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Managing Human Resources, Luis Gomez Mejia,  David Balkin,Ch1, Managing Human Resources 6e Luis Gomez Mejia  David Balkin, Ch8, Vahdi Boydaş, Mensur Boydaş
 

Managing Human Resources, Luis Gomez Mejia, David Balkin,Ch1, Managing Human Resources 6e Luis Gomez Mejia David Balkin, Ch8, Vahdi Boydaş, Mensur Boydaş

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Vahdi Boydaş, Mensur Boydaş

Vahdi Boydaş, Mensur Boydaş

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    Managing Human Resources, Luis Gomez Mejia,  David Balkin,Ch1, Managing Human Resources 6e Luis Gomez Mejia  David Balkin, Ch8, Vahdi Boydaş, Mensur Boydaş Managing Human Resources, Luis Gomez Mejia, David Balkin,Ch1, Managing Human Resources 6e Luis Gomez Mejia David Balkin, Ch8, Vahdi Boydaş, Mensur Boydaş Presentation Transcript

    • (c) 2007 by Prentice Hall 8-1 Training the WorkforceTraining the Workforce Chapter 8Chapter 8
    • (c) 2007 by Prentice Hall 8-2 • Determine when employees need training and the best type of training given a company’s circumstances • Recognize the characteristics that make training programs successful • Weigh the costs and benefits of a computer- based training program • Design job aids as complements or alternatives to training • Understand how to socialize new employees effectively Chapter 8 OverviewChapter 8 Overview
    • (c) 2007 by Prentice Hall 8-3 • How can training keep pace with aHow can training keep pace with a changing organizational environment?changing organizational environment? • Should training take place in a classroomShould training take place in a classroom setting or on the job?setting or on the job? • How can training be effectively deliveredHow can training be effectively delivered worldwide?worldwide? • How can training be delivered so thatHow can training be delivered so that trainees are motivated to learn?trainees are motivated to learn? Key Training IssuesKey Training Issues
    • (c) 2007 by Prentice Hall 8-4 • TrainingTraining – The process of providing– The process of providing employees with specific skills or helpingemployees with specific skills or helping them correct deficiencies in theirthem correct deficiencies in their performance.performance. • DevelopmentDevelopment – An effort to provide– An effort to provide employees with the abilities theemployees with the abilities the organization will need in the future.organization will need in the future. Training vs. DevelopmentTraining vs. Development
    • (c) 2007 by Prentice Hall 8-5 • Is training the solution to the problem? • Are the goals of training clear and realistic? • Is training a good investment? • Will the training work? Challenges in TrainingChallenges in Training
    • (c) 2007 by Prentice Hall 8-6 • Steps to maximize chances that lessons transfer back to the workplace – Be a teacherBe a teacher – Assign yourself homeworkAssign yourself homework – Develop your own job aidsDevelop your own job aids – Get a training partnerGet a training partner – Ask for helpAsk for help Customer-Driven HR – Transfer Training:Customer-Driven HR – Transfer Training: Moving from Learning to DoingMoving from Learning to Doing
    • (c) 2007 by Prentice Hall 8-7 • The assessment phaseThe assessment phase • Clarifying the objectives of trainingClarifying the objectives of training • The training and conduct phaseThe training and conduct phase • The evaluation phaseThe evaluation phase • Legal issues and trainingLegal issues and training Managing the Training ProcessManaging the Training Process
    • (c) 2007 by Prentice Hall 8-8 The Training and Conduct PhaseThe Training and Conduct Phase • Location Options – OJTLocation Options – OJT –Job rotationJob rotation –ApprenticeshipsApprenticeships –InternshipsInternships Managing the Training ProcessManaging the Training Process
    • (c) 2007 by Prentice Hall 8-9 Managing the Training ProcessManaging the Training Process The Training andThe Training and ConductConduct Phase:Phase: PresentationPresentation OptionsOptions • Slides and VideotapesSlides and Videotapes • TeletrainingTeletraining • ComputersComputers • SimulationsSimulations • Virtual RealityVirtual Reality • Classroom InstructionClassroom Instruction and Role-playsand Role-plays
    • (c) 2007 by Prentice Hall 8-10 Managing the Training ProcessManaging the Training Process • The Training andThe Training and Conduct Phase:Conduct Phase: • Types of TrainingTypes of Training • Skills Training –Skills Training – job aidsjob aids • RetrainingRetraining • Cross-functionalCross-functional TrainingTraining • Team TrainingTeam Training
    • (c) 2007 by Prentice Hall 8-11 Managing the Training ProcessManaging the Training Process • CreativityCreativity Training –Training – brainstormingbrainstorming • Literacy TrainingLiteracy Training • Diversity TrainingDiversity Training • Crisis TrainingCrisis Training • Customer ServiceCustomer Service TrainingTraining • The Training andThe Training and Conduct Phase:Conduct Phase: • Types of Training -Types of Training - continuedcontinued
    • (c) 2007 by Prentice Hall 8-12 • Is it worth it? – The ROI of trainingIs it worth it? – The ROI of training ROI is calculated using this formula:ROI is calculated using this formula: ROI = (Training Benefits – Training Costs)/(Training Costs) x 100ROI = (Training Benefits – Training Costs)/(Training Costs) x 100 = (Net Training Benefits)/(Training Costs) x 100= (Net Training Benefits)/(Training Costs) x 100 The Evaluation PhaseThe Evaluation Phase
    • (c) 2007 by Prentice Hall 8-13 • Plan aheadPlan ahead • Determine what you will measureDetermine what you will measure • Design how the effectiveness ofDesign how the effectiveness of training will be assessedtraining will be assessed • Convert nonmonetary measures toConvert nonmonetary measures to dollar termsdollar terms Some Suggestions RegardingSome Suggestions Regarding ROI of TrainingROI of Training
    • (c) 2007 by Prentice Hall 8-14 Legal Issues in Training • The major requirement here is thatThe major requirement here is that employees must have access toemployees must have access to training and development programs intraining and development programs in a nondiscriminatory fashiona nondiscriminatory fashion The Evaluation PhaseThe Evaluation Phase
    • (c) 2007 by Prentice Hall 8-15 • Steps to create a positive orientationSteps to create a positive orientation experience – orientation and socializationexperience – orientation and socialization 1.1. Give a callGive a call 2.2. Let them know the rulesLet them know the rules 3.3. Explain who’s whoExplain who’s who 4.4. Do it with classDo it with class 5.5. Do the tourDo the tour 6.6. Help them hit the ground runningHelp them hit the ground running 7.7. Make it funMake it fun Building New Workers’Building New Workers’ ConfidenceConfidence
    • (c) 2007 by Prentice Hall 8-16 • Training vs. Development • Challenges in Training • Managing the Training Process • A Special Case: Employee Orientation and Socialization Summary and ConclusionsSummary and Conclusions