Professional Documents
Culture Documents
Training VS Development
Goal
12
Challenges in training
Is training is the solution to the problem. Are goals of training clear and realistic. Is training a good investment. Will training work.
13
Organization
Improved bottom line, efficiency and profitability Increased flexibility in employees who can assume different and varied responsibilities Reduced layers of management Makes employees more accountable for results
14
Orienting Employees
Employee orientation
A procedure for providing new employees with basic background information about the firm.
Orientation content
Information on employee benefits Personnel policies The daily routine Company organization and operations Safety measures and regulations Facilities tour
85
86
87
Instructional design
Produce the training program content, including workbooks, exercises, and activities.
Validation
Presenting (trying out) the training to a small representative audience.
Evaluation
Assesses the programs successes or failures.
2005 Prentice Hall Inc. All rights reserved. 88
Strategizing Training
Exhibit 9-1
19
Business Strategy
Strategic Training and Development Diversify learning portfolio Improve customer Service Accelerate the Pace of employee Learning Capture and share knowledge
T &D Activities
Metrics that Value of Training Learning Performance Improvement Reduced customer complaints Reduced Turnover Employee Satisfaction.
Use Web Based training Make Development Training Mandatory Develop websites for knowledge sharing Increase amount of customer participation
110
Exhibit 9-2
111
812
Training Methods
On-the-job training (OJT)
Having a person learn a job by actually doing the job.
OJT methods
Coaching or understudy Job rotation Special assignments
Advantages
Inexpensive Immediate feedback
813
Steps in OJT
Step 1: Prepare the learner
Put the learner at easerelieve the tension. Explain why he or she is being taught. Create interest, encourage questions, find out what the learner already knows about this or other jobs. Explain the whole job and relate it to some job the worker already knows. Place the learner as close to the normal working position as possible. Familiarize the worker with equipment, materials, tools, and trade terms.
2005 Prentice Hall Inc. All rights reserved. 814
115
Have the learner explain the steps as you go through the job at a slow pace.
2005 Prentice Hall Inc. All rights reserved. 816
As soon as the learner demonstrates ability to do the job, let the work begin, but dont abandon him or her.
2005 Prentice Hall Inc. All rights reserved. 817
818
Informal learning
The majority of what employees learn on the job they learn through informal means of performing their jobs on a daily basis.
Programmed Learning
Programmed instruction (PI)
A systematic method for teaching job skills involving:
Presenting questions or facts Allowing the person to respond Giving the learner immediate feedback on the accuracy of his or her answers
Advantages
Reduced training time Self-paced learning Immediate feedback Reduced risk of error for learner
821
Audiovisual-based training
To illustrate following a sequence over time. To expose trainees to events not easily demonstrable in live lectures. To meet the need for organizationwide training and it is too costly to move the trainers from place to place.
822
823
Types of CBT
Intelligent Tutoring systems Interactive multimedia training Virtual reality training
824
Videoconferencing
Interactively training employees who are geographically separated from each otheror from the trainervia a combination of audio and visual equipment.
825
Succession planning
A process through which senior-level openings are planned for and eventually filled.
Anticipate management needs Review firms management skills inventory Create replacement charts Begin management development
826
Coaching/Understudy approach
The trainee works directly with a senior manager or with the person he or she is to replace; the latter is responsible for the trainees coaching.
Action learning
Management trainees are allowed to work full-time analyzing and solving problems in other departments.
827
Management game
Teams of managers compete by making computerized decisions regarding realistic but simulated situations.
Outside seminars
Many companies and universities offer Web-based and traditional management development seminars and conferences.
828
Behavior modeling
Modeling: showing trainees the right (or model) way of doing something. Role playing: having trainees practice that way Social reinforcement: giving feedback on the trainees performance. Transfer of learning: Encouraging trainees apply their skills on the job.
2005 Prentice Hall Inc. All rights reserved. 829
830
831
832
834
9.
835
836
137
Cont
Training Implications: Team building Cross training Specialized Program Interpersonal Skill Training On- the-job Training
138
Internal Growth
Internal Growth focuses on new market and product development, innovation and joint ventures. Example: McGraw Hill and Richard D. Irwin, Created one company which strengths in U.S. and the international college textbook market. How Achieved: Market existing products/ add distribution channels Expand global market Modify existing product Create new or different products Expand through joint ownership
139
Cont
Training Implications: High-quality communication of product value Cultural training Development of organizational culture that values creative thinking and analysis Technical Competence in jobs Manager training in feedback and communication Conflict negotiation Skills
140
Disinvestment
This Strategy focuses on Retrenchment, Turnaround, Divestiture, Liquidation. How Achieved: Acquiring firm Reduce Costs Reduce Assets Generate Revenue Redefine goals Sell Off all assets
141
Cont
Training Implications:
Motivation, goal setting, time management, stress management , cross training Leadership training Interpersonal communications Outplacement assistance Job-search Skills Training
142
143
Evaluation
Integral part of overall training program Provides feedback on effectiveness of training program Evaluation criteria should be established in tandem with and parallel to training objectives
144
Exhibit 9-3
145
Exhibit 9-4
146
Reading 9.1
Do
Contents of T&D T&D methods and approaches
Check
T&D evaluation strategy
Act
Sustaining and advancing T&D
148
Reading 9.2
Intimate and structured linkage between strategic mission and goals of T&D program T&D goals and processes reviewed and updated annually around changing strategic needs T&D executives integrated into strategic planning process
Copyright 2005 South-Western. All rights reserved. 149
Reading 9.2
Structural
e.g., linkages between organizations planning process and T&D operation
Policies
Formal means of communicating T&D expectations
Value Statements
Informal and decentralized means of pushing managers to develop appropriate attitudes
Copyright 2005 South-Western. All rights reserved. 150
Reading 9.2
151
Reading 9.2
152
Reading 9.2
153
Reading 9.2
154