M9

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M9

  1. 1. CHAPTER 9 TRAINING AND DEVELOPMENT PowerPoint Presentation by Charlie Cook Copyright © 2002 South-Western. All rights reserved
  2. 2. Training and Development <ul><li>Training and Development </li></ul><ul><ul><li>Represents an ongoing investment in employees and realizes that employees are assets with value. </li></ul></ul><ul><li>Importance of Training and Development </li></ul><ul><ul><li>Rapid technological changes cause skill obsolescence. </li></ul></ul><ul><ul><li>Redesign of work brings about the need for new skills. </li></ul></ul><ul><ul><li>Mergers and acquisitions have increased the need for integrating employees into different corporate cultures. </li></ul></ul><ul><ul><li>Employees are moving between employers more often, necessitating the training of more new hires. </li></ul></ul><ul><ul><li>Globalization of business requires new knowledge and skills. </li></ul></ul>
  3. 3. Benefits of Training and Development <ul><li>Individual employee </li></ul><ul><ul><li>Increased employee marketability </li></ul></ul><ul><ul><li>Increased employee employability security </li></ul></ul><ul><li>Organization </li></ul><ul><ul><li>Improved bottom line, efficiency, and profitability </li></ul></ul><ul><ul><li>Increased flexible in having employees who can assume different and varied responsibilities </li></ul></ul><ul><ul><li>Reduced layers of management </li></ul></ul><ul><ul><li>Helps make employees more accountable for results. </li></ul></ul>
  4. 4. Planning and Strategizing Training
  5. 6. Setting Training Objectives <ul><li>Align/match identified training needs with training objectives. </li></ul><ul><li>Define objectives in specific, measurable terms: </li></ul><ul><ul><li>In terms of desired employee behaviors. </li></ul></ul><ul><ul><li>In terms of the results that are expected to follow from such behaviors. </li></ul></ul><ul><li>An source of information for setting objectives can be the data on performance deficiencies that is contained in the organization’s performance management system. </li></ul>
  6. 7. Design and Delivery <ul><li>Critical Training Design Issues </li></ul><ul><ul><li>Interference from and the difficulty of overcoming prior training, learning or established habits. </li></ul></ul><ul><ul><li>Whether or not employees transfer (utilize) the newly learned skills back to the job. </li></ul></ul><ul><ul><li>Having an organizational environment that is supportive of training and development. </li></ul></ul><ul><ul><li>The choice of a training environment (e.g., on-the-job training) that closely approximates or simulates actual job or working conditions to facilitate the transfer of learning. </li></ul></ul>
  7. 8. Evaluation <ul><li>Is an integral part of the overall training program. </li></ul><ul><li>Provides feedback on the effectiveness of the training program. </li></ul><ul><li>Evaluation criteria should be established in tandem with and parallel to training objectives. </li></ul>
  8. 10. Integrating Training with Performance Management Systems and Compensation
  9. 11. Reading 9.1: Strategies that Impact the Transfer of Learning <ul><li>Effective Scheduling of Training Session </li></ul><ul><ul><li>Morning hours, fewer hours per session, more frequency. </li></ul></ul><ul><li>Training at the Appropriate Time </li></ul><ul><ul><li>Deliver training as close to the actual time when learning will used/needed on the job. </li></ul></ul><ul><li>Pre-training Preparation </li></ul><ul><ul><li>Employees need to be made aware of the benefit and importance of training. </li></ul></ul><ul><li>Training Delivery </li></ul><ul><ul><li>Training and transfer are enhanced by using a variety of training techniques. </li></ul></ul>
  10. 12. Reading 9.2: Key Factors Influencing Training Program Success <ul><li>Planning </li></ul><ul><ul><li>Establish a structured linkage between the organization’s strategic mission and the goals of training and development initiatives. </li></ul></ul><ul><li>Doing </li></ul><ul><ul><li>Select a specific training program content and choose a appropriate training method to deliver the content. </li></ul></ul><ul><li>Checking </li></ul><ul><ul><li>Evaluate training results by measuring participant reactions and responses to behavioral exercises during the training. </li></ul></ul><ul><li>Acting </li></ul><ul><ul><li>Determine how sustain and enhance the role of training and development in the organization. </li></ul></ul>

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