Professional Documents
Culture Documents
Development
Is a planned
learning experiences
that prepare workers
to effectively perform
Increasing the competence of
Increasing Worker Competence
new employees
Once firm identifies appropriate Practice
How will the program be
a.)Distributed practice- a training
presented in order to maximize procedure in which trainees practice a
learning? skill over several sessions.
b.)Massed Practice- a training
1.)Gains and maintains the procedure in which trainees practice a
trainees’ attention skill in one session.
2.)Provides the trainees with Feedback
Step 3:
6.)Behavior modeling- a training
Choosing The Appropriate method in which trainees are shown how a
Training Method task should be performed and then practice
the task with feedback until they are
A very instructional method may be competent.
used to train employees. A behavior modeling program consists of
1.)On-the-job training- a training the following steps:
method in which trainees are taught
how to perform their jobs in actual
a.)present an overview of the material
job setting.
b.)Describe the procedural steps
2.)Job instruction training- a
c.)model or demonstrate the procedural
training method in which trainers steps
demonstrate each step of a task,
discuss its key points, and the
d.)allow guided practice
provide the trainees with guided
e.)provide on-the-job reinforcement
practice.
7.)Computer-based instruction- a
3.)Lecture- a training method in training method that uses a computer to
which the trainer teaches a topic by instruct students through drills/tutorials,
verbally communicating the games, and simulations.
information. 8.)interactive video training- a training
4.)Case method- a training
method in which a tv screen and a video
method in which trainees analyze
disk(or video tape) player are hooked to a
realistic job situations.
microcomputer and trainees interact with
5.)Role playing- a training
the screen through a keyboard or voice
method in which trainees
command system.
spontaneously act out a problem
that involves human interaction.
Step 4: 2.)Action plan- a plan developed by
Ensuring That training is trainees at the end of a session that
used on the job indicates the steps they will take on the
Even when the company job to apply the new skills.
3.)Multiphase training program- a
effectively develops and presents
its training program, it has no training program administered in several
sessions in which trainees are given
guarantee that trainees will “homework” that requires them to
apply their new knowledge or apply that lesson back on the job and to
skills to the job setting. discuss this experience during next
training session.
4.)Performance Aids- Devices given to
How can transfer occur?
trainees to help them remember
The trainees must generalize training material when they return their
the learned bahavior from the jobs.
classroom to the job context and 5.)Post-training follow-up resources- it
An assessment of the or pretraining level of knowledge, skill,
effectiveness of a company’s or performance
training program. b.)post-test- to show the trainees
What to evaluate? poet-training level knowledge ,skill or
Evaluations should determine performance
whether training programs have c.)control group- is identical in
performance.
Developing a succession planning
Succession Planning 2.)Defining Managerial Requirements-
A systematic process of
defining future management Succession plans should next define
requirements and identifying pertinent individual qualifications
candidates who best meet these needed for its targeted position.
requirements. 3.)Assessing Management Potential-
5.)Developing Replacement Chart
Designing the Instructional program: timing and
content
Once succession plan has been
c.)Inability to relate the training
completed, the organization must to the targeted job- trainees may not
specify the timing and content of be able to relate the instructional
training and development activities material to the future job setting since
needed to prepare trainees for they have not yet occupied the job.
future managerial jobs.
TIMING CONTENT
Designing the instructional program:
instructional methods
A variety of approaches are Job Rotation- a method of
Special Projects
TRAINING AND DEVELOPMENT AND THE
MANAGERS JOB
HOW the hrm managers can help
The end