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HR Management 3. Formazione e Sviluppo

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Competenze-Profili e Valutazioni formative
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HR Management 3. Formazione e Sviluppo

  1. 1. 1 Training & Development
  2. 2. 2 Training Need Analysis Training Objectives Training Delivery Training Evaluation Training ProcessTraining Process What are the training needs for this person and/or job? Objective should be measurable and observable Techniques include on- the-job- training, action learning, etc. Measure reaction, learning, behavior, and results
  3. 3. 3 Assessing Training NeedsAssessing Training Needs Task Analysis A detailed analysis of a job to identify the skills required, so that an appropriate training program can be instituted Competency Analysis Careful study of competency level to identify a deficiency and then correct it with a training program, or some other development intervention.
  4. 4. 4 Competency AnalysisCompetency Analysis Required competency level for certain position Competency Gap Competency Assessment Current competency level of the employee Training andTraining and DevelopmentDevelopment ProgramProgram
  5. 5. 5 Competency Profile Per PositionCompetency Profile Per Position 1 2 3 4 5 Communication Skills Public Speaking Leadership Training Need Analysis Material Development Training Evaluation Communication Skills Interview Skills Analytical Thinking Understand Selection Tools Teamwork Customer Orientation Recruitment Supervisor Required Level Required CompetencyPosition Training & Development Manager Score Required Competency Type
  6. 6. 6 Position Competency Requirements Relevant Training Modules Leadership • Leadership I • Communication Skills I • The Art of Motivating Employees • Providing Effective Feedback SUPERVISOR Achievement Orientation • Goal Setting Technique • Work Motivation • Planning & Organizing • Continuous Self Improevement Managerial competency 1 2 3 4 Leadership Required Level Actual Level Achievement Orientation Teamwork Planning & Organizing Functional competency 1 2 3 4 Mechanical Engineering Mechanical Equipment Maintenance Competency Profile Per PositionCompetency Profile Per Position
  7. 7. 7 Training Matrix for Competency DevelopmentTraining Matrix for Competency Development Communication Skills V Leadership V Teamwork V Achievement Orientation V Customer Focus V Job Functional Skills V Communication Skills V Leadership V Teamwork V Achievement Orientation V Customer Focus V Strategic Thinking V Problem Solving & Decision Making V Job Functional Skills V Position Managerial Competency Supervisor Manager Productive Communication Series OnBecoming EffectiveLeader1 OnBecoming EffectiveLeader2 ServiceExcellence forCustomer Professional SeminarSeries Achievement MotivationTraining CreativeProblem Solving Strategic Management BuildingProductive Teamwork V = compulsory training Training Title
  8. 8. 8 Enhance Training EffectivenessEnhance Training Effectiveness Make theMake the materialmaterial meaningfulmeaningful Provide forProvide for transfer totransfer to learninglearning MotivateMotivate the traineethe trainee TrainingTraining EffectivenessEffectiveness
  9. 9. 9 Enhance Training EffectivenessEnhance Training Effectiveness Make theMake the materialmaterial meaningfulmeaningful • At the start of training, provide the trainees with a bird’s-eye view of the material to be presented. Knowing the overall picture facilitates learning. • Use a variety of familiar examples when presenting material • Organize the material so that it is presented in a logical manner and in meaningful units • Try to use terms and concepts that are already familiar to trainees • Use as many visual aids as possible
  10. 10. 10 Enhance Training EffectivenessEnhance Training Effectiveness Provide forProvide for transfer totransfer to learninglearning • Maximize similarity between the training situation and the work situation • Provide adequate training practice • Identify each feature of the step in the process
  11. 11. 11 Enhance Training EffectivenessEnhance Training Effectiveness MotivateMotivate the traineethe trainee • People learn best by doing. Try to provide as much realistic practice as possible • Trainees learn best when correct response on their part are immediately reinforced. • Trainees learn best when they learn at their own pace. If possible, let trainees pace themselves.
  12. 12. 12 Type of Training ProgramType of Training Program Formal courseFormal course OFF THE JOBOFF THE JOB SimulationSimulation Wilderness TripWilderness Trip • Does not interfere with job • Provides for fact learning • Helps transfer of learning • Creates lifelike situations • Builds teams • Builds self-esteem
  13. 13. 13 Type of Training ProgramType of Training Program Job instructionJob instruction trainingtraining ON THE JOBON THE JOB ApprenticeshipApprenticeship trainingtraining Job rotationJob rotation MentoringMentoring • Facilitates transfer of learning • Does not require separate facilities • Does not interfere with real job performance • Provides extensive training • Gives exposure to many jobs • Allows real learning • Is informal • Is integrated into job
  14. 14. 14 Evaluation of Training EffectivenessEvaluation of Training Effectiveness Level 1 - Reaction Level 2 - Learning Level 3 – Behavior Application Level 4 – Business Impact Four LevelsFour Levels of Trainingof Training EffectivenessEffectiveness
  15. 15. 15 Evaluation of Training EffectivenessEvaluation of Training Effectiveness Test the trainees to determine if they learned the principles, skills, and facts they were to learn. Evaluate trainees’ reactions to the program. Did they like the program? Did they think it worthwhile? Level 1 -Level 1 - ReactionReaction Level 2 -Level 2 - LearningLearning
  16. 16. 16 Evaluation of Training EffectivenessEvaluation of Training Effectiveness What final results were achieved in terms of the training objectives previously set? Did the number of customer complaints about employee drop? Did the reject rate improve? Was turnover reduced, and so forth. Ask whether the trainees’ behavior on the job changed because of the training program. For example, are employees in the store’s complaint department more courteous toward disgruntled customers than previously? Level 3 –Level 3 – BehaviorBehavior ApplicationApplication Level 4 –Level 4 – BusinessBusiness ImpactImpact

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