orientation,training & development the “learning” organization
TRANSCRIPT
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?
