Human Resource Management 11e gary dessler chapter 08

1. © 2008 Prentice Hall, Inc.© 2008 Prentice Hall, Inc.
All rights reserved.All rights reserved.
PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie Cook
The University of West AlabamaThe University of West Alabama
1
Human ResourceHuman Resource
ManagementManagement
ELEVENTH EDITIONELEVENTH EDITION
G A R Y D E S S L E RG A R Y D E S S L E R
Training and Developing EmployeesTraining and Developing Employees
Chapter 8Chapter 8
Part 3 | Training and DevelopmentPart 3 | Training and Development

2. © 2008 Prentice Hall, Inc. All
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After studying this chapter, you should be able to:
1.1. Describe the basic training process.Describe the basic training process.
2.2. Describe and illustrate how you would go aboutDescribe and illustrate how you would go about
identifying training requirements.identifying training requirements.
3.3. Explain how to distinguish between problems you canExplain how to distinguish between problems you can
fix with training and those you can’t.fix with training and those you can’t.
4.4. Explain how to use five training techniques.Explain how to use five training techniques.

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Purpose of OrientationPurpose of Orientation
Feel
Welcome
and At Ease
Begin the
Socialization
Process
Understand
the
Organization
Know What
Is Expected
in Work and
Behavior
Orientation Helps
New Employees

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The Orientation ProcessThe Orientation Process
Company
Organization and
Operations
Safety Measures
and Regulations
Facilities
Tour
Employee
Orientation
Employee Benefit
Information
Personnel
Policies
Daily
Routine

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Analyzing Training NeedsAnalyzing Training Needs
Task Analysis:
Assessing New Employees’
Training Needs
Performance Analysis:
Assessing Current Employees’
Training Needs
Training Needs
Analysis

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Assessing Current Employees’ Training NeedsAssessing Current Employees’ Training Needs
Performance Appraisals
Job-Related
Performance Data
Observations
Interviews
Assessment Center
Results
Individual Diaries
Attitude Surveys
Tests
Methods for
Identifying
Training
Needs

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Programmed LearningProgrammed Learning
• AdvantagesAdvantages
 Reduced training timeReduced training time
 Self-paced learningSelf-paced learning
 Immediate feedbackImmediate feedback
 Reduced risk of error for learnerReduced risk of error for learner
Presenting
questions, facts,
or problems to
the learner
Allowing the
person to
respond
Providing
feedback on the
accuracy of
answers

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Distance and Internet-Based TrainingDistance and Internet-Based Training
Teletraining
Videoconferencing
Internet-Based
Training
E-Learning and
Learning Portals
Distance Learning
Methods

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Literacy Training TechniquesLiteracy Training Techniques
Testing job
candidates for
basic skills
Instituting basic
skills and literacy
programs
Employer Responses
to Functional Illiteracy

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Management DevelopmentManagement Development
Assessing the
company’s
strategic
needs
Developing the
managers and
future
managers
Long-Term Focus
of Management
Development
Appraising
managers’
current
performance

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Management Development (cont’d)Management Development (cont’d)
Job
Rotation
Action
Learning
Managerial
On-the-Job
Training
Coaching/
Understudy
Approach

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Managing Organizational ChangeManaging Organizational Change
and Developmentand Development
Strategy TechnologiesCulture
What to Change
Structure Employees

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Managing Organizational ChangeManaging Organizational Change
and Development (cont’d)and Development (cont’d)
Overcoming
resistance to
change
Effectively
using
organizational
development
practices
The Human
Resource Manager’s
Role
Organizing
and leading
organizational
change

14. © 2008 Prentice Hall, Inc. All
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K E Y T E R M S
employee orientationemployee orientation
trainingtraining
performance managementperformance management
negligent trainingnegligent training
task analysistask analysis
performance analysisperformance analysis
on-the-job trainingon-the-job training
apprenticeship trainingapprenticeship training
job instruction training (JIT)job instruction training (JIT)
programmed learningprogrammed learning
simulated trainingsimulated training
electronic performance supportelectronic performance support
systems (EPSS)systems (EPSS)
job aidjob aid
management developmentmanagement development
succession planningsuccession planning
job rotationjob rotation
action learningaction learning
case study methodcase study method
management gamemanagement game
role playingrole playing
outsourced learningoutsourced learning
behavior modelingbehavior modeling
in-house development centerin-house development center
organizational developmentorganizational development
controlled experimentationcontrolled experimentation