1. 2 7 7 Training and Developing Employees 3 Behavioral Objectives s Describe the basic training...
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Transcript of 1. 2 7 7 Training and Developing Employees 3 Behavioral Objectives s Describe the basic training...
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77Training andDevelopingEmployees
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Behavioral Objectives
Describe the basic training process.
Explain the nature of at least five training
techniques.
Discuss what management development is and
why it’s important.
Describe the five on-and-off-the-job development techniques.
Explain why training evaluation is important and
how it is best accomplished.
When you finish studying this chapter, you should be able to:
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The Training ProcessThe Training Process
Training refers to the methods used to give new or present employees the skills theyneed to perform their jobs.
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Who Needs What Training When andWhere?
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Training Definition
Provide a Trainee or Participant with Skills needed to qualify for a
Task, up-graded, or refresh.
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The Five Steps in the Training and The Five Steps in the Training and Development ProcessDevelopment Process
1. Needs Analysis
2. Instructional Design
3. Validation
4. Implementation
5. Evaluation and Follow-Up
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1. Needs Analysis
Identify specific job performance skills.
Analysis the audience to ensure specific level.
Use research to develop specific measurable knowledge.
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Needs Analysis
Training Needs AnalysisTraining Needs Analysis
New EmployeeNew Employee Current EmployeeCurrent Employee
Task Analysis(Job Descriptions/Specifications)
Task Analysis(Job Descriptions/Specifications) Performance AnalysisPerformance Analysis
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2. Instructional Design
Method, Media.
Make sure all materials are clearly.
Carefully and professionally handle program elements.
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3. Validation
• Introduce & validate the training before a representative audience.
(Base final revisions on pilot results to ensure program effectiveness)
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4. Implementation
When applicable, boost success with a train-the
trainer workshop that focuses on presentation knowledge and skills in addition to training content.
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5. Evaluation and Follow-Up
Assess program success according to:
Reaction.
Learning.
Behavior.
Results.
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Managerial Off-the Job Training Managerial Off-the Job Training and Development Techniquesand Development Techniques
Management Games
Outside Seminars
University-Related Programs
Role Playing
Behavior Modeling
In-House Development Centers
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The Behavior Modeling The Behavior Modeling ProcedureProcedure
1. Modeling
2. Role playing
3. Social reinforcement
4. Transfer of training
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Training Effects to MeasureTraining Effects to Measure
Four basic categories of training outcomes can be measured:
Reaction
Learning
Behavior
Results
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Managerial On-the-Job Training Managerial On-the-Job Training TechniquesTechniques
Job Rotation
Coaching/Understudy Approach
Action Learning
The Case Study Method
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Action Learning
A training technique by which management trainees allowed to work full time analyzing and solving programs in other department
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Employee Orientation
• Employee Orientation: A procedure for providing new
employees with basic background information about the firm.Ex: Working hours, Performance review,
vacations, a tour of facilities, employee benefits
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Goals of OrientationGoals of Orientation
Provide favorable initial Provide favorable initial job experiences for new job experiences for new
employeesemployees
Reduce anxiety and Reduce anxiety and uncertainty for new uncertainty for new
employeesemployees
Help new employees get Help new employees get acquainted and integrated acquainted and integrated
into their work groupinto their work group
OrientationOrientationProgramProgram
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Assessing Training and Development NeedsAssessing Training and Development Needs
Needs analysisNeeds analysis•Organization’s job-related needsOrganization’s job-related needs•Capabilities of the existing Capabilities of the existing
workforceworkforce
Setting training and Setting training and development goalsdevelopment goals
Determining approachDetermining approach
•In-house programsIn-house programs
•Outsourced programsOutsourced programs
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Developing a Training Program OutlineDeveloping a Training Program Outline
Training Program Outline
Objectivesof
Training IntendedAudience Proposed
Content of
Training Time Estimates
for Training
TrainingCost
Estimates
In-House or
Outsource
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What is TrainingWhat is Training??
What is the purpose of trainingWhat is the purpose of training ? ?
What affects work performanceWhat affects work performance??
How can training be used to improve How can training be used to improve work performancework performance??
?
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How to evaluate Training effectiveHow to evaluate Training effective??
What isWhat is : :
training / Re-training / Qualification / training / Re-training / Qualification / Re-Qualification / Certification ? Re-Qualification / Certification ?
When we need themWhen we need them ? ?
?
