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HRM Davis ch 10 Training and development 2014


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Lecture material for Human Resources Management base on the book by Werther and Davies

Published in: Recruiting & HR
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HRM Davis ch 10 Training and development 2014

  2. 2. TRAINING & DEVELOPMENT Training Design Training Technique Benefit of Training Training Evaluation Univerisitas TELKOM 2014 2
  3. 3. TRAINING VS DEVELOPMENT Training : Improving employee’s skills for the current jobs Short terms orientation Development : Enhance and increasing knowledge for the future development Long terms orientation Which one is the better??? Univerisitas TELKOM 2014 3
  4. 4. TRAINING VS DEVELOPMENT Univerisitas TELKOM 2014 4
  5. 5. TUGAS MANDIRI Read p. 282 Learn and understand the trainingprogram at Corning Glass Work! Univerisitas TELKOM 2014 5
  6. 6. WHAT TRAINING CAN DO Helping the employee to learn new skill Help the employee to make adjustment with the organization changes Helping the employee to undertsand the organization goals Show the organization commitment toward employee development Enhance and enrich the employee’s skill so they can contribute more Univerisitas TELKOM 2014 6
  7. 7. TRAINING CAN’T .. Turn the unproductive employee to become the productive one Increase or better performance Resolving the performance problems Change bad leader into the good one Reduce or eliminate communication barriers Univerisitas TELKOM 2014 7
  8. 8. TRAINING AS… Tools for the organization to equip the employee with the needed skill for now and the future work demand/career Univerisitas TELKOM 2014 8
  9. 9. TRAINING SUCCESS FACTORS Support from top management Manager’s commitment Use of the right technology Level of organization complexity Suitability between the need and the training proram Trainee comitment The ability to design and deliver The demand from the supervisor for behavior changing Univerisitas TELKOM 2014 9
  10. 10. DESIGNING TRAINING PROGRAM Univerisitas TELKOM 2014 10 Need analysis Training objective Kriteria keberhasilan Program Delivery method execution Improved Employee SKA Evaluation
  11. 11. NEEDS ANALYSIS Activity to diagnose the current situation and the future need Where to find the information? Sales/production records Employee performance Customer complaints Employee/supervisor discussion Management review Should be administered in order to optimize the training cost. Univerisitas TELKOM 2014 11
  12. 12. NEEDS ANALYSIS •New work procedure •New tools/machinery •New laws/regulation •New technology applied •New product or services •Business development •Poor performance •Career development •……………………………. Sources of training need Univerisitas TELKOM 2014 12
  13. 13. Type of training Orientation (new employee, new location) Career related (promotion) Regular job improvement (new tools, new procedures) Univerisitas TELKOM 2014 13 TRAINING GOALS
  14. 14. TRAINING GOALS Sets up the standard of the performance, behavior, other conditions which employee should possess after the training. Theses standard then become the basis for the training evaluation. The objectives should be clear, specific, measureable, achievable, time framed Univerisitas TELKOM 2014 14
  15. 15. TRAINING GOALS Examples of training objectives in telco industry; Increase the speed and accuracy of the Customer Care Improve custmer satisfaction Minimize the customer complaint New sales target for VAS or other services Reducing churn rate Increasing ARPU New market penetration Increasing customer base Univerisitas TELKOM 2014 15
  16. 16. TRAINING PROGRAM The depth and width of the training program and design influenced by the TNA result and training goals. What SKA should be improved or what should be changed from the current behavior. Univerisitas TELKOM 2014 16
  17. 17. TRAINING METHOD Ideally, training method should concern about the trainee learning stye The good training method could help accelerate the trainee capability to understand what they learn Univerisitas TELKOM 2014 17
  18. 18. TRAINING METHOD Univerisitas TELKOM 2014 18
  19. 19. TRAINING METHOD Learning principles; Participation Repetition relevance Conformity and suitabilty with the working condition feedback Univerisitas TELKOM 2014 19
  20. 20. TRAINING TECHNIQUE The choice for the training technique should be adjusted with; Time/budget availability Desired program Leraning method/principe used The availability of the facilities Trainee’s ability Trainer’s ability There are no right/wrong techniques Univerisitas TELKOM 2014 20
  21. 21. TRAINING TECHNIQUE On-the-Job Work instruction Job rotation apprenticeship Coaching Off-the-Job lecture Video presentation Vestibule Training Role Playing, simulation, game Case study …………………… Univerisitas TELKOM 2014 21
  22. 22. TRAINING TECHNIQUE Work instruction: Conducted on the work site Learn to do the current job Trainer, supervisor, & co-worker act as the instructur. Job rotation: Move the employee to another job. Create variation Univerisitas TELKOM 2014 22
  23. 23. TRAINING TECHNIQUE Apprenticeship: Learn from the more experienced worker. Coaching : Conducted by the supervisor or professional Coach describe the model which should be followed by the trainee. Univerisitas TELKOM 2014 23
  24. 24. Lecture and Video presentation: Conducted in two ways comunication Widely used because of efficient Trainer plays important role to encourage participation, feedback, speed of transfer Vestibule Training : Create similar work situation so the employee can act as they do their job. For example: minisize bank or hotel (Kidzania in a more serious model) Univerisitas TELKOM 2014 24 TRAINING TECHNIQUE
  25. 25. Role Playing : Trainee play certain role according to the real work environment Can improve the empathy and tolerance, minimize differences Group discussion: A group of employee discussed the problems and try to find solutions Univerisitas TELKOM 2014 25 TRAINING TECHNIQUE
  26. 26. Behavior modeling : Employee study certain behavior unti they understand how to do the exact thing Using audio visual can improve the result Case study: Employee learn to solve the real problems which already happen or might be happen in their line of work The objective is to enhance the decision making and problem solving ability Univerisitas TELKOM 2014 26 TRAINING TECHNIQUE
  27. 27. Independent and programmed learning : Require very good instructional materials which is easy to understand and learn Low interaction Univerisitas TELKOM 2014 27 TRAINING TECHNIQUE
  28. 28. TRAINING EVALUATION Instruktur yang menarik atau terkenal, dan mahal Materi presentasi yang keren dengan dukungan multimedia Buku panduan yang lengkap Snack & makan siang/malam yang enak/mewah Fasilitas pelatihan yang menyenangkan Lembar evaluasi post-pelatihan yang baik Univerisitas TELKOM 2014 28
  29. 29. TRAINING EVALUATION The evaluation focus on the end result; Trainee perception about the process and the material Knowledge and skill learned Behavioral changes Other changes or improvement which required by the organization: •productivity •Higher customer services •Increasing sales •Reducing error Univerisitas TELKOM 2014 29
  30. 30. TRAINING EVALUATION Univerisitas TELKOM 2014 30 Pre test Training activities Post test Workplace implementation Further Follow up