reserved.

4. Company Organization and Operations Employee Benefit Information Employee Orientation Personnel Policies Safety Measures and Regulations Facilities Tour Daily Routine The Orientation Process © 2008 Prentice Hall, Inc. All rights reserved.

5. Training Needs Analysis Task Analysis: Assessing New Employees’ Training Needs Performance Analysis: Assessing Current Employees’ Training Needs Analyzing Training Needs © 2008 Prentice Hall, Inc. All rights reserved.

6. Assessment Center Results Performance Appraisals Methods for Identifying Training Needs Individual Diaries Job-Related Performance Data Attitude Surveys Observations Tests Interviews Assessing Current Employees’ Training Needs © 2008 Prentice Hall, Inc. All rights reserved.

7. Programmed Learning • Advantages • Reduced training time • Self-paced learning • Immediate feedback • Reduced risk of error for learner Presenting questions, facts, or problems to the learner Allowing the person to respond Providing feedback on the accuracy of answers © 2008 Prentice Hall, Inc. All rights reserved.

8. Teletraining Videoconferencing Distance Learning Methods Internet-Based Training E-Learning and Learning Portals Distance and Internet-Based Training © 2008 Prentice Hall, Inc. All rights reserved.

9. Employer Responses to Functional Illiteracy Testing job candidates for basic skills Instituting basic skills and literacy programs Literacy Training Techniques © 2008 Prentice Hall, Inc. All rights reserved.

10. Long-Term Focus of Management Development Appraising managers’ current performance Developing the managers and future managers Assessing the company’s strategic needs Management Development © 2008 Prentice Hall, Inc. All rights reserved.

11. Managerial On-the-Job Training Job Rotation Coaching/Understudy Approach Action Learning Management Development (cont’d) © 2008 Prentice Hall, Inc. All rights reserved.

12. What to Change Strategy Culture Structure Technologies Employees Managing Organizational Change and Development © 2008 Prentice Hall, Inc. All rights reserved.

13. The Human Resource Manager’s Role Organizing and leading organizational change Effectively using organizational development practices Overcoming resistance to change Managing Organizational Change and Development (cont’d) © 2008 Prentice Hall, Inc. All rights reserved.

14. employee orientation training performance management negligent training task analysis performance analysis on-the-job training apprenticeship training job instruction training (JIT) programmed learning simulated training electronic performance support systems (EPSS) job aid management development succession planning job rotation action learning case study method management game role playing outsourced learning behavior modeling in-house development center organizational development controlled experimentation K E Y T E R M S © 2008 Prentice Hall, Inc. All rights reserved.