orientation,training & development the “learning” organization

Orientation,Training & Development

The “Learning” Organization

Class Plan

Expectancy Theory Training Trends How to Design Effective Training Training Methods

On-the-job training e-learning and use of technology

How Do You Know If Training is Effective? Career planning & development

Expectancy Theory

Motivation is the result of the outcomes one seeks and one’s estimate that action will lead to a desired outcome.

Effort Performance Outcome

Can I do it? What is in itfor me? Will myeffort be recognized?

How much do I want it? Does ithave value?

Expectancy Theory

HRM focus

Effort Performance Outcome

Can I do it? What is in itfor me? Will myeffort be recognized?

How much do I want it? Does ithave value?

Ability Role Clarity Equity

Where do you think the biggest problem lies in training for HRM?

Training Trends

Companies view training as a way to gain an advantage in the marketplace

New technologies make it easier for training to be delivered when and where employees need it

Movement from focus on specific skills to focus on creating and sharing knowledge (becoming a Learning Organization)

Companies are centralizing training by creating their own universities (e.g, Motorola University)

New View of Learning

Learner

“Experts”

Learner

“Instructor”(person, technology)

Learner

Learner

Knowledge Storage(database)

Readings

On-line

The Group

Learning - Development Strategies

Cognitive: articles,lectures,videos, university courses, management seminars

Behavioural: role-playing, sensitivity training, wilderness training, mentoring

Environmental: job rotation, temporary assignments, employee exchanges, internal consulting, cross-cultural training

Conditions Necessary for Learning Objectives (Why am I here? Purpose?) Sell Benefits Provide Feedback Provide Opportunities to Practice Learn from Others (share ideas, watch a

model)Albert Bandura

Provide a Good Training Environment (creature comforts)

Provide Meaningful Content

A Process for Designing Effective Training

1. Needs Assessment

2. Employees Readiness for Training basic skills, attitudes, and motivation

3. Create a Learning Environment (previous slide)

4. Ensure Transfer of Training peer and manager support, self-mgt strategies

5. Evaluate the Program

Training Methods & Delivery Systems

Passive/Presentation lecture video

Hands-on On-the-job training simulation/games apprenticeship behavior modeling

Group building adventure learning action learning team training

Web

Intranet

Distance Learning

Virtual Reality

Classroom

Multimedia

CD-ROM

Principles of Effective OJT (on-the-job-training)

Trainer is prepared Instructional steps

Tell trainee objective and demonstrateExplain key points or behaviours (give trainee key

points as a job aid) Demonstrate againHave the trainee perform the task - shape behavior

(praise, reinforcement, feedback)Go beyond “one trial learning”

On-the-job Training Exercise Choose a partner One person takes role of trainer, the other

trainee Trainer teaches the trainee how to make a

paper airplane Switch roles

Conditions Necessary for Learning Objectives (Why am I here? Purpose?) Sell Benefits Provide Feedback Provide Opportunities to Practice Learn from Others (share ideas, watch a

model)Albert Bandura

Provide a Good Training Environment (creature comforts)

Provide Meaningful Content

New Ways - e-Learning Has good learning qualities

learner control learning environment(feedback,

reinforcement, meaningful, appeals to multiple senses)

linkages (trainer, mentor, other learners, experts, web sites)

sharing Available at any time or place Consistent delivery Easy to update Example: http://www.mba.athabasca.ca/

How Would You Evaluate Training?

Evaluation is the process of measuring effectiveness – Has learning occurred and training is used

on the job (transfer of training) How do we evaluate our college classes? How might we evaluate e-learning?

Career Planning & Development

May be distinguished from skill training because it is long-term in focus and often develops the analytical & reasoning abilities needed by management to solve strategic problems.

The goal is to enhance an employee’s future value to the company

Strategic implications is the development of a learning organization that has capacity to learn, adapt & change

Take a few minutes and examine your career plan

Evolving issues

Dual career couples

(family responsibilities, time out of job or work force for parenting)

Career Plateauing

In the Home Stretch … Group Assignment

Written (be sure group members names are on paper)

Presentation (10 minutes) Brief intro of company / focus on recommendations!

Individual Assignment / Insight Journal Interesting / Reflection – New Direction for you

Both due at start of afternoon classStart at 2:30 pmPresentation order?

Strategic HRM

Barry Wright

bwright@brocku.ca