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Employee training(2)
1.
Training Training andand Development Development
2.
Training and Development Practices Training and Development Practices within the Integrated HR Systemwithin the Integrated HR System Training and Development Practices Training and Development Practices within the Integrated HR Systemwithin the Integrated HR System Training and Development Training and Development Intentional efforts to improve Intentional efforts to improve current and future performancecurrent and future performance By helping employees acquireBy helping employees acquire •
SkillsSkills • KnowledgeKnowledge • AttitudesAttitudes Required of a competitive Required of a competitive workforceworkforce
3.
Key TermsKey TermsKey TermsKey Terms TrainingTraining Improving employee competencies needed today or Improving employee competencies needed today or very soonvery soon
Typical objective is to improve employee Typical objective is to improve employee performance in a specific job.performance in a specific job. DevelopmentDevelopment Improving employee competencies over a longer Improving employee competencies over a longer period of timeperiod of time Typical objective is to prepare employees for future Typical objective is to prepare employees for future roles.roles.
4.
Key Terms (cont’d)Key Terms (cont’d)Key Terms (cont’d)Key Terms (cont’d) SocializationSocialization Learning how things are done in the organizationLearning how things are done in the organization •
Objective is to teach new employees about the Objective is to teach new employees about the organization’s history, culture and management organization’s history, culture and management practices.practices.
5.
Learning OrganizationsLearning OrganizationsLearning OrganizationsLearning Organizations Learning recognized as a source of competitive Learning recognized as a source of competitive advantageadvantage Use knowledge management: Use knowledge management:
Make sure knowledge from employees, teams, and Make sure knowledge from employees, teams, and units is captured, remembered, stored and sharedunits is captured, remembered, stored and shared Technologies provide software toTechnologies provide software to share knowledge electronically share knowledge electronically Chief Learning/Knowledge OfficerChief Learning/Knowledge Officer coordinates activitiescoordinates activities
6.
Training and Development within Training and Development within an Integrated HR Systeman Integrated HR System Training and Development within Training and Development within an Integrated HR Systeman Integrated HR System • Other HR ActivitiesOther HR Activities • HR PlanningHR Planning •
Job AnalysisJob Analysis • RecruitmentRecruitment • SelectionSelection • MeasuringMeasuring PerformancePerformance Global EnvironmentGlobal Environment • Labour MarketLabour Market • TechnologyTechnology OrganizationalOrganizational EnvironmentEnvironment Needs AnalysisNeeds Analysis • OrganizationOrganization • JobJob • PersonPerson • DemographicDemographic Key Design Key Design ChoicesChoices • FocusFocus • Who receives?Who receives? • Who delivers?Who delivers? • Where and when?Where and when? • What methods?What methods? • ContentContent Evaluation Evaluation and Revisionand Revision OutcomesOutcomes •AttitudesAttitudes •SkillsSkills •BehaviorBehavior •PerformancePerformance •AdvancementAdvancement •RetentionRetention
7.
Socialization Training Development • Competencies that match Competencies that match strategystrategy • Cohesiveness and commitmentCohesiveness and commitment •
Improved recruitment and Improved recruitment and retentionretention • Improved performanceImproved performance • Legal compliance and Legal compliance and protectionprotection • Smoother mergers and Smoother mergers and acquisitionsacquisitions The Strategic Importance of TrainingThe Strategic Importance of Training and Developmentand Development The Strategic Importance of TrainingThe Strategic Importance of Training and Developmentand Development
8.
Improving PerformanceImproving PerformanceImproving PerformanceImproving Performance Improving ServiceImproving Service Training for CustomersTraining for Customers
ProductivityProductivity New TechnologyNew Technology
9.
