Chapter 8

1. Chapter 8 Training and Developing Employees • Describe the basic training process. • Describe and illustrate how you would go about identifying training requirements. • Explain how to distinguish between problems you can fix with training and those you can’t. • Explain how to use five training techniques.

2. Orienting Employees Employee Orientation • A procedure for providing new employees with basic background information about the firm • What is the orientation content? • What is the need for orientation?

3. Orienting Employees The Orientation Process • Formal Orientation • Informal Orientation The Employee Handbook

4. The Training Process Training • The process of teaching new or present employees the basic skills they need to perform their jobs.

5. The Training Process Training Strategic Context • The firm’s training programs must make sense in terms of the company’s strategic goals. Performance Management • Taking an integrated, goal-oriented approach to assigning, training, assessing, and rewarding employees’ performance.

6. 1 2 3 4 5 The Training Process The Five Step Training and Development Process • Needs analysis • Instructional design • Validation • Implement the program • Evaluation

7. Training needs analysis Setting training objectives The Training Process Training needs identification Evaluation The Training Cycle Model Implementing training program Designing training program

8. The Training Process Training, Learning, and Motivation • How to make learning meaningful? • How to make skills transfer easy? Motivation Principles for Trainers

9. Training • Gap Job Requirements • Employee Capabilities The Training Process Analyzing Training Needs

10. The Training Process Analyzing Training Needs Performance Analysis • Verifying that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means. • Training Problem • Other Problems • Can’t Do • Won’t Do • What is competency models?

11. The Training Process Levels of Training Needs Analysis Level 1 Organizational analysis Level 2 Task / job analysis Level 3 Person / employee analysis What are the tools of training needs analysis?

12. The Training Process Negligent Training • A situation where an employer fails to train adequately, and the employee subsequently harm a third party.

13. The Training Process Establishing Training and development Objectives Training Objectives and Goals • Competency input – working conditions – standards & measurement

14. Training Methods 1 On the job training (coaching – understudy – job rotation) 2 Apprenticeship training 3 Informal learning 4 Job instruction training 5 Lectures 6 Programmed learning (intelligent tutoring systems) 7 Audiovisual training (DVD – films – PP presentations – videoconferencing – audiotapes – videotapes)

15. Training Methods 8 Simulated training 9 Computer based training (interactive multimedia training - virtual reality training) 10 Electronic performance support systems (EPSS – job aid) 11 Distance and internet based training (teletraining – videoconferencing) 12 Internet based training (virtual classroom) 13 Using E-learning (MP3 – instant massaging) 14 Improving productivity through HRIS: learning portals 15 Literacy training techniques

16. Management Development Management Development • Any attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills. Succession Planning • A process through which senior-level openings are planned for and eventually filled.

17. Management Development Managerial On-the-Job Training 1 On the job training 2 Coaching – Understudy 3 Action Learning

18. Management Development Managerial Off-the-Job Training and development Techniques 1 The case study methods 2 Management games 3 Outside seminars 4 University related programs 5 Role playing

19. Management Development Managerial Off-the-Job Training and development Techniques 6 Behavior modeling 7 Outsourced learning 8 Corporate universities 9 In house development centers 10 Executive coaches 11 The SHRM learning system

20. Managing Organizational Change and Development What to change? What is the HR managers role in change?

21. Managing Organizational Change and Development What are Change Approaches? 1 Lewin’s Change Approach What Are The Human Resource Management Applications For Each Approach? 2 Organizational Development Approach 3 Total Quality Management Approach 4 Reengineering Approach

22. Evaluating Training and Development Designing the Study • Time series design • Controlled experimentation

23. Evaluating Training and Development Training Effects to be Measured Effectiveness 1- Reaction 2- Learning 3- Behavior Cost Effectiveness 4- Results