employee training(2)
TRANSCRIPT
Training Training andand
DevelopmenDevelopment t
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 current and future performanceperformance
By helping employees acquireBy helping employees acquire• SkillsSkills• KnowledgeKnowledge• AttitudesAttitudes
Required of a competitive Required of a competitive workforceworkforce
Key TermsKey TermsKey TermsKey Terms
TrainingTraining Improving employee competencies needed Improving employee competencies needed
today or very soontoday or very 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 Improving employee competencies over a
longer period of timelonger period of time Typical objective is to prepare employees for Typical objective is to prepare employees for
future roles.future roles.
Key Terms (cont’d)Key Terms (cont’d)Key Terms (cont’d)Key Terms (cont’d)
SocializationSocialization Learning how things are done in the Learning how things are done in the
organizationorganization• Objective is to teach new employees Objective is to teach new employees
about the organization’s history, culture about the organization’s history, culture and management practices.and management practices.
Learning OrganizationsLearning OrganizationsLearning OrganizationsLearning Organizations
Learning recognized as a source of Learning recognized as a source of competitive advantagecompetitive advantage
Use knowledge management: Use knowledge management: Make sure knowledge from employees, Make sure knowledge from employees,
teams, and units is captured, remembered, teams, and units is captured, remembered, stored and sharedstored and shared
Technologies provide software toTechnologies provide software toshare knowledge electronically share knowledge electronically
Chief Learning/Knowledge OfficerChief Learning/Knowledge Officercoordinates activitiescoordinates activities
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 Other HR ActivitiesActivities•HR PlanningHR Planning• Job AnalysisJob Analysis• RecruitmentRecruitment• SelectionSelection•MeasuringMeasuringPerformancePerformance
Global Global EnvironmentEnvironment• Labour MarketLabour Market• TechnologyTechnology
OrganizationalOrganizationalEnvironmentEnvironment
Needs Needs AnalysisAnalysis•OrganizationOrganization• JobJob• PersonPerson•DemographicDemographic
Key Design Key Design ChoicesChoices• FocusFocus•Who receives?Who receives?•Who delivers?Who delivers?•Where and Where and when?when?•What What methods?methods?• ContentContent
Evaluation Evaluation and and
RevisionRevision
OutcomesOutcomes•AttitudesAttitudes•SkillsSkills•BehaviorBehavior•PerformancePerformance•AdvancementAdvancement•RetentionRetention
Socialization
Training
Development
• Competencies that Competencies that match strategymatch strategy• Cohesiveness and Cohesiveness and
commitmentcommitment• Improved recruitment Improved recruitment
and retentionand retention• Improved performanceImproved performance• Legal compliance and Legal compliance and
protectionprotection• Smoother mergers and Smoother mergers and
acquisitionsacquisitions
The Strategic Importance of The Strategic Importance of TrainingTraining
and Developmentand Development
The Strategic Importance of The Strategic Importance of TrainingTraining
and Developmentand Development
Improving PerformanceImproving PerformanceImproving PerformanceImproving Performance
Improving ServiceImproving Service
Training for Training for CustomersCustomers
ProductivityProductivity
New TechnologyNew Technology
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
Managers
HR Professiona
ls
Employees
CooperateCooperateSupportSupportTrainTrain
AssistAssistCommunicateCommunicateTrainTrain
IdentifyIdentifyAcceptAcceptParticipateParticipate
Partnership PerspectivePartnership PerspectivePartnership PerspectivePartnership Perspective
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
Organizational Needs AnalysisOrganizational Needs AnalysisOrganizational Needs AnalysisOrganizational Needs Analysis
Assess short-and long-term Assess short-and long-term strategic objectivesstrategic objectives
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
A Supportive Training ClimateA Supportive Training ClimateA Supportive Training ClimateA Supportive Training Climate
Incentives encourage employees to Incentives encourage employees to participateparticipate
Managers make it easy for employees to Managers make it easy for employees to attend T and D programsattend T 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
Job Needs AnalysisJob Needs AnalysisJob Needs AnalysisJob Needs Analysis
Identify specific skills, knowledge and Identify specific skills, knowledge and behavior needed in present or future jobsbehavior needed in present or future jobs
Use job analysis with competency Use job analysis with competency modelingmodeling
Person Needs AnalysisPerson Needs AnalysisPerson Needs AnalysisPerson Needs Analysis
Identify the gap between current Identify the gap between current capabilities and those that are necessary or capabilities and those that are necessary or desirable using:desirable using:
