HRM 6

1. Lecture 6
Training and Development
Human Resources Management in Health Care
Institute for Nile States Strategic Studies
and Researches

2. Lecture Objectives
After this lecture, you should be
able to understand:
◦ Importance and definition of training
◦ Needs assessment
◦ How to select the training approach and learning style and to Evaluate
training

3. IMPORTANCE AND DEFINITION OF
TRAINING
Objective 1/3

4. Purpose of Training and Development
• To ensure workers recruited and selected are
able to do their jobs well
• To prepare workers for future jobs in the
company
• To increase employee satisfaction and help
them perform at a higher level
• To improve likelihood the company will
achieve its goals
8-4

5. Employee Orientation
• Ensures new employees know and understand company
policies and procedures
• Helps employees understand how their jobs fit in with goals of
the organization
• On boarding—hiring and integration process used to
acclimate new employees and ensure they have what they
need to be successful
8-5

6. Training Defined
• A systematic process of providing employees with
competencies required to do their current jobs
• May include classroom, online, role play, simulations or
some combination
• Development is future focused and aims to prepare
employees to take on responsibilities in different jobs
• Companies that invest the most in training and
development yield higher returns to shareholders
8-6

7. NEEDS ASSESSMENT
Objective 2/3

8. Needs Assessment
• Identifies the gaps between what employees should
be doing and what they are actually doing
• Organizational Analysis
• Task analysis
• Person Analysis
8-8

9. Organizational Analysis
•Looks at environment for opportunities and threats,
strengths and weaknesses to identify performance
gaps
• Determines external and internal factors that affect what a
company is trying to do and how it can do it
–External: may include technology, skill sets in labor
market, new laws or new initiatives by the business
–Internal: may include absenteeism, turnover, accidents
or grievances
8-9

10. Task Analysis
Identify gaps between Knowledge, Skills and Abilities
(KSA) needed to perform the work required to support
organization’s goals and its employees’ current KSAs
• Problems in meeting production requirements, low levels of
performance, increase in accidents, increase in customer
complaints
• Gaps due to new employees hired without skill sets,
change in direction for organization, jobs being restructured
8-10

11. Person Analysis
Deciding which employees actually need to
participate in training
• Comes from observation, performance appraisals,
supervisor recommendations, and employee skills
inventories
• Will not solve employee motivation problems
8-11

12. Instructional objectives
• Instructional objectives describe the purpose
of the training program and what it will
accomplish
• Should be linked to the organization’s goals
and conveyed to employees so they
understand what they should learn and how
to use it on the job
• Lesson Plans map out what will be covered
8-12

13. HOW TO SELECT THE TRAINING
APPROACH AND LEARNING STYLE AND
TO EVALUATE TRAINING
Objective 3/3

14. Learning Styles
How people prefer to absorb and process new
information:
• Auditory learners hear information and process and
remember it (lectures, discussions)
• Visual learners need to see information (charts,
pictures)
• Tactile learners need to interact with the material they are
learning (writing activities, take notes)
• Kinesthetic learners need to be doing something rather
than hear or see the materials (roles plays, simulations)
8-14

15. On-the-Job Training
Occurs when a manager or coworker teaches an
employee how to perform some aspect of a job in
the actual job location
– Cost effective
– Employees learn while being productive
– Trainer needs to be selected carefully
– Could result in loss of productivity, customers
and/or property
8-15

16. Approaches to Training
– Operations and Procedures Manuals—outline company
policies and practices (won’t cover all issues employees
will encounter)
– Classroom training—include role plays, discussions, and
other experiential activities
– E-learning–involves using computers or other electronic
tools (more efficient, faster, less costly, 24/7)
-Web-based allows access to Web site
-Desktop training housed on employee’s desktop
-Podcasts are digital recordings that can be downloaded
8-16

17. Evaluation of Training
Level 1: Reaction - How employees feel about the course, the
instructor, etc. (measured through survey)
Level 2: Learning - What learning has occurred (measured
with pre-training/post-training assessment
Level 3: Behavior - Performance should be improved
(transfer of learning should occur on the job)
Level 4 and 5: Results and Return on Investment - What
business results can be attributed to training (savings
generated, revenue, error rate, etc.)
8-17