Training & development- A conceptual glimpse
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These slides give an easy to understand concepts pointing out what training and development means and why it is significantly necessary to pursue in an organisation.
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p.224©iStockphoto.comalvarez7Learning and Development.docx
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©iStockphoto.com/alvarez
7
Learning and Development
Media Library
CHAPTER 7 Media Library
PREMIUM VIDEO
HRM in Action
Training Employees
LICENSED VIDEO
Evaluating Training Programs
LEARNING OBJECTIVES
After studying this chapter, you should be able to do the following:
7-1. Discuss the major difference between training and development and identify the common situations where training may be needed.PAGE 226
7-2. Briefly discuss the steps in the training and development process and the common challenges to the process.PAGE 229
7-3. Identify the three common learning theories and how they are used to create the four methods for shaping behavior.PAGE 233
7-4. Discuss each of the major training delivery types.PAGE 239
7-5. Briefly discuss the Four-Level Evaluation Method for assessing training programs and the three common ways we measure training success.PAGE 243
7-6. Discuss the term career and the three common methods of employee development.PAGE 247
7-7. Describe the concepts of gamification, digital learning, and micro-learning, and the reasons that they have become more critical in today’s organizations.PAGE 254
CHAPTER OUTLINE
The Need for Training and Development
Training and Development
When Is Training Needed?
The Training Process and Needs Assessment
Steps in the Training Process
Needs Assessment
Challenges to the Training Process
Employee Readiness
Learning and Shaping Behavior
Learning
Learning Theories
Shaping Behavior
Learning Styles
Design and Delivery of Training
On-the-Job Training (OJT)
Classroom Training
Distance or E-Learning
Simulations
Assessing Training
Assessment Methods
Choosing Assessment Methods
Measuring Training Success
Talent Management and Development
Careers
Why Career Development?
Common Methods of Employee Development
A Model of Career Development Consequences
Trends and Issues in HRM
Gamification—A Phoenix Rising?
The Corporate Learning Imperative
p.225
Practitioner’s Perspective
Cindy told the story of Jennifer, who had worked in the same position for 10 years. Jennifer had always been a valuable employee, but lately, her productivity and performance had started to decline. Her supervisor, Mandy, finally called her in to find out what was wrong.
After some hesitation, Jennifer said, “To tell the truth, I feel like I am in a rut. I just don’t get the same satisfaction from doing my job that I used to get.”
“I wish we’d had this talk sooner,” Mandy replied, “but now that I know how you feel, there is something we can do. Let’s take a look at some of the training opportunities coming up this quarter. Tell me what training classes you might be interested in taking.”
What if Jennifer and Mandy never had that talk? Do you think Jennifer would have remained at her job? Chapter 7 looks at the ins and outs of managing and retaining talent through training and development.
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Training & development- A conceptual glimpse
- 1. Prepared By Ashok Bijoy Das Date Presented 21st June 2014 Venue Cambrian International Study Centre Cambrian University Project Office Baridhara, Dhaka
- 3. What employee Training Means? What Employee Development Means? Training vs. Development: A simplified Comparison Why companies pursue Training and Development Programs? When to Train? Conclusion
- 4. A learning mechanism that makes employees familiar for a specific job related task by enhancing relevant competencies. Training is a method of enhancing human performance. Melvin Silberman
- 5. Training is nothing but an art of converting “X factor” to desired “+ factor”.
- 6. A method of formal education, job experiences, relationships, assessments of personality and abilities that help employees in order to prepare them for the future. Raymond Noe Development is nothing but an art of converting “+ factor” to desired “∞ factor”.
- 7. Training Development Focus Current Future Use of Work Experiences Low High Goal To prepare for the current Job To prepare for the Change Participation Required Voluntary Courtesy: Table Data Source Copyright © 2010 by the McGraw-Hill Companies, Inc.
- 8. Addressing weakness Improved employee performance Bringing consistency Employee satisfaction Why Companies Pursue Training & Development programs? Trained personnel can keep their train on the track. Untrained personnel are always off the track while on the train.
- 9. When the performance appraisal indicates that, improvement is needed. When there is a specific topic that requires training to employees. When there is any operational change, then training is required. As part of overall professional development program, companies pursue training. When to Train? …. Whenever it needed, train employees. Basically Companies pursue training
- 10. Change Never Changes & Training never concludes Both continues… Thank You