Roles and Responsibilities in Roles and Responsibilities in Training and DevelopmentTraining and Development Roles and Responsibilities in Roles and Responsibilities in Training and DevelopmentTraining and Development Line Managers • Link business plans to TandD • Participate in delivery •
Help employees identify needs • Support employee participation • Reinforce transfer of learning • Do OTJ training HR Professionals • Identify needs, with line mgrs • Help employees to identify needs • Communicate TandD opportunities and consequences • Develop/administer TandD activities • Train trainers • Evaluate Employees • Identify own needs • Accept responsibility for finding opportunities • Actively participate in TandD activities • Assist with TandD of coworkers • Participate in evaluation of TandD activities
10.
Managers HR Professionals Employees CooperateCooperate SupportSupport TrainTrain AssistAssist CommunicateCommunicate TrainTrain IdentifyIdentify AcceptAccept ParticipateParticipate Partnership PerspectivePartnership PerspectivePartnership PerspectivePartnership Perspective
11.
Determining Training and Determining Training and Development NeedsDevelopment Needs Determining Training and Determining Training and Development NeedsDevelopment Needs Organization Needs Person Needs Demographic Needs Job Needs
12.
Organizational Needs AnalysisOrganizational Needs AnalysisOrganizational Needs AnalysisOrganizational Needs Analysis Assess shortand longterm strategic Assess shortand longterm strategic objectivesobjectives Analyze:Analyze:
Human resource needsHuman resource needs Efficiency indicesEfficiency indices Training climateTraining climate Resources and constraintsResources and constraints Clearly state T and D objectivesClearly state T and D objectives
13.
A Supportive Training ClimateA Supportive Training ClimateA Supportive Training ClimateA Supportive Training Climate Incentives encourage employees to participateIncentives encourage employees to participate Managers make it easy for employees to attend Managers make it easy for employees to attend T and D programsT and D programs
Employees encourage each otherEmployees encourage each other Use of new competencies is rewardedUse of new competencies is rewarded No hidden punishments for participatingNo hidden punishments for participating Managers who are effective trainers are Managers who are effective trainers are rewardedrewarded
14.
Job Needs AnalysisJob Needs AnalysisJob Needs AnalysisJob Needs Analysis Identify specific skills, knowledge and behavior Identify specific skills, knowledge and behavior needed in present or future jobsneeded in present or future jobs Use job analysis with competency modelingUse job analysis with competency modeling
15.
Person Needs AnalysisPerson Needs AnalysisPerson Needs AnalysisPerson Needs Analysis Identify the gap between current capabilities and Identify the gap between current capabilities and those that are necessary or desirable using:those that are necessary or desirable using: Output measuresOutput measures
Selfassessed training needsSelfassessed training needs Career planning discussionsCareer planning discussions Attitude surveysAttitude surveys
16.
Demographic Needs AnalysisDemographic Needs AnalysisDemographic Needs AnalysisDemographic Needs Analysis Determine needs of specific populations of Determine needs of specific populations of workersworkers May be used to determine if all are given May be used to determine if all are given equal access to growth experiences and equal access to growth experiences and developmental challengesdevelopmental challenges
17.
Assessment Assessment PhasePhase Training andTraining and Development PhaseDevelopment Phase EvaluationEvaluation PhasePhase • Select training media Select training media and learning principlesand learning principles • Conduct trainingConduct training •
Establish conditions Establish conditions for maintenancefor maintenance • DevelopDevelop criteriacriteria • PretestPretest • Monitor Monitor trainingtraining • EvaluateEvaluate Training and Development ProcessTraining and Development ProcessTraining and Development ProcessTraining and Development Process Assess needs:Assess needs: • OrganizationalOrganizational • JobJob • PersonPerson • DemographicDemographic
18.
Setting Up a Training andSetting Up a Training and Development SystemDevelopment System Setting Up a Training andSetting Up a Training and Development SystemDevelopment System Creating the Right Conditions:Creating the Right Conditions: InsightInsight
MotivationMotivation New skills and knowledgeNew skills and knowledge Real World PracticeReal World Practice AccountabilityAccountability
19.