Output measuresOutput measures Self-assessed training needsSelf-assessed training needs Career planning discussionsCareer planning discussions Attitude surveysAttitude surveys
Demographic Needs AnalysisDemographic Needs AnalysisDemographic Needs AnalysisDemographic Needs Analysis
Determine needs of specific Determine needs of specific populations of workerspopulations of workers
May be used to determine if all are May be used to determine if all are given equal access to growth given equal access to growth experiences and developmental experiences and developmental challengeschallenges
Assessment Assessment PhasePhase
Training andTraining andDevelopment Development
PhasePhase
EvaluationEvaluationPhasePhase
• Select training Select training media and media and learning principleslearning principles• Conduct trainingConduct training• Establish Establish
conditions for conditions for maintenancemaintenance
• DevelopDevelopcriteriacriteria• PretestPretest• Monitor Monitor
trainingtraining• EvaluateEvaluate
Training and Development ProcessTraining and Development ProcessTraining and Development ProcessTraining and Development Process
Assess needs:Assess needs:• OrganizationOrganizationalal• JobJob• PersonPerson• DemographiDemographicc
Setting Up a Training andSetting Up a Training andDevelopment SystemDevelopment System
Setting Up a Training andSetting Up a Training andDevelopment 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
CognitiveCognitiveKnowledgeKnowledge
Skill-Based OutcomesSkill-Based Outcomes
AffectiveAffectiveOutcomesOutcomes
Developing Program ContentDeveloping Program ContentDeveloping Program ContentDeveloping Program Content
ProgramContent
Choosing the Program FormatChoosing the Program FormatChoosing the Program FormatChoosing the Program Format
Traditional FormatsTraditional Formats On-the-jobOn-the-job On-site, but not on-the-jobOn-site, but not on-the-job Off the jobOff the job
E-LearningE-Learning New technology allows integration New technology allows integration
of multiple learning methodsof multiple learning methods Includes teleconferencing, multimedia, Includes teleconferencing, multimedia,
computer-based learningcomputer-based learning Can speed communication and cut costsCan speed communication and cut costs
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
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 Boundary-spanning requirementsBoundary-spanning requirements Dealing with diversityDealing with diversity
On-Site, but Not On the Job TrainingOn-Site, but Not On the Job TrainingOn-Site, but Not On the Job TrainingOn-Site, but Not On the Job Training
Programmed instruction on intranet Programmed instruction on intranet or internetor internet
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
Off the Job TrainingOff the Job TrainingOff the Job TrainingOff the Job Training
Formal coursesFormal courses SimulationSimulation
Vestibule method: simulates actual Vestibule method: simulates actual jobjob
Assessment centersAssessment centers Role-playingRole-playing Business board gamesBusiness board games Sensitivity trainingSensitivity training Wilderness trips and outdoor Wilderness trips and outdoor
trainingtraining
On-the-JobOn-the-Job
On-Site, not On-the-On-Site, not On-the-JobJob
Off the JobOff the Job
Job instructionJob instructionApprenticeshipApprenticeship
InternshipsInternshipsJob rotationJob rotation
Programmed Programmed instructioninstructionInteractive video Interactive video and web-based and web-based trainingtrainingTeleconferencingTeleconferencingFormal coursesFormal courses
SimulationSimulationAssessment centersAssessment centers
Role playing and sensitivity Role playing and sensitivity trainingtraining
Wilderness tripsWilderness trips
Program LocationProgram LocationProgram LocationProgram Location
Maintaining Performance After Maintaining Performance After TrainingTraining
Maintaining Performance After Maintaining Performance After TrainingTraining
Develop learning points to assist Develop learning points to assist retentionretention
Set specific goalsSet specific goals Identify reinforcersIdentify reinforcers Train significant others to Train significant others to
reinforce behaviourreinforce behaviour Teach trainees self-management Teach trainees self-management
skillsskills
Evaluating Training and Evaluating Training and Development: Long-Term Development: Long-Term
Consequences Consequences
Evaluating Training and Evaluating Training and Development: Long-Term Development: Long-Term
Consequences Consequences OrganizationalOrganizational
Improved Improved productivityproductivity
Lower costLower cost Improved Improved
customer servicecustomer service Improved Improved
retentionretention Increased Increased
applicant poolapplicant pool
IndividualIndividual Reduced stressReduced stress Increased job Increased job
satisfactionsatisfaction Career Career
advancementadvancement Family satisfactionFamily satisfaction EmployabilityEmployability