CognitiveCognitive KnowledgeKnowledge SkillBased OutcomesSkillBased Outcomes AffectiveAffective OutcomesOutcomes Developing Program ContentDeveloping Program ContentDeveloping Program ContentDeveloping Program Content Program Content
20.
Choosing the Program FormatChoosing the Program FormatChoosing the Program FormatChoosing the Program Format Traditional FormatsTraditional Formats OnthejobOnthejob
Onsite, but not onthejobOnsite, but not onthejob Off the jobOff the job ELearningELearning New technology allows integration New technology allows integration of multiple learning methodsof multiple learning methods Includes teleconferencing, multimedia, computerIncludes teleconferencing, multimedia, computer based learningbased learning Can speed communication and cut costsCan speed communication and cut costs
21.
On the Job TrainingOn the Job TrainingOn the Job TrainingOn the Job Training Job instruction trainingJob instruction training Apprenticeship trainingApprenticeship training
Internships and Internships and assistantshipsassistantships Job rotation and Job rotation and developmental job developmental job assignmentsassignments Supervisory assistance Supervisory assistance and mentoringand mentoring CoachingCoaching
22.
Components of a Developmental JobComponents of a Developmental JobComponents of a Developmental JobComponents of a Developmental Job Unfamiliar responsibilitiesUnfamiliar responsibilities Responsibility for creating changeResponsibility for creating change
High levels of responsibilityHigh levels of responsibility Boundaryspanning requirementsBoundaryspanning requirements Dealing with diversityDealing with diversity
23.
OnSite, but Not On the Job TrainingOnSite, but Not On the Job TrainingOnSite, but Not On the Job TrainingOnSite, but Not On the Job Training Programmed instruction on intranet or Programmed instruction on intranet or internetinternet Videos and CDsVideos and CDs
Interactive video training: Combines Interactive video training: Combines programmed instruction with videoprogrammed instruction with video TeleconferencingTeleconferencing Corporate Universities and executive Corporate Universities and executive educationeducation
24.
Off the Job TrainingOff the Job TrainingOff the Job TrainingOff the Job Training Formal coursesFormal courses SimulationSimulation
Vestibule method: simulates actual jobVestibule method: simulates actual job Assessment centersAssessment centers RoleplayingRoleplaying Business board gamesBusiness board games Sensitivity trainingSensitivity training Wilderness trips and outdoor trainingWilderness trips and outdoor training
25.
OntheJobOntheJob OnSite, not OntheJobOnSite, not OntheJob Off the JobOff the Job Job instructionJob instruction ApprenticeshipApprenticeship InternshipsInternships Job rotationJob rotation Programmed instructionProgrammed instruction Interactive video and Interactive video and webbased trainingwebbased training TeleconferencingTeleconferencing Formal coursesFormal courses SimulationSimulation Assessment centersAssessment centers Role playing and sensitivity trainingRole playing and sensitivity training Wilderness tripsWilderness trips Program LocationProgram LocationProgram LocationProgram Location
26.
Maintaining Performance After TrainingMaintaining Performance After TrainingMaintaining Performance After TrainingMaintaining Performance After Training Develop learning points to assist Develop learning points to assist retentionretention Set specific goalsSet specific goals
Identify reinforcersIdentify reinforcers Train significant others to reinforce Train significant others to reinforce behaviourbehaviour Teach trainees selfmanagement skillsTeach trainees selfmanagement skills
27.
Evaluating Training and Development: Evaluating Training and Development: LongTerm Consequences LongTerm Consequences Evaluating Training and Development: Evaluating Training and Development: LongTerm Consequences LongTerm Consequences OrganizationalOrganizational Improved Improved productivityproductivity
Lower costLower cost Improved customer Improved customer serviceservice Improved retentionImproved retention Increased applicant Increased applicant poolpool IndividualIndividual Reduced stressReduced stress Increased job Increased job satisfactionsatisfaction Career advancementCareer advancement Family satisfactionFamily satisfaction EmployabilityEmployability